A 30 60 90 day plan outlines the goals and expectations during this trial period of new employees to provide a seamless onboarding. This provides clarity for both the employer and employee as to what is expected in regard to performance, tasks, and overall job scope. In addition, a 30 60 90 day plan, also called 90 day plan, can be useful for recently promoted employees to help them transition into their new role. The first 90 days are crucial, particularly, with your new hires as this period acts as their introduction to their new company, role, and team. With a well-defined 30 60 90 day onboarding plan, you’re actively combatting against high turnover and positively impacting your retention rates.
If you’re a manager wanting to create a 90 day guideline for your new hires, this is the guide for you. We will outline what to include in a 30 60 90 day plan, its importance, and provide a template so you’re set up for success to build your own plan.
TABLE OF CONTENTS
- What is a 30 60 90 day plan?
- Benefits of a 30 60 90 day management plan
- What to include in your 90 day plan
- 30 60 90 day plan template
- Track employee performance progress with Factorial
What is a 30-60-90 day plan?
The 30- 60-90-day plan describes the first three-month objectives, expectations, and goals for employees in a new position. Typically, these 90 day plans include clear instructions on how to achieve the first set of short-term goals. This ensures new hires are not overwhelmed with their new position and have an adequate amount of time to acclimate. As a manager or employee, tailor each 30-60-90 day plan to fit the specific role.
Each plan is divided into three phases:
- First 30 days (days 1-30)
- Second 30 days (days 31-60)
- Last 30 days (days 61-90)
For each phase, define realistic short-term goals to ensure your new hire delivers results. This helps them build momentum while adjusting into their new position. As a manager, you want to avoid new hires asking themselves, “What should I do in my first 90 days at this new job?” This 30 60 90 day onboarding plan is foolproof to ensure your new hires understand their new responsibilities.
Benefits of a 30-60-90 day management plan
Organizations and managers that implement 30-60-90 day management plans proactively contribute to an effective onboarding process. Studies show that a well-executed onboarding process improves employee retention and reduces turnover. Additional benefits are, for instance:
Improved productivity
Clear goals make it easier for new hires to take actionable steps and achieve their KPIs. This enhances overall productivity by eliminating wasted time on planning, allowing more focus on accomplishing objectives. Instead of wondering, “What should I do?” your new hire will have a well-defined, structured plan to follow.
Skills training
This benefits both employers and employees by helping identify any skill gaps in the new role. Without overwhelming the new hire, a structured training plan can be developed. By focusing on the skills that need to be learned or reinforced, teams can manage their time more effectively.
Clear expectations
Both new hires and managers can use this 90-day plan to assess whether the job aligns with what was communicated during the interview process. Typically, new hires are on a probationary period during their first 90 days, giving both employees and employers the opportunity to evaluate the fit and discontinue the professional relationship if it isn’t a good match.
Build up rapport
During the 30-60-90 day plan, new hires can build trust with their colleagues and manager. This also works both ways—employers must demonstrate their investment in new hires’ well-being and provide support through any challenges. Additionally, managers can use this time to instill company values and reinforce the guiding principles of the organization.
Sneak peak in the hiring process
Most candidates will ask about their potential day-to-day tasks and how their workload will be divided. By following a 30-60-90 day plan structure, hiring managers and HR representatives can provide a clearer, more detailed picture. This demonstrates a commitment to employee development and enhances the employer brand. It also communicates to candidates, that your organization is well-organized and has a clear vision of what to achieve.
What to Include: 90 Day Plan
Although there are different methods to how you should go about a 30 60 90 day management plan, a common way is to break it down into three phases. Dividing each phase into 30 days: first phase (days 1-30), second phase (days 31-60), third phase (days 61-90). Be sure to include SMART goals which help your new hires achieve realistic KPIs.
Phase 1: Days 1 – 30
The first 30 days should be focused on relationship building. For workers starting a new position it can be intimidating to join a new team. During this phase they should put in effort to get to know their new colleagues, managers, and other team members they will be working with or seeing around the office. Likewise, managers should put in effort to get to know their new hire, understand their interests, previous experiences, and come up with a general idea of their strengths and weaknesses.
Common tasks during this phase are:
- Complete mandated trainings (sexual harassment, workplace safety, etc.)
- Meet the team: Learn about their roles and what projects you would be working on with them
- Understand the company’s mission, products, or services
- Review your job description and understand the details
- Conduct market research to understand your industry, competitors, and trends
Employers, focus on supporting your new hire, get to know them, and start identifying what potential trainings they would need. New hires, focus on asking questions and absorbing the company’s culture.
Phase 2: Days 31-60
The transition from the first phase to the second one includes more actionable tasks. New hires will start working on projects and suggesting new opportunities. Make sure you utilize your SMART goals to ensure they start building their confidence in this new role
Tasks for phase 2 (days 31-60) are:
- Work on tasks with some supervision
- Contribute to cross-departmental projects
- Provide feedback on how to improve workflows
- Establish which tools you need more training on
During this second phase, employers and new hires should feel more confident and be able to identify any skill gaps or strengths. Understanding any skills, processes, or projects to improve and tackle in upcoming phase. While ensuring to build relationships with colleagues and learn cross-departmental skills.
Phase 3: Days 61-90
Entering the final phase of your 30-60-90 management plan is all about reflection. This allows both the employer and new hire to reflect on whether this role is the right fit. From the employer perspective, it’s important to take note if your new hire is a cultural fit or if they have the skills your team lacks to enhance overall performance. For new hires, it’s important to be honest about their goals and if this position aligns with their professional goals.
Final tasks included in your 90 day plan include:
- Work on projects and tasks by yourself
- Provide insights and data to team meetings
- Create longer-term plans and specific measurable goals for your role
- Align your role with company goals to create a roadmap for future projects
This final phase wraps up all the learnings from the previous phases and gives both parties a chance to reflect. Additionally, it acts as an opportunity to create long term plans rather than short term goals.
30 60 90 day plan template
Name of employee:
Role/Department:
Manager:
30-Day: Phase 1
Start and end date of the first 30 days
- Goal #1
- Goal #2
- Goal #3
Tasks & Deadlines
- Task 1: Deadline date
- Task 2: Deadline date
- Task 3: Deadline date
Additional notes & observations
- (insert any notes or observations)
60-Day: Phase 2
Start and end date of the second 30 days
- Goal #1
- Goal #2
- Goal #3
Tasks & Deadlines
- Task 1: Deadline date
- Task 2: Deadline date
- Task 3: Deadline date
Additional notes & observations
- (insert any notes or observations)
90-Day: Phase 3
Start and end date of the last 30 days
- Goal #1
- Goal #2
- Goal #3
Tasks & Deadlines
- Task 1: Deadline date
- Task 2: Deadline date
- Task 3: Deadline date
Additional notes & observations
- (insert any notes or observations)
Track progress with Factorial
Keep track of your 30 60 90 day management plan with Factorial’s employee performance management software. This will organize, centralize, and automate all your 90 day plans to reference when needed. With Factorial, you can easily monitor milestones, assess employee progress, and make data-driven adjustments to ensure success. The platform provides a structured approach to onboarding, helping managers set clear expectations and employees stay on track. Particularly with new hires, all communication and documentation will be readily available in Factorial’s platform to visual the progress made in each phase. Overall, Factorial enhances transparency and accountability, ultimately leading to a more effective and efficient onboarding process.
