The 30-60-90 day onboarding plan is a strategic tool to accompany new hires or managers in their first months on the job. In this guide, we 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:
- Set clear expectations
- Foster alignment with company values and priorities
- Measure progress with tangible goals
- Making onboarding less confusing
It is particularly useful for managerial roles, technical or commercial profiles, but it is suitable for any function.
How to Create an Effective 30-60-90 Day Plan
1. Define business goals
Make sure the plan is aligned with the organization’s strategic priorities. Every activity should contribute to a larger purpose. Check with your direct manager or HR to better understand what is expected of the new hire in the first few months.
2. Customize by role
A plan for a marketing manager will be different than one for an account or engineer. Tailor your actions to the skills required, the tools used, and the level of autonomy expected for the position. There is no one-size-fits-all model.
3. Break down by time phase
Days 1-30: Learning
- Study values, mission, products and internal processes
- Knowing the team and key stakeholders
- Access documentation and digital tools
- Attend meetings, sessions training, formal onboarding
- Observe internal meetings and take note of group dynamics
Days 31-60: Participation
- Contribute to ongoing projects, even in a limited way
- Propose improvements, solutions, new operational ideas
- Get feedback from managers or senior colleagues
- Begin to make decisions and responsibilities independently, with supervision
- Organize small activities or operational calls with the team
Days 61-90: Autonomy
- Manage projects or activities in full autonomy
- Be proactive in problem solving
- Analyze performance and present results obtained
- Actively participate in strategic or departmental meetings
- Build a 6-12 month development plan for your growth
4. Establish KPIs and evaluation criteria
Each phase should include clear performance indicators (KPIs). Some examples:
- Number of tasks completed
- Quality of deliveries (verified by the manager)
- Feedback received from the team
- Level of autonomy achieved
- Leadership or ownership skills
5. Involve your direct manager
The role of the manager is crucial. He must:
- Monitor the new arrival's progress
- Give regular and constructive feedback
- Review the plan every month 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)
- Workflow and management software study
Days 31-60:
- Operational management of a minor project
- Support the team in planning tasks
- Drafting of weekly reports with key indicators
Days 61-90:
- Taking responsibility for a medium complexity project
- Direct interface with customers or suppliers
- Internal team coordination
Conclusion
A well-structured 30-60-90 plan not only makes onboarding smoother, but also improves productivity, sense of belonging and satisfaction of the new employee. It is not only an operational tool, but a real accelerator of integration and value for the entire company.
Published inDigital Marketing
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