As an HR professional, you are integral to ensuring that new hires, existing employees and promoted employees are set up for success. A well-designed 30-60-90 day plan can help new employees and promoted employees navigate their new workplace and roles. It provides structure and direction around company culture, processes and expectations and should be integral to the onboarding process.
This article provides you with a comprehensive guide on how to conduct a 30-60-90 day plan for the onboarding of new employees as well as for internally promoted employees. We also provide you with a free 30-60-90 day plan template PowerPoint, as well as a 30-60-90 day plan template Excel download.
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Around the world and across industries, HR professionals are tasked with onboarding new hires as efficiently as possible. How well an employee is onboarded impacts how quickly they become a valuable member of the team.
Your 30 60 90 Day Plan As A New Manager
A 30-60-90 day plan is an essential tool that helps HR professionals to support a successful onboarding process by helping new hires and their managers to outline the new employee’s goals and objectives for the first 90 days of their employment across three 30-day phases. It sets clear expectations, aligns the employee’s work with the company’s goals, and empowers employees to maximize their productivity.
Although 30-60-90 day plans are most often used for new hires, they can also be extremely beneficial for employees who have been promoted to a new role or even for teams when a new project is launched. HR’s role in the 30-60-90 day plan:
Great onboarding processes matter. In fact, they matter so much that 69% of employees are more likely to stay with an organization for three years or more if they feel they had a good onboarding experience.
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A 30-60-90 day plan is beneficial when an employee is new to an industry or role and you are expecting future shifts in your industry or ways of working and want to ensure new hires are ready for these challenges. The benefits of a 30-60-90 day plan for new hires
Pro HR tip While a 30-60-90 day plan should ideally be implemented immediately when a new hire joins the organization, there is always time to implement one, particularly if a new hire is struggling or underperforming. For internal promotions
Suppose the employees within your organization are invested in their professional development. In that case, it’s likely that some will advance in their careers or take on new responsibilities and a 30-60-90 day plan can help them to become effective in their new position as quickly as possible. The benefits of a 30-60-90 day plan for internal promotions
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Pro HR tip When an employee is stepping into a role previously held by someone who has been promoted, allowing for some overlap can enable the new employee to learn from the knowledge and experience of the previous one. For example, starting the first 30 days of the new role while the previous employee is still there can give the new employee sufficient time to learn the ropes and gain insight. How to write a 30-60-90 day plan for new hires
Regardless of job level, improving an employee’s skills requires concrete performance goals. It is, therefore, critical to avoid vagueness in the goals, objectives and metrics included in a 30-60-90 plan.
For example, ‘increase productivity, ’ or ‘become a better strategic planner’ are great ambitions, but they do not provide clear steps for achieving these objectives or how progress will be measured. Instead, the goals captured in a 30-60-90 day plan should be realistic, quantifiable, and focused. Checklist: 30-60-90 day plan for new hires
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This is HR’s opportunity to lay the foundation for setting a new employee up for success. A great welcome helps new employees to understand where they fit into the larger organizational structure, what is expected of them, and which activities will help them get up and running as quickly as possible. It is not a complete list of their responsibilities, but rather a summary that helps them focus on the key goals and metrics they need to achieve in their first 90 days.
HR pro tip Personalize the welcome to the employee, their role, and how they will add value to the business, clients and colleagues. This will set the stage for a memorable onboarding experience. 2. ‘Get to know’ meetings
A high-level view lets new employees know what is expected of them by the end of their first 90 days. It should be outcomes based and linked to specific goals. For example, high level goals could include contributing 15% of all new sales after 90 days, building a sales plan or optimizing a new client onboarding process.
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HR pro tip Align long-term priorities to the organization’s key strategic goals. From there, work backwards to determine where the employee should be at the end of their first 90 days to be best positioned to support those priorities and which short-term goals need to be achieved within 30 and 60 days support key outcomes at the end of 90 days. SMART goals
Example: Instead of setting a goal to increase the company’s website, a digital marketer’s SMART goal could be to increase traffic by 2% in the first 30 days. 30-day goals
The first month is about getting to know the organization and helping the new employee find their feet. Goals here should be internally oriented towards getting to know “how to do the job.” If there are external goals, they should be small and reachable.
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Month two should focus on helping the employee step into more role-specific activities. At the end of month two, the employee must have a more solid understanding of the basics of the organization and its pain points and be a contributing member of the team.
The aim of the 90 day plan is to ensure an employee is effectively onboarded and adding value to the business within three months. To achieve this objective, the 90 day goals should be closely aligned to the longer term performance expectations of the role. This is very much an execution phase that leverages the learnings of the previous 60 days. Its success depends on how well the 30 day and 60 day goals were achieved.
HR pro tip The third month is when the strategy mapped out during days 31 – 60 is executed. By this phase, the employee must be actively contributing to projects and working with their team to achieve results. Key metrics must reflect this. 4. Defining metrics of success
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Each phase needs metrics. This is often covered by the measurable aspect of a SMART goal, but success lies in the detail. The deliverables of each goal should therefore be quantifiable and captured in the 30-60-90 day plan.
Having the right metrics in place not only helps a new employee visualise their role and what success looks like but gives the new employee and their manager a clear basis to measure how effective the onboarding process is and where the employee needs additional support, tools or insights. It’s also how progress can be determined through regular feedback sessions. 5. Feedback and review checkpoints
In this section, outline when both the new employee’s manager and a member of the HR team will check in with them during the 90-day process. These check-ins should be diarised.
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HR pro tip To support both managers and new employees in this journey, you can create a short template that helps them to document what was covered in the meeting, including a recap of goals, metrics, what was achieved and any key outcomes or learnings.
You may be wondering how an existing employee will benefit from a plan that is essentially an onboarding document for new employees. The answer is simple. The goal of the 30-60-90 day plan is to help new hires understand their roles within the organization’s broader strategic goals, to know how and what they will be measured on, and to understand what success looks like. The 30-60-90 day plan also outlines the goals that need to be met to achieve these key metrics and measures of success.
The 30-60-90 day plan for internal promotions is therefore very similar to the 30-60-90 day plan for new hires with a few key differences. Checklist: 30-60-90 day plan for internal promotions
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If you’re looking for a 30-60-day plan template for internal promotions, head to ’s member-exclusive Resource Library. HR pro tip Adjusting the 30-60-90 plan for internal promotions is an excellent way to highlight and encourage the behaviour that earned the employee their promotion in the first place. Work with them to outline their skills and the value they bring to their team, department and the business and then align these to their short- and long-term goals. FAQs
A 30-60-90 day plan is an essential tool that helps HR professionals to support a successful onboarding process by helping new hires and their managers to outline the new employee’s goals and objectives for the first 90 days of their employment across three 30-day phases.
A 30-60-90 day plan is a roadmap that outlines specific goals and tasks for new employees to accomplish within their first three months on the job. To
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