30-60-90 Day Plan for New Hires (+Free Template)

30-60-90 Day Plan for New Hires (+Free Template)

An effective onboarding process is critical to creating a great employee experience that keeps employees engaged for a long time. 

Effective onboarding enables an employee to become productive quickly and boosts employee engagement, directly impacting organizational success. Creating a goal-driven plan for your new hires helps build an onboarding process that enables them to adapt to the new work environment seamlessly. 

A common goal-orientated onboarding framework is a 30-60-90 day plan. The 30-60-90 day plan enables new hires to absorb as much information as possible, master core job responsibilities and set them up to make a lasting impact at their new organization.

What Is a 30-60-90 Day Plan for New Hires?

A 30-60-90 day plan is a straightforward course of action for new hires during the initial few days and months of their new job. By setting specific, manageable goals and a vision for one’s abilities at each stage of the plan, managers make the new hire’s transition into an organization smooth.

Breaking down a new hire’s learning process into 30-day increments empowers them to focus on learning specific skills and prevents burnout. The first 30 days are intensive with learning sessions on the product or service, company tools, and culture. As days progress, processes become more fluid, and new hires become more independent.

 

30-60-90 Day Plan Onboarding Structure

Each month of your first 90 days has a purpose and is structured intentionally. Here is what to expect in your first 30, 60, and 90 days in a new role:

30 days: understand and learn

The first 30-day phase is focused on understanding. In this stage, new hires learn the ins and outs of the company, the people, products or services, and department and role-specific knowledge. For example, a new seller would be understanding their new sales territory’s demographics, market, and ideal buyer.

60 days: evaluate and implement

60 days into onboarding is the perfect opportunity to evaluate what you’ve learned and put it to the test. In this phase, new employees begin implementing what they’ve learned in their onboarding and training into actual practice. For our new seller example mentioned earlier, they may begin to test the first pitches, identify new leads, and nurture prospect and client relationships.

90 days: optimize and improve

By 90 days in, new hires will have a well-rounded understanding of your company’s operations and the expectations of them in terms of their role and responsibilities.

In the third and final onboarding month of their 30,60,90 day onboarding plan, new hires will examine the actions and outcomes of their first few months to identify their wins or opportunities on the team. They are now empowered to help refine processes wherever improvement may be needed, and then focus their attention towards the next quarter and its goals.

30-60-90 Day Plan

Elements of a 30-60-90 Day Plan

A 30-60-90 day plan includes information, an overview of all onboarding and training expectations, including goals for each phase, the people they should connect with, and helpful resources that will support them in reaching those goals. 

Here are the main elements of a successful and impactful 30-60-90 day plan to empower new employees:

1. Objectives

The 30-, 60-, and 90-day plans should include focused and achievable objectives for each month of the plan.

Typically, the first month of a new job focuses on understanding the company culture, roles and responsibilities, and completing all onboarding tasks. The second month focuses on adding value to the organization, planning, and finding ways to positively contribute to the team’s goals. The third month is about executing the strategy mapped out in the second phase and contributing to projects within the team. 

Without clearly defined objectives, you risk stale and stagnant learning paths, gaps in product knowledge, or even unsatisfactory employee engagement. These can have a big impact on your business growth and outcomes, and the overall productivity level of new hires..

If we look at an example of a 30-60-90 plan for new sellers, objectives may include: 

  • 30-day objectives: Complete all product-related knowledge training learning modules and connect with all sales leaders for an intro call.
  • 60-day objective: Ideating new ways to improve outbound sales calls and building a list of new outbound prospects to reach out to.
  • 90-day objective: Experimenting with new sales tactics and identifying areas of nurture campaign improvement.

2. Priorities

A successful 30-60-90 day plan should clarify how onboarding tasks and learning objectives should be prioritized for new hires.

This gives new employees a clear perspective on approaching their objectives and tasks, and sets them up for early success. Defining the most important training objectives, responsibilities, and tasks reduces the time-to-proficiency for hires.

3. Goals

For each 30-day cycle of new hires’ first 90 days, set measurable goals that build on one another to provide clarity and focus. Goals can be categorized into three buckets: learning, performance, and personal goals.

  • Learning goals are all company knowledge, skills, tasks, etc., new employees must acquire to succeed in their roles.
  • Performance goals are concrete goals employees set to accomplish or complete as part of their new role.
  • Personal goals are about getting to know the people in the team and establishing workplace relationships.

To enable new hires to achieve thier 30-60-90 day plan, encourage them to set SMART (specific, measurable, achievable, relevant, and time-sensitive) goals.

As one of the most popular and effective goal-setting practices, SMART goals help new employees focus on accelerating their career growth, clarifying processes and procedures, using time and resources productively, and increasing their chances of crushing set milestones.

4. Success Metrics

Each goal must have a measurable success metric to monitor and understand how new employees are tracking their overall onboarding goals and outcomes. Success metrics provide managers and new employees a macro view of their first 90 days and allow them to measure performance and success.

If you can’t measure it, you can’t improve it. When new employees know how to measure their success, they can improve their performance by addressing and refining areas of opportunity.

Related Resources

Benefits of a 30-60-90 plan

A 30-60-90 day plan aims to help employees transition into their new role, but it should also be a catalyst for their career development. 

Instead of guiding employees through their first three months, the objectives outlined in your onboarding plan should encourage them to perform up to their highest potential and raise the bar of what success is at every phase.

Here are the top 3 benefits of writing and implementing a 30-60-90 day onboarding plan:

1. Better goal management

A 30-60-90-day plan is an excellent way for managers to track new hires’ goals and progress in the first few months of their new jobs. For the new hire, it provides direction for their day-to-day tasks, general role responsibilities, and how to add value to the team and organization.

2. Better time management

A 30-60-90 day plan enables new hires to more efficiently manage their time by prioritizing action items and quantifiable tasks. They can strategize and map out actionable tasks and ensure enough time is allotted to hit the set goals and milestones.

3. Monitor employee performance

A 30-60-90 day plan empowers managers to track new-hire performance and provide feedback or additional coaching that helps improve their performance. A 90-day plan sets clear objectives, goals, and priorities for employees that make it clear what is expected from them – meaning there is no confusion if a manager must intervene because of poor performance in the first 90 days.

How to Write a 30-60-90 Day Plan

Here is a detailed step-by-step process to create an effective 30-60-90 day plan for your new hires.

1. Set realistic expectations

The goal of a 30-60-90 day plan is to give new hires an overview of their purpose within the company. Before creating a 30-60-90 day plan, it is important to remember that there is only so much a new team member can learn in their first few months of employment. While you may have a lot of topics to address, try not to overwhelm new hires with too much information at once, specially for the first 30 days.

2. Set SMART goals

The goals for the 30-60-90-day phases need to be SMART goals: specific, measurable, attainable, realistic, and time-bound.

Here is an example of SMART goal setting:

  • General/Vague Goal: Employees must onboard and adopt the company’s CRM.
  • SMART Goal: After completing a 2-week training program (time-bound, attainable), all employees will be able to create and manage leads and accounts on the company’s CRM platform.

3. Identify 30-day goal targets

The first 30 days involve intensive training for the job role. This is when the new hire is learning as much as possible about the company policies, team structure, and job responsibilities. 

For the first 30 days, identify any knowledge or learning-based goals. Some key fundamentals to set for a new hire’s first 30 days are:

  • Understand company culture and policies
  • Learn company-specific platforms, intranet systems, communication and collaboration tools
  • Complete company-specific training sessions
  • Learn about the company’s products and customers
  • Meet with key stakeholders to establish healthy working relationships
  • Start working on projects
  • Build an employee development plan with specific goals, metrics, and KPIs

4. Identify 60-day goal targets

Days 30 – 60 are for new hires to practice what they’ve learned in their first month. For the 60-day target, identify goals related to contribution. These goals rely on implementing the knowledge gained by taking on new tasks and focusing on contributing to the company’s mission. 

A few important goals for the 60-day checkpoints are:

  • Collaborate with other teams
  • Identify issues or pain points with the roles and develop plans to address them.
  • Set up regular meetings with managers to get their feedback on the progress
  • Discuss opportunities to get further involved with the company culture, including participating in activities or group outings.

5. Identify 90-day goal targets

The third month of employment is when new hires begin mastering their job skills to achieve their SMART goals outlined in their 30-60-90 day plan. By this point, new hires should be able to start taking on more responsibilities, working on more significant projects, be more accountable for their work, and meet the expectations set by their managers. 

The last month of the 90-day plan includes the following:

  • Start working independently on projects
  • Be more accountable for work
  • Be proactive and become more involved in the organization
  • Touch base with the manager for feedback about the KPIs going forward

6. Assign an onboarding buddy

To help new hires settle into an unfamiliar environment, implement an onboarding buddy program. An onboarding buddy is a current employee who assists the new hires and acts as a support system throughout their onboarding process. An onboarding buddy educates the new hire about the company’s day-to-day processes, introduces them to the team, helps build social connections, supports their immediate productivity on the job, and helps them feel comfortable in the new work environment.

7. Schedule a 30 or 90-day check-in meeting

The HR department should schedule check-in meetings with all new hires after settling into their new role. These meetings are held 30 or 90 days after the new employee’s start date – but the exact date is flexible. 

While this meeting should be informal, it still needs to be filled with active dialogue on the continued progress of the new hire in becoming a productive team member. Here are a few checkpoints to be covered in these check-in meetings:

  • Ask employees about their first 90-days experience
  • Review their performance with their manager and offer feedback
  • Ask new hires about their biggest challenges
  • Get feedback on the onboarding buddy
  • Talk about career planning and progression
  • Gather feedback on the employee onboarding process and new hire training 
  • Understand if they have the support, resources, and equipment they need to work efficiently
  • Ask direct managers to establish a regular check-in schedule for all employees
  • Discuss their employee development plan for the future

4 Tools for Facilitating a 30-60-90 Day Plan

Here are four tools to help new managers and L&D professionals effectively manage 30-60-90 day plans for new hires. 

oracle fusion

1. Whatfix

Whatfix enables your 30-60-90 day plan by building employee onboarding task lists to create a self-serve onboarding journey for your new hires – directly in the digital apps and processes they’re learning and using.

Whatfix digital adoption platform overlays on any web, desktop, and mobile application and guides new users with interactive, in-app walkthroughs of a company’s software tools and digital processes. Whatfix guides new employees with its mission-critical software, enabling a fast ramp-up time and improving overall application adoption of common business software such as CRM, ERP, HCM, and other enterprise platforms. 

whatfix-dap

Here are some of the major highlights of Whatfix features that enable the perfect onboarding process for new hires:

  • Personalized employee onboarding experience
  • Welcome new users with the first call-to-action based on their role
  • New users discover enterprise applications with guided tours
  • Analyze the impact on onboarding objectives and optimize guidance flows in real-time
  • Create task lists with required tasks that a new user needs to complete in order to get started with an application
  • Create a sense of achievement when tasks are completed
Guru

2. Guru

Guru is a knowledge management system that helps create a level playing field where new hires that helps themselves to find relevant information and revisit it post training. Guru’s employee onboarding solution enables better communication, cheaper and efficient onboarding, and helps new employees become productive quickly. 

Some major features of Guru’s onboarding software that help streamline the new-hire onboarding process.

  • Automated onboarding enables new hires to proceed at their own pace and lowers the costs of administrative support.
  • Consolidate company knowledge in a single place for new hires to find all the information they need for their 30-60-90 day plan.
  • User-level data enables managers to monitor employee performance and provide the necessary help.

3. Trello

Businesses use Trello to assemble and organize a list of the necessary onboarding materials for the new hires. Its visualization features allow new hires to see and digest the 30-60-90 day plan information all in one place. The tool is intuitive and interactive. It enables HR and managers to create tasks for new hires, attach files, set up checklists, include due dates, add comments, and much more. Here’s what the Trello onboarding dashboard looks like

trello

mindtickle logo

4. Mindtickle

Mindtickle is a sales training and onboarding software that focuses on training and performance management for sellers to manage their first 90 days. This solution features readiness-tracking to understand how new sales reps perform over time and offers pre-built templates to deliver helpful information quickly. Sales leaders can also use program insights to analyze teams, manage skill development, and use existing data to improve their overall training process.

trello

Free 30-60-90 Day Plan Template

If you don’t have a 90-day plan template in place, download the template below and customize it according to your requirements. 

Remember that the first 30 days is the portion that is going to require the most structure as it covers aspects that every new employee will go through. The 60 and 90-day ranges can be tuned to focus more on the department, seniority, and individual roles and responsibilities.

FREE TEMPLATE
Get your 30-60-90 Day Plan template now!

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