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Help New Hires Hit The Ground Running With This 30-60-90 Day Plan

When you onboard a new employee, you want them to hit the ground running and be productive. Unfortunately, that's not always easy. It may take weeks or months for a new hire to fully acclimate to their role and learn everything about your company. That's why more and more businesses are using 30-60-90-day plans for new hires.
A 30-60-90-day plan is a tool businesses can use to interview, onboard and set expectations for new employees. This type of plan establishes what employees should accomplish in their first 30, 60, and 90 days on their new job. By laying out concrete goals and expectations, you can help them set them up for success in their role.
Key Takeaways:
  • Benefits of using a 30-60-90-day plan
  • Things to include in your 30-60-90-day plan
  • Tips for creating a 30-60-90-day plan

Why Use a 30-60-90 Day Plan?

Photo by Jason Goodman on Unsplash
There are several benefits of using a 30-60-90 day plan for new hires, including:

Helps new hires hit the ground running

A 30-60-90 day plan helps new hires hit the ground running by providing them with a roadmap for success. This type of plan outlines the goals and objectives the new hire should accomplish in their first three months on the job.
With this roadmap, the new hire knows exactly what is expected of them and can focus on meeting those expectations from day one. Moreover, it helps ensure that nothing goes out of the way and that your new hire feels welcome and supported from Day 1.

Improves employee retention rates

Another benefit of using a 30-60-90 day plan for new hires is that it can improve employee retention rates. Studies have shown that employees who feel like they are succeeding in their roles in their new job are more likely to stay with a company long-term.
A 30-60-90 day plan gives new hires a sense of accomplishment as they check off the personal goals that they complete. This sense of accomplishment can lead to increased job satisfaction and, as a result, reduced turnover rates.

Provides a way to measure progress

For an employer or hiring manager, one of the main benefits of using a 30-60-90 day plan for new hires is that it allows you to measure progress. This type of plan gives employers and leaders a clear understanding of what must be accomplished in the first three months and allows them to track whether or not those performance goals are being met.
If there are any areas where the new hire is falling behind, leaders and hiring managers can address those issues early on and help get them back on track.

What to Include in Your New Hire's 30-60-90 Day Plan

What exactly should you include in such a 30-60-90 day plan? Here are a few ideas.

Day 1-30: The Foundation Phase

The focus during the first month on the job should be on the onboarding process - training and orientation.
New hires should shadow more experienced employees, attend companywide meetings, and receive any necessary certification or licensing. They should also begin getting a feel for the company culture and building relationships with their coworkers.
During the foundation phase, your goal is to get your new hire to acclimate to their role or the job description, your company culture, and your expectations. To do this, you should provide them with:
  • A comprehensive overview of their core job responsibilities
  • A detailed explanation of your company's key performance metrics, mission, values, and goals
  • The team's existing strategy and how the team operates
  • The team's existing strategy and how the team operates
  • An introduction to key stakeholders (e.g., clients, vendors, etc.)
By the end of this phase, your new hire should have a strong understanding of their role and how they fit into the bigger picture. They should also be comfortable using any tools or systems they need to do their job effectively.

Day 31-60: The Implementation Phase

During the second month, new hires should start taking on more responsibility and working independently. They should also continue to build relationships with their coworkers and begin to understand the company's systems and processes.
Once your new hire understands their role and responsibilities, it's time to start putting that knowledge into action. During this phase, you should focus on helping them hone their skills and become more independent. To do this, you should provide them with:
  • Opportunities to practice and apply what they've learned
  • Increasingly challenging assignments
  • Frequent feedback (both positive and constructive)
By the end of this phase, your new hire should be able to work independently and confidently handle most tasks assigned to them. They should also understand how their performance is being evaluated and what areas need improvement.

Day 61-90: The Mastery Phase

The focus during the final month of the 90 days should be on goal setting and performance evaluation. New hires should sit down with their managers to set realistic goals for their first year on the job. They should also begin receiving feedback on their performance and working to identify areas where they need improvement.
In the plan's final phase, you must help your new hire become a true subject matter expert. To do this, you should provide them with:
  • Advanced training on specific topics or skills
  • Projects that allow them to put their skills to use in creative ways
  • Mentorship from more experienced team members
By the end of this phase, your new hire should be an expert in their field— someone who can complete tasks independently and offer valuable insights and ideas that contribute to your company's success.

How to Create a 30-60-90 Day Plan

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A well-crafted 30-60-90 day plan can be the difference between a new hire who hits the ground running and one who struggles to find their footing.
Creating a 30-60-90 day plan can seem daunting. But by following these simple steps, you can create a plan to help your new employees be productive from day one.

Step 1: Define the outcomes you expect from your new employee

The first step in creating a 30-60-90 day plan is to define the outcomes you expect from your new hire. What feasible performance goals do you want them to achieve in their first three months on the job?
Be as specific as possible here; general statements like "increase sales" or "improve customer satisfaction" are too vague. Instead, try to quantify your expectations with numbers. For example, "increase sales by 10%" or "improve customer satisfaction scores by 5 points."

Step 2: Map out the activities that will help your new employee achieve those goals

Once you've defined the outcomes you expect from your new hire, it's time to map out the activities that will help them achieve those goals. This is where you'll start to put together the actual 30-60-90 day plan.
Again, be as specific as possible here. Rather than simply listing "attend sales team training," detail exactly what topics will be covered in that training and when it will take place. The more specific you can be, the better your new hire will be equipped to hit the ground running and achieve their goals.

Step 3: Set milestones for each month of the plan

The final step in creating your 30-60-90 day plan is to set milestones for each month of the plan. This allows you to monitor your new hire's progress and ensure they are on track to achieve their goals.
For each month of the plan, identify one or two specific milestones you expect your new hire to reach. These milestones should be directly tied to the goals you defined in Step One. If you want to increase sales by 10%, then a milestone for Month One might be "generate $10,000 in sales."

Other Important Considerations

Here are other essential things to remember when creating an effective 30-60-90 day plan:
  • Keep it simple - Don't try to cram too much into your 30-60-90 day plan. Keep it simple so that it's easy for your new hire to understand and follow.
  • Set realistic goals - Set goals that are realistic and achievable so that your new hire feels successful as they work through their plan. Be specific, measurable, achievable, relevant, and time-bound (SMART).
  • Make it flexible - Be flexible with your plan so that it can be adjusted as needed based on how your new hire is doing.
  • Get input from others - Ask other team members for input on what should be included in the plan to align with your company's goals and culture.
  • Communicate often - Check in with your new hire regularly to see how they're progressing with their 30-60-90 day plan and offer feedback and support as needed.

When to Use a 30-60-90 Day Plan

Besides onboarding a new employee, there are other situations when it may be helpful for a leader to create a 30-60-90 day plan. These include:

Starting a new job

A 30-60-90 day plan can be helpful for a new manager or leader starting a job. This type of plan can help you set expectations with your new boss and colleagues. It also achieves specific goals within your first three months in the new company.

Turning around a struggling team or department

If your team or department is off track, creating and following a 30-60-90 day plan can help you get things back on track.

Orienting employees who are transferring roles

If an employee is transferring to a new role within your company—whether due to a promotion or lateral move—a 30-60-90 day plan can help them hit the ground running in their new position.
A new manager who is learning about their direct reports would be at a great advantage with their new team members by creating a 30-60-90 day plan.

Launching a new product or service

If your company is launching a new product or service, a 30-60-90 day plan can help ensure everything goes smoothly.

Be the Leader You Want to Be

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If you're struggling with orienting and training your new hires or leading your team, join the B2B Leaders Academy and be the leader you want to be.
At B2B Leaders Academy, you'll receive leadership training and live coaching each month to gain all the essential skills and develop the traits of an effective leader.
Moreover, we'll help you master the 4 pillars of leadership:
  • Leading Yourself
  • Leading Others
  • Leading With Communication
  • Leading With Metrics
If you can't join live coaching and workshops due to your hectic schedules, you'll have access to on-demand leadership training and exclusive resources. We'll provide an extensive guide and tools to grow your leadership skills each month.

Final Thoughts

A 30-60-90 day plan is a valuable tool for leaders. By laying out clear goals and activities, you can help new hires be successful in their role.
The key to creating an effective 30-60-90 day plan is to tailor it to the specific role the new hire will fill. This means taking into account the skills and knowledge required for success in that role, as well as any specific training or orientation that needs to take place.
Additionally, it's important to set smart goals during their first three months on their job. Don't forget to measure success regularly.
Remember also to build some flexibility into your 30-60-90 day plan. No two new hires are exactly alike, and there will inevitably be some hiccups. By being flexible and adjusting your plan as needed, you can set your new hires up for success regardless of their challenges.
Finally, join our monthly leadership training and live coaching. Not only will you be able to successfully develop and implement an effective 30-60-90 day plan for situations that may need one, but you will also gain all the necessary skills to become a better leader.
© 2023 B2B Leaders Academy. All Rights Reserved.
© 2023 B2B Leaders Academy. All Rights Reserved.