Onboarding new hires effectively is foundational to organization success. 30-60-90 day plans provide new employees with structured guidance and alignment during their crucial ramp-up phase.
In this comprehensive guide, we provide an in-depth look at how to create meaningful and scalable 30-60-90 day plans.
Covered in this article:
- Origins and evolution of 30-60-90 day plans
- Core elements of an effective plan
- Step-by-step how-to guide with templates
- Enabling AI and automation
- Key metrics and analytics to track
- The critical role of mentorship
- Structuring 1:1s for continuity
Let‘s get started!
What Exactly Are 30-60-90 Day Plans?
30-60-90 day plans outline milestones that new hires should achieve in their first 90 days on the job. Goals are structured in 30 day sprints, covering everything from orientation and training to ramping up productivity and responsibilities.
For example, first 30 days goals may focus on:
- Understanding company mission and structure
- Completing necessary trainings
- Learning role-specific tools and systems
The next 30 days could cover:
- Shadowing teammates
- Contributing independently to small projects
- Building internal relationships
By the last 30 days, the employee can demonstrate:
- Results against quotas/targets set
- Handle complete ownership of domain
- Identify initiatives for long-term impact
This phased approach helps new hires get up to speed quickly and lay the foundations for their success.
While originally designed with new hires in mind, 30-60-90 plans are equally valuable for employees transitioning into new roles or taking on expanded scope.
Now let‘s look at how 30-60-90 schemes evolved into their current form and usage.
The Evolution of 30-60-90 Plans
The origins of 30-60-90 day plans can be traced back to the 1970s and 80s as companies formalized their broader talent management practices.
Beginnings Tied to Rigid Review Cycles
In the beginnings, 30-60-90 days plans were directly linked to company-wide annual or bi-annual review cycles. Much of the goals and tasks were standardized across roles, with relatively static checklists.
There was little flexibility or customization based on individual strengths and interests. Focus skewed heavily towards processes over people.
Movement Towards Employee Experience
Through the 1990s, perspectives on workplace culture and engagement began to shift from transactional to experiential. Companies realized happy, aligned employees made for better retention and innovation cycles.
This gave rise to more holistic views on ramp-up that considered elements like cultural fit, team cohesion, and self-actualization – not just tactical checklists.
Adoption of Collaborative, Customized Frameworks
Come early 2000s, best practices made 30-60-90 planning a more collaborative process instead of top-down mandates. The focus moved towards custom career development blueprints tailored to individual strengths.
Technology also enabled far more interactive, digital tracking and information accessibility for all involved.
While early approaches were inclined to be rigid and solitary, modern 30-60-90 frameworks make onboarding inclusive and user-centric. This leads to better assimilation, productivity, and innovation fueling the business.
The graphic below illustrates the key milestone shifts:
With the context on the origins and evolution of 30-60-90 plans over the past few decades, let‘s examine what best-in-class plans today contain.
Key Ingredients of High-Impact 30-60-90 Plans
Based on research and examples from high-performing companies, here are the core elements that make 30-60-90 day plans truly effective:
Granular Short-Term Milestones
In the spirit of agile methodologies, broad 30/60/90 day goals should be further broken into smaller, workable milestones.
These help surface progress and immediate next steps at all times to maintain momentum.
Personalization to Individuals
Goals and tasks should align tightly to individuals‘ strengths, growth areas, and role responsibilities. One-size-fits-all plans often have limited efficacy.
Views Into Company Purpose and Priorities
Tying individual objectives back to company mission and priorities fosters connective tissue. This bolsters engagement on the tasks at hand.
Scheduled Touchpoints and Check-ins
Consistent conversations on progress, blockers, and achievements are crucial for timely course correction. Both structured reviews and informal catch-ups.
Qualitative and Quantitative Tracking
KPI dashboards to monitor task completion, system adoption etc. coupled with qualitative feedback on culture fit. Takes hindsight and foresight.
Early Wins and Celebrations
Acknowledging small milestones goes a long way in motivation building. Especially powerful in the initial 30 day period.
With these core pillars accounted for, we can jump into the step-by-step guide on constructing 30-60-90 day plans customized to your teams.
How to Create 30-60-90 Day Plans in 6 Steps
While each functional role and seniority level will have unique requirements, here is a general reproducible framework:
Step 1: Set Goals and Key Results
Start by asking questions like:
- What specific responsibilities make up the role?
- What metrics determine individual and team success?
- What cultural values do we want to onboard new hires on?
Next, define:
- 3-5 SMART goals for the 30/60/90 periods
- How those goals ladder up to company objectives
- Quantitative results to track for goals
Step 2: Map Precise Milestones
Break down goals into milestones like:
- Phase 1 activities vs Phase 2 vs Phase 3
- Timeline and sequencing of milestones
- Checkpoints for review and realignment
Also call out:
- Pre-work like trainings to complete
- People and resources needed for success
Step 3: Outline Task Lists
For each milestone, map out:
- Step-by-step tasks to get there
- Owners, timelines, and dependencies
- Tracking mechanism e.g tracking sheet
Some examples:
- Conduct 10 user interviews by Day 15
- Shadow social media lead for 5 campaigns
Step 4: Define Resources Required
Outline budget, tools, and people required like:
- Software licenses and security credentials
- Trainings needed with course details
- Mentorship opportunities
Also determine:
- Manager check-in frequency
- Access to existing resources e.g. knowledge bases
Step 5: Track Quantitative Metrics
Create dashboards to monitor metrics like:
- % of milestones hit within target dates
- Adoption rates on critical tools
- Surveys to measure culture fit
Some examples:
- 50 cold calls completed in 30 days
- 3 cross-team connections made
Step 6: Foster Open Communication
Set the culture of transparent conversations:
- Guide on navigating organizational structure
- Manager open-door policy
- Peer buddy circles
Encourage continuous feedback via:
- Pulse surveys on experience
- Chat groups to collaborate
- Anonymous forums to surface questions
While intricate in parts, maintaining this 6-step methodology at a high-level enables developing comprehensive, tailored plans for your new hires.
Next let‘s explore how leading companies are leveraging technology like AI to enhance the rigor and personalization of 30-60-90 further.
Making 30-60-90 Dynamic with AI Enablement
Forward-thinking organizations are turning to AI and automation to reimagine certain elements of the 30-60-90 experience:
AI-Driven Personalization of Goals
Using sentiment analysis and performance data, machine learning algorithms can map out individualized goal plans aligned to strengths. Reduces manual customization needs.
Intelligent Task Prioritization
As new tasks get added, algorithms can analyze dependencies and rearrange sequencing automatically rather than relying just on intuition.
Conversational Guidance via Chatbots
FAQ chatbots can provide real-time, personalized answers on processes, resources etc. Reduces need for extensive documentation.
Automated Tracking and Analytics
Platforms can pull data from various systems automatically to generate holistic achievement dashboards rather than manual reporting.
Tailored Tips to Managers
Based on analysis of data patterns, managers can receive recommendations on coaching, stretch assignments etc. tailored to reports.
While still early for widespread adoption, these AI innovations illustrate how 30-60-90 plans can become far more dynamic.
The graphic below summarizes some of the key AI opportunities:
Beyond technological innovation, analytics also plays a pivotal role in maximizing the output of 30-60-90 day plans, which we‘ll explore next.
Key Metrics and Analytics for 30-60-90 Tracking
In order to continually refine 30-60-90 execution, having robust analytics tracking and benchmarks is crucial.
Here are some of the metrics that leading organizations track for 30-60-90 programs:
Onboarding Phase Analytics:
- % completion rates on required trainings
- Platform adoption and tool activation rates
- Time to productivity milestones e.g. first sale
Culture Fit Analytics:
- Survey scores on understanding cultural values
- Qualitative commentary from peer groups
- Participation rates in team events
Program Effectiveness Analytics:
- % of 30/60/90 day goals successfully completed
- Satisfaction ratings on support systems
- Manager NPS scores on value of plans
Benchmark Metrics:
- Average ramp-up time by functions
- Typical adoption curves by tools
- Standard 30/60/90 day goal ranges per role
The below table summarizes typical metrics tracked:
| Category | Sample Metrics |
|---|---|
| Onboarding | % completion: required trainings System adoption rates Time-to-productivity |
| Culture Fit | Survey scores: understanding values Qualitative peer commentary Participation: team events |
| Program Effectiveness | % goals completed per timeframe Satisfaction: support systems Manager NPS scores |
| Benchmarks | Avg. ramp-up time per function Typical tool adoption curves Standard goals per role |
Analyzing metrics across these four categories provides insights on the holistic 30-60-90 experience and where to focus improvement efforts.
The graphic below illustrates what metric dashboards may look like:
With robust analytics foundations in place, let‘s shift our focus to the pivotal role of mentorship in ensuring 30-60-90 success.
Why Mentorship is Critical for 30-60-90 Outcomes
Behind most successful 30-60-90 journeys is the guidance of an effective mentor that accelerates new hire effectiveness.
Reduced Learning Curve
Mentors transfers experiential knowledge that shortens newbies’ learning curves like knowing process workarounds.
Building Networks
Mentors open up their personal networks, making connections otherwise lengthy to establish organically.
Insider Cultural Perspectives
Mentors communicate unwritten cultural nuances that assimilate new hires faster.
Growth in Current Role
Mentors’ coaching strengthens performance as formal managers may focus just on deliverables.
Advocates for Next Roles
Good mentors groom mentees over multiple jobs, unlocking exponential career growth.
Research by Harvard Business Review quantifies the positive impact of mentoring:
- 72% of graduates who had mentors land jobs more easily
- 40% higher retention rates for mentored new hires
- 70% faster ramp-up time with structured mentoring
Given data on the tangible upsides, here are some leading practices for integrating mentorship:
Structure Formal Mentor Assignments
Align mentee and mentors based on skills, experience levels etc for optimal benefit.
Enable Informal Mentoring Circles
Develop forums for open-source style guidance from peers and cross-department allies.
Train Mentors
Educate mentors on frameworks, growth mindsets, knowledge transfer tools etc. to equip them.
The case for mentorship is clear. Organizations excelling at 30-60-90 investing deeply in mentor programs see direct financial and cultural payoffs.
Now that we have covered the landscape on effective 30-60-90 designs, enablement via AI and analytics, as well as the value of mentorship, we will conclude by examining how to structure the critical interactions between managers and employees.
How To Conduct Impactful 30-60-90 Check-Ins
Aligning on success metrics and mentors provides strong scaffolding. But much of 30-60-90 outcomes rely directly on the strength of manager and employee one-on-ones.
Here are best practices for check-ins that foster candid dialogue and transparency:
Maintain Weekly Cadence
Schedule check-ins even when no set agenda to build rapport through informal conversations.
Set Expectations on Structure
Communicate check-in guidelines – confidentiality, no-Judgement, action-focused etc. Creates psychological safety.
Come Prepared with Reflections
Self-analysis on accomplishments, learnings, blockers etc. makes sessions more meaningful.
Develop Meeting Rituals
Starting with appreciation, having midpoints to regroup thoughts etc. enhances interactions.
Align on Next Steps
End each check-in by summarizing key takeaways and next actions to maintain continuity.
Take Notes for Follow-Up
Tracking key discussions and promises in tools like OneNote reinforces accountability.
As much as anything else, creating trusting relationships between managers and direct reports via regular check-ins leads to the realization of great 30-60-90 plans.
By instituting some of these check-in best practices, organizations can enable the kind of mentorship dynamics that catalyze new hire excellence.
Key Takeaways and Next Steps
We have now covered all aspects of creating and activating high-impact 30-60-90 plans – from building dynamic goal plans and metrics to technology enablement, mentorship, and impactful manager interactions.
Key takeaways include:
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Personalized plans are 3x more effective than one-size-fits all
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AI and Analytics can enhance efficiency and insights
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Mentorship dramatically accelerates time-to-productivity
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Check-ins effectiveness rely on psychological safety
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Well-executed 30-60-90 plans enable talent retention and innovation
The world‘s best workplaces invest heavily in structured 30-60-90 programs because they recognize excellence cannot happen ad hoc.
By codifying 30-60-90 plans tuned to individual strengths, high-growth companies build foundations for employees and businesses to soar to new heights together.
Next steps for you may include:
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Auditing your current 30-60-90 day approach
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Trying out some of the templates provided
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Exploring tools to add rigor and automation
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Building a mentoring cohort for new hires
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Training managers on communication best practices
The strategies and best practices covered today can help enhance your workplace. By collectively enabling employees‘ full potential, companies can achieve incredible outcomes.
The author Mike Jones specializes in building high-performance team cultures. Connect on LinkedIn for more insights on leadership and talent development.
