How to Plan a 30-60-90 Day Onboarding Plan for New Staff

Onboarding is a critical phase in an employee’s journey with a company. It sets the tone for their experience, establishes expectations, and provides the tools and resources they need to succeed. A structured 30-60-90 day onboarding plan can make this process smooth, efficient, and effective. Here’s how to create one:

Introduction: The Importance of Onboarding

Before diving into the specifics, it’s essential to understand why onboarding matters. Proper onboarding can lead to:

• Higher job satisfaction
• Greater organizational commitment
• Faster time to productivity
• Reduced turnover

The 30-60-90 Day Onboarding Framework

The 30-60-90 day plan breaks down the onboarding process into three phases, each with specific goals and activities.

First 30 Days: Orientation and Integration

Goal: Make the new employee feel welcome, understand the company culture, and get acquainted with their role.

1. Welcome and Introduction
   • Organize a warm welcome: Consider a welcome kit, company swag, or a welcome note.
   • Introduce them to the team and assign a buddy or mentor.
   • Give a tour of the office or virtual workspace.
2. Training and Learning
   • Provide training on company-specific software and tools.
   • Begin role-specific training.
   • Share resources like company handbooks, policies, and procedures.
3. Setting Expectations
   • Discuss job responsibilities and expectations.
   • Set short-term goals and objectives.
4. Feedback and Check-ins
   • Schedule weekly check-ins to address questions and concerns.
   • Provide constructive feedback on their initial work.

Days 31-60: Role Immersion and Skill Development

Goal: Deepen the employee’s understanding of their role, start contributing to projects, and develop necessary skills.

1. Advanced Training
   • Dive deeper into role-specific training.
   • Offer opportunities for external courses or certifications if needed.
2. Project Involvement
   • Assign them to specific projects or teams.
   • Encourage collaboration with other departments.
3. Goal Setting
   • Set medium-term goals.
   • Discuss potential challenges and solutions.
4. Feedback and Evaluation
   • Conduct a formal 60-day review.
   • Address any areas of improvement and recognize achievements.

Days 61-90: Independence and Evaluation

Goal: Ensure the employee can work independently, contribute significantly to projects, and align with company objectives.

1. Full Project Ownership
   • Allow them to lead a project or take on more significant responsibilities.
   • Encourage them to suggest improvements or innovations.
2. Networking
   • Promote interactions with senior leadership.
   • Encourage participation in company-wide events or meetings.
3. Goal Review
   • Evaluate the progress towards the goals set during the first 60 days.
   • Set long-term goals and career development plans.
4. 90-Day Evaluation
   • Conduct a formal review of their performance over the past 90 days.
   • Discuss future growth opportunities and any additional training needs.

Tips for a Successful 30-60-90 Day Onboarding Plan

1. Customization: While it’s good to have a standard plan, customize it based on the role, department, and individual needs.
2. Open Communication: Foster an environment where new hires feel comfortable asking questions or seeking help.
3. Feedback Loop: Regular feedback is crucial. It helps new employees adjust their approach and aligns them with company expectations.
4. Continuous Improvement: After the 90 days, gather feedback on the onboarding process and make necessary improvements for future hires.

A well-structured 30-60-90 day onboarding plan not only ensures that new hires adjust smoothly to their roles but also sets them up for long-term success within the company. By investing time and resources into this critical phase, companies can reap the benefits of engaged, productive, and loyal employees.