30-60-90 day onboarding plan for new employees
Quick insights
- A 30-60-90 plan outlines the onboarding process for a new employee over the first 3 months of their job.
- It generally consists of three phases: learning, contribution and independence.
- To begin drafting an onboarding plan, you may want to consider what success will look like 30, 60 and 90 days into the new role.
A well-crafted 30-60-90 day new employee plan provides a roadmap to guide a recent hire through the critical first few months in their new role. This framework can help both the manager and employee have a shared understanding of what success looks like as they move from initial orientation toward full autonomy.
Read on to learn about 30-60-90 day onboarding plans and how to create them for your organization.
What is a 30-60-90 day plan?
A 30-60-90 plan outlines the onboarding process for a new employee over the first 3 months of their job. It is typically split into three distinct stages. Each 30-day segment focuses on a different level of proficiency, starting with observation and learning and ending with self-directed contribution.
Management can use this tool to track progress and provide feedback during the early stages of the employment lifecycle. Beyond simple task lists, the plan usually incorporates cultural integration, relationship building and long-term goal setting to help ensure a holistic start.
Benefits of a 30-60-90 day plan
Implementing a 30-60-90 day employee engagement plan could offer advantages for both the new hire and the organization.
For the employer, it can help to:
- Reduce turnover: Setting clear expectations early on may prevent frustration that could lead to talented individuals leaving within their first 90 days.
- Enhance productivity: When a staff member knows exactly what to study and when to start producing, they can potentially reach their full capacity faster than those without guidance.
- Streamline performance tracking: Managers can identify potential issues or training gaps early with a performance plan, allowing for quick intervention before habits become routine.
- Create consistency: Standardizing the process helps ensure that every person who joins the company receives the same quality of introduction, regardless of their department or role.
For the employee, it may provide:
- Clarity of purpose: Having a defined list of goals may help the individual understand how their daily actions contribute to the success of the broader team.
- Increased confidence: Mastering specific milestones in 30-day increments can provide a sense of achievement that reinforces a positive connection to the workplace.
- Structured feedback: Regular check-ins tied to the plan enable the worker to receive constructive input in a predictable manner.
- Autonomy build-up: The gradual increase in responsibility may help the employee feel prepared for independent work rather than tackling complex tasks prematurely.
How to design a 30-60-90 day plan
Setting specific expectations for each 30 days of the plan can help create structure and ensure that the new hire understands their priorities.
Below are examples of what each phase and what they might include:
Days 1-30: The learning phase
The first month generally centers on absorption and observation rather than output. During this time, the new hire often focuses on understanding the company culture, meeting key stakeholders and learning how to use any necessary tools or software.
This is the time for the individual to ask questions, shadow colleagues and become familiar with the daily rhythm of the role. Building a strong foundation here may prevent errors later when the work becomes more independent.
Days 31-60: The contribution phase
As the employee enters the second month, the focus tends to shift toward taking initiative on smaller assignments. The goal is to build a track record of reliability and demonstrate that they can handle the core requirements of their new position.
This period bridges the gap between being a student of the business and becoming an active participant in its success. They also can start applying the knowledge gained in the first 30 days to real-world scenarios while still under supervision.
Days 61-90: The independence phase
By the third month, the goal is for the individual to operate with a high degree of autonomy and start to lead projects. They are no longer just following instructions but are actively contributing to the team.
Evaluations at the end of this period may help determine if the person has successfully integrated into the company. Ideally, they should be able to handle their primary job functions with minimal oversight and show a proactive approach to their development.
Tips for writing an effective 30-60-90 day plan
Consider implementing these principles into your 30-60-90 day plan for a holistic approach:
- Consider the role: To begin, you may want to think about the purpose of the role and what success looks like 3 months from their start date.
- Define outcomes: Thinking about what new employees need to accomplish during each 30-day period can be a useful exercise. You may also want to include the tools, training and materials they’ll need during each phase.
- Set SMART goals: SMART goals are Specific, Measurable, Achievable, Relevant and Time-bound. SMART goals can help to clarify expectations and remove gray areas about benchmarks and performance.
- Solicit input: Allowing the employee to add their own professional development goals to the plan may encourage personal investment in their new role.
- Schedule check-ins: It can be helpful to commit to check-ins on a regular basis during the first 90 days to discuss the plan and make adjustments based on real-time performance.
You may need to slightly tweak 30-60-90 day plans for every new hire, but using a consistent format across roles can be an efficient starting point.
In summary
A structured onboarding plan aligns new hires with company goals by providing a clear timeline for growth and contribution. It typically consists of three phases: the learning phase (days 1 – 30), the contribution phase (days 31-60) and the independence phase (days 61-90).
A 30-60-90 day plan may benefit the organization through increased retention and help the employee build confidence through measurable achievements. Following a phased approach can help ensure every person who enters the business has the tools and knowledge required for long-term success.
