The 30-60-90 day plan for onboarding is a strategic tool to support new hires or managers in their first few months of work. In this guide, we’ll discover how to build it step-by-step, setting concrete and measurable goals for each phase.
Why is it important to use it?
A 30-60-90 day plan helps to:
- Define clear expectations
- Promote alignment with company values and priorities
- Measure progress with tangible goals
- Make onboarding less scattered
It is particularly useful for managerial roles, technical or commercial profiles, but it adapts to any position.
How to create an effective 30-60-90 day plan
1. Define company goals
Ensure the plan is aligned with the organization’s strategic priorities. Each activity must contribute to a larger purpose. Discuss with your direct manager or HR to better understand what is expected of the new hire in the first few months.
2. Customize based on the role
A plan for a marketing manager will be different from one for an account executive or a technician. Adapt actions to the required skills, the tools used, and the level of autonomy expected for the position. There is no single model that works for everyone.
3. Divide by time phase
Days 1-30: Learning
- Study internal values, mission, products, and processes
- Meet the team and key stakeholders
- Access documentation and digital tools
- Attend meetings, training sessions, formal onboarding
- Observe internal meetings and take note of group dynamics
Days 31-60: Participation
- Contribute to ongoing projects, even in a limited capacity
- Propose improvements, solutions, new operational ideas
- Receive feedback from managers or senior colleagues
- Start making decisions and taking responsibilities autonomously, with supervision
- Organize small tasks or operational calls with the team
Days 61-90: Autonomy
- Manage projects or tasks fully independently
- Be proactive in problem-solving
- Analyze performance and present achieved results
- Actively participate in strategic or departmental meetings
- Build a 6-12 month development plan for their growth
4. Establish KPIs and evaluation criteria
Each phase should include clear Key Performance Indicators (KPIs). Some examples:
- Number of tasks completed
- Quality of deliverables (verified by the supervisor)
- Feedback received from the team
- Level of autonomy achieved
- Leadership or ownership capacity
5. Involve the direct manager
The manager’s role is crucial. They must:
- Monitor the progress of the newcomer
- Provide regular and constructive feedback
- Review the plan monthly to adapt it
- Support autonomy and integration into the team
Practical example: project manager
A practical example can help to better understand how to structure the plan.
Days 1-30:
- Analysis of ongoing projects
- Participation in daily meetings (stand-up meetings)
- Study of the workflow and management software
Days 31-60:
- Operational management of a minor project
- Support the team in task planning
- Drafting weekly reports with key indicators
Days 61-90:
- Taking responsibility for a medium-complexity project
- Direct interface with clients or suppliers
- Coordination of the internal team
Conclusion
A well-structured 30-60-90 day plan not only makes onboarding smoother but also improves productivity, a sense of belonging, and satisfaction for the new employee. It is not just an operational tool, but a true accelerator of integration and value for the entire company.
Pubblicato in Digital Marketing
Be the first to comment