30-60-90 Day Onboarding Plan: Template And Examples (2024)
Summary:
Take a look at the 30-60-90 day onboarding plan approach. This guide includes examples and helpful templates that make it easy for new hires and team members to boost their productivity.
What Is A 30-60-90 Day Plan For New Employees?
People who have just landed a new job are usually excited to join their new company and start making an impact. However, where do they even start? That's where a 30-60-90 day plan comes in. It's designed to help new hires be productive as soon as possible in their new role, show their new team what they can do, and set themselves up for success. This plan gives them a clear outline of how their first three months will be so they're not just figuring things out by themselves. Instead, it gives them specific goals to hit every 30 days.
Specifically, in the first 30 days as a new employee, you're gaining knowledge, observing, and connecting with peers. By 60 days, you should be actively contributing, working on small projects, and getting feedback. Then come the final 30 days of the plan, where you show that you're ready to bring fresh ideas and maybe even lead initiatives. So, a 30-60-90 day plan is the ultimate tool that allows you to make an impact early on. It keeps you focused and on track and lets your new team know your value from day one. Let's dive deeper into it.
Benefits Of A 30-60-90 Day Plan
Greater Efficiency
This plan is all about efficiency. Why? Let's break it down. In the first 30 days, you learn the ins and outs of the company and your role and get familiar with the team. By completing these early on, you're not wasting time guessing, so you're making quicker and smarter decisions. Then, in the 60-day phase, you've got enough knowledge to focus on important tasks. And, by 90 days, you're already automating processes. So, when less time is wasted on figuring things out, more time goes towards projects and tasks.
Stronger Company Culture
Let's talk about how a solid 30-60-90 day plan can make your company culture stronger. Since hires get a clear sense of everything early on, they know what's expected of them and feel like part of the team right away. Plus, having everyone on the same page from the start builds a stronger sense of community. When people achieve goals together at the 30, 60, and 90-day marks, it fosters collaboration and trust. After all, a team that communicates well and works toward the same goal is way more likely to succeed and thrive.
Feedback Opportunities
This plan is full of feedback opportunities. During the first 30 days as a new employee, you can collect feedback from your boss, teammates, or even clients about what's working and what's not. Most importantly, though, you get to correct your possible mistakes early on so they don't become serious problems later. In 60 days, feedback is more focused as you are contributing more. And by day 90, you are full of insights. You have proven yourself, and feedback at this point is more desired than ever as you set the stage for climbing up the corporate ladder.
Elements Of A 30-60-90 Day Plan
Company Mission
Every 30-60-90 day plan should clearly state the company mission. This is because it's your guiding star. In the first 30 days, you try to understand the mission, see the company's goals, and figure out how they align with your personal values. In the next 30 days, you will start thinking about how you can support this mission. And by 90 days, you are advocating for it and contributing actively.
Guiding Points
The company should also clearly map out the guiding points in the plan. What should your achievements be by the time you reach 30, 60, and 90 days as a new member of the company? Is there something specific you should do at a certain timeline? Usually, the guiding points are similar between all plans: the first 30 days are for learning, the next 30 are for acting, and the third month is for taking initiative.
Meet The Team
Meeting the team happens within the first month. You get to introduce yourself to your peers, familiarize yourself with the team culture, see how people work, and learn everything about who does what. It's your chance to ask questions and listen. This step is important because you only get one first impression. It's your chance to build connections that will help you collaborate and work effectively with others in the future.
Top Priorities
The 30-60-90 day plan should carefully lay out what your top priorities are in the days-marks. In the first 30 days, your aim should be to get to know the company, the team, and how you fit. So, focus on learning. Understand how things work, ask questions, and make sure you're laying a solid foundation for the next phase. In the next 30 days, your priority is to make an impact and deliver results. Take on projects, contribute ideas, and participate in meetings. Now, in the third month, your priority is to lead. Start thinking outside the box, build relationships, and take ownership.
SMART Goals
If you really want to achieve your goals in the 30-60-90 day plan, you need to make them SMART. This stands for specific, measurable, achievable, relevant, and time-bound. For example, instead of saying, "I'll improve collaboration," try "By the end of the 60-day mark, I will have effectively completed 3 group projects." This way, you will be more focused and know what you're working on.
Resources
As far as resources are concerned, in the first 30 days, you will need to understand what resources are available to you. Do you have access to the software, data, or materials you need? Is there a mentor or colleague who can answer your questions? By 60 days, you need to start using resources more strategically. Basically, it's about optimizing tools, peers, and systems. Then, at 90 days, you have proven that you can use them, so you ask for more tools and support.
When To Make A 30-60-90 Day Plan
So, when should you make a 30-60-90 day plan? First things first—if you've just started a new job or project, then that's the perfect moment. It doesn't even have to be work-related, though. This plan will help you navigate any big change in your life with ease. As long as you stick to the basics—days 1–30 are about learning, days 31–60 are about acting, and days 61–90 are about taking ownership—then you're ready to succeed.
How To Use A 30-60-90 Day Plan In Your Workplace
In The Interview
When you're in an interview and you're asked, "How would you make an impact in the company?" instead of struggling to come up with ideas, tell them about your 30-60-90 day plan. It breaks down your first three months on the job, showing you're proactive, strategic, and ready to bring results.
Part Of The Onboarding Process
A 30-60-90 day plan is like the key to starting a new job successfully. It's a detailed guide for what you'll accomplish in your first 30, 60, and 90 days at a company. So, even if the organization you join doesn't enroll you in one, do it on your own. Dedicate the first 30 days to learning, the following 30 to work, and the last 30 to delivering results.
When Taking On A New Role
Similarly to a new job, if you are offered a new role in your current organization, the 30-60-90 day plan will help you thrive. It doesn't matter how experienced you are; your first three months in a new position require gaining knowledge and proving you're worth it.
How To Make A 30-60-90 Day Plan In 5 Steps
Step 1: Envision A Roadmap For Your New Employee
As an HR pro, you want your new hires to understand not just what their role is but why it matters. During the first 30 days, help them learn the company's goals and any tools they'll use. Also, they should be introduced to the right people early on. This way, when they reach day 31, they'll already have built a network. Finally, assign small but meaningful tasks. Let them get a glimpse of the real work they'll be doing, but nothing that would stress them out. You want them to be confident, not anxious.
Step 2: Establish Realistic Expectations
You want your team members to have a clear picture of the goals but not feel overwhelmed. So, during the first month, set realistic expectations. Don't expect them to start solving problems they haven't even fully understood yet. Instead, set goals around knowledge-gaining and observation. In the second month, assign them tasks and be clear about what you expect them to do, whether it's contributing ideas in meetings, completing smaller projects, or supporting team tasks. In the final 30 days, set expectations around owning their work. Give them space to show what they've learned and where they're going to make a difference.
Step 3: Create SMART Goals
Speaking of goals, make them SMART. Why? Because SMART goals give employees a clear target to hit, avoiding confusion. For example, instead of saying, "Improve customer satisfaction," make it SMART by saying, "Increase customer satisfaction by 10% within 60 days." It's specific, they can measure it, it's achievable with the resources you have, it matters to your business, and there's a deadline.
Step 4: Assign A Mentor
Assigning new hires a mentor is guaranteed to help them progress faster. But how do you do it? In the first 30 days, allow them to meet people, learn processes, and discover what happens during a typical workday. Give them a mentor from day one—someone friendly they can turn to for guidance. In the next 30 days, the mentor should be helping the employee navigate tasks. During the final 30 days, the mentor is still there, but now they're more like coaches, pushing them to perform.
Step 5: Schedule Regular Check-Ins
Regular check-ins are a crucial part of the 30-60-90 day plan, as they keep everyone on the same page and help you keep track of the newcomers' progress. Also, they're a great chance for mutual feedback. Schedule a check-in after the first week to see how they're feeling. By the end of the month, they should feel like they know each member's role and how processes are done. After the 60-day mark, schedule weekly check-ins to make sure they have enough tasks but aren't overloaded. During the last 30 days, you could start biweekly check-ins and, at the end of the 90 days, invite them to a more formal review. Celebrate their wins, point out what needs work, and get them excited for what's next.
30-60-90 Day Onboarding Plan Template With Examples
Days 1–30: Setting Up For Success
The main goals during these days are for the new hires to understand the role, meet the team, learn company systems, and set up initial tasks. You want to focus more on:
- Orientation and introduction. They must complete all paperwork and training, learn about the company's mission, values, and culture, get familiar with tools and software, and meet with key team members and stakeholders.
- Role understanding. You should review their job description and expectations with your new employees and allow them to observe meetings in order for them to see how others communicate and work.
For example, their checklist during the first phase can consist of attending a team meeting, completing onboarding training for company systems, or starting work on small tasks.
Days 31–60: Building Momentum
In this phase, the new employees should be able to take on more responsibility, develop skills, and start contributing on their own. Specifically, you want them to:
- Increase ownership. They should start taking on their own tasks or projects. At the same time, they should check in with their manager for feedback and collaborate more with their peers.
- Develop skills. New hires can participate in different training opportunities and improve their work based on feedback comments.
- Build relationships. It's wise for them to start strengthening relationships with key stakeholders and coworkers. They should also start participating in team meetings, offering ideas, and showing initiative.
For instance, set goals for them, such as leading discussions in team meetings, handling more complex projects, organizing a team event, or attending workshops related to their role.
Days 61–90: Achieving Milestones
In the last 30 days, they should be ready to take full ownership of tasks and projects, contribute to team goals, and demonstrate their value to the organization. This means that new hires must focus on:
- Performance and results. By now, your new employees should start working on larger and more strategic projects. Additionally, their performance must be measured based on KPIs and goals they set with their managers. It's also good if they show initiative and suggest improvement.
- Independent contribution. By now, new hires are experienced enough to work on projects with little supervision and even support their team members by sharing knowledge or offering guidance on specific tasks.
- Feedback and reflection. It's ideal if they request formal feedback from their manager and colleagues. This will help them review the progress on their goals and adjust priorities as needed. They can also start developing a personal plan for personal and professional growth.
An example of their to-do list during the last phase could include leading a cross-departmental meeting, taking on more responsibility for tasks, and achieving an important milestone.
Frequently Asked Questions
What is the main purpose of a 30-60-90 day onboarding plan?
The main purpose of a 30-60-90 day onboarding plan is to turn new employees into productive corporate members in a shorter amount of time than regular onboarding. This is done by setting goals and milestones within 30-day periods.
How does the plan impact both employees and organizations?
For employees, the plan helps them settle in, understand the culture, and start contributing without feeling confused. For companies, it ensures the new hire stays with them for a long time and thrives, too.
Conclusion
Embracing the 30-60-90 day onboarding plan is a win for both employees and companies. It provides a clear, structured way for new hires, preparing them for their roles while setting clear expectations. Essentially, with this plan, you're breaking down the first three months into achievable milestones so that employees feel supported and are more likely to succeed and stay engaged. Apply the above strategies to create a successful map, and don't be afraid to invest in the future of your future employees.
Originally published at eLearning Industry.com
