Use the initial get-to-know-you meetings to listen for where they sound confident, or where they may be asking for guidance and more training. What’s their experience? Have they been in a similar role before, or is this a brand new opportunity? For example, if they’ve been a marketing consultant before but now they’re moving in-house, their 30-60-90 goals will focus more on the specifics of your organization than gaining marketing 101 knowledge. Whether you’ve never used them before, or you want to polish your framework, here’s a step-by-step guide to 30-60-90 success. 30-60-90 plans enhance the onboarding process.

The plan will inevitably change between Day 1 and Day 90, but the 30-60-90 plan offers the employee a chance to think creatively about their future with the company and secure the support they need to start on the right foot. It also gives you concrete ways to track and support new employees with their integration and onboarding process. As an HR leader, this may be part of how you evaluate prospects and gauge their level of interest and buy-in. Effective onboarding will help them learn your company history and important policies, but it’s not complete without a 30-60-90 day plan.Īs the final step of a hiring process, or during the first week, HR departments or managers often create 30-60-90 day plans to set goals for the first three months on the job.

Now that the ink has dried on the offer letter, it’s time to send the swag bag and dive into onboarding your new employee.

90 day onboarding plan template