9 October 2024 · ~ 7 minutes
Onboarding a new employee is a critical phase in any organisation, often setting the tone for their future success and integration into the company culture. One of the most effective tools for ensuring a smooth transition is a 30-60-90 day plan. This structured framework not only clarifies expectations but also empowers new hires to take ownership of their roles from day one.
A 30-60-90 day plan maps out the goals and milestones for new employees during their first three months. Each phase – 30 days, 60 days, and 90 days – focuses on different aspects of integration and performance:
30 Days: This initial phase is about learning and observation. New hires should focus on understanding the company's culture, meeting team members and familiarising themselves with processes and tools. While you should give your new employees time and space to settle in, it is also important to give your new employee deliverables from week one so that they can immediately apply what they are learning to their role. Simply asking new employees to read documents and watch training videos will lead to your new employees feeling unengaged and disillusioned.
60 Days: The second phase shifts towards application. Having completed foundational tasks during their first 30 days, it’s time for the new employee to take on further responsibilities. As the new employee begins to own their own projects, frequent check-ins and timely feedback are crucial. This will reassure the new hire that they are on the right track and provides an opportunity for adjustment if needed.
90 Days: The final phase emphasises assessment and optimisation. Together with the new hire, managers should evaluate performance, provide feedback and identify areas for growth and development. At this stage, the new employee should have a clear understanding of the scope of their role and their deliverables going forwards.
For new employees, the transition into a new role can be overwhelming. A 30-60-90 day plan provides a clear roadmap, breaking down the complex onboarding process into manageable, time-bound tasks. This structure helps employees prioritise their activities and focus on what's most important, minimising anxiety and confusion.
When employees have a clear understanding of what is expected of them, they are more likely to feel engaged and motivated. A well-defined plan allows new hires to set personal goals, giving them a sense of direction and purpose. As they achieve milestones within the plan, their confidence grows, leading to higher job satisfaction.
A 30-60-90 day plan fosters ongoing communication between new employees and their managers. Regular check-ins during each phase allows for constructive feedback, enabling employees to adjust their strategies and improve their performance. It also gives managers an insight into how their new hires are progressing and when they will be ready to take on more advanced tasks. This collaborative approach not only supports individual growth but also strengthens the relationship between employees and their supervisors.
Feeling part of a company’s culture is essential for long-term success. The first 30 days of the plan should focus on fostering a sense of belonging, helping new hires connect with the values dynamics of the organisation. By engaging with team members, participating in meetings and attending company events, new employees can build relationships and strengthen bonds within the team. Not only do team events help the new employees to feel welcomed and included, they also benefit existing team members by encouraging early collaboration with new hires. Focusing on integrating new hires into the company culture helps reduce turnover and boost employee loyalty.
A 30-60-90 day plan should align individual objectives with broader organisational goals. By demonstrating how an employee’s role contributes to the company’s mission, new hires can see the bigger picture and understand their importance within the team. This alignment fosters a sense of belonging and reinforces a shared commitment to organisational success.
As new employees progress through their 30-60-90 day plan, they may identify areas where they need additional training or support. By encouraging self-assessment and feedback, organisations can address skill gaps early on, ensuring that employees have the tools and resources necessary for success. This proactive approach to development not only benefits the employee but also enhances overall team performance.
By the end of the 90 days, employees should feel equipped to take on their roles with confidence and independence. A well-structured plan allows them to gradually transition from learning to executing, making them more effective contributors to their teams. This smooth transition reduces the likelihood of early burnout or job dissatisfaction.
A 30-60-90 day plan is an invaluable asset for both new employees and organisations. By providing clarity, fostering engagement and facilitating communication, this structured approach ensures a successful onboarding process. It not only enhances individual performance but also strengthens the overall culture and productivity of the organisation. As businesses continue to navigate the complexities of talent acquisition and retention, implementing a 30-60-90 day plan can be a game-changer, setting the stage for sustained success and growth. Embracing this strategy is not just about integrating new hires, it’s about investing in the future of the organisation.
Delivering a positive onboarding experience for your new hires doesn't have to be complicated. Learn how you can create exceptional employee experiences, drive speed to competency and set your employees up to succeed.
