30-60-90 Day Plan

A 30-60-90 day plan is a well-thought-out document that outlines the goals and milestones a new employee is expected to achieve during the first three months of their employment. Whether created by the employee themselves or the hiring manager, this plan acts as a roadmap, breaking down objectives into manageable 30-day increments. The primary objective is to accelerate the integration of new hires into their roles, ensuring they become productive team members within a short timeframe. This plan is crucial for the overall success of the company and the individual employee's growth.

1. 1-30 days: 

This initial phase focuses on immersive training, covering essential elements such as company policies, comprehensive product knowledge, an in-depth understanding of team structure, and the intricacies of the assigned job responsibilities.

2. 31-60 days: 

The second month marks a transition where the new hire applies the acquired knowledge by actively engaging in new tasks. This period encourages a continuous learning curve, acknowledging that mistakes are inevitable and integral to the learning process.

3. 61-90 days: 

The third month represents a pivotal stage where the new employee starts mastering the specific skills essential for their role. It involves meeting and exceeding job expectations, culminating in the achievement of long-term performance goals.

• Clear Goal Setting: Establishing tangible goals and expectations for the initial three months provides a roadmap for success.
  
  
• Gradual Onboarding: The spaced-out structure of the plan ensures that new hires are not overwhelmed, allowing them to absorb information and skills progressively.
  
  
• Resourceful Preparation: Providing essential knowledge, resources, and skills ensures that new team members are well-equipped to navigate their new role successfully.
  
  
• Cultural Alignment: Communicating core company values fosters a sense of belonging and trust, contributing to a positive workplace culture.
  
  
• Continuous Improvement: Regular feedback mechanisms embedded in the plan facilitate ongoing improvement and alignment with organizational objectives.

Creating a 30-60-90 day plan is a strategic move that extends beyond just the onboarding of new hires. Here are key instances when organizations should consider developing and implementing a 30-60-90 day plan:

1. New Employee Onboarding: The most common scenario is when onboarding a new employee. This plan serves as a structured guide to help them transition from being a new hire to a valuable team member efficiently.
   
   
2. Rolling Out New Initiatives: When organizations introduce new initiatives or projects, a 30-60-90 day plan can be instrumental in helping existing employees understand the goals and providing a clear path to achieving them. This ensures a smooth adoption of new strategies.
   
   
3. Interview Preparation: Prospective employees can also leverage the power of a 30-60-90 day plan when preparing for interviews. By presenting a well-thought-out plan, candidates demonstrate their seriousness, commitment, and proactive approach to making an impact from the very beginning.

In the context of new employee onboarding, the 30-60-90 day plan serves as a valuable tool to expedite the transition, but its applicability extends to various organizational scenarios where clear goal-setting and strategic planning are crucial for success.

Real-Life Examples:

Example 1 - Financial Sector:

• 1–30 days: Complete onboarding training, review investment products, and obtain licensing.
  
  
• 31–60 days: Make sales calls, develop product lists, and achieve sales targets.
  
  
• 61–90 days: Consistently make outbound calls, hold sales appointments, and generate sales. Resources include exam prep books and product guides.

Example 2 - General Onboarding:

• 1–30 days: Learn the company's mission, understand organizational structure, and grasp job responsibilities.
  
  
• 31–60 days: Integrate into company culture, know team members, and understand the project roadmap.
  
  
• 61–90 days: Set short-term objectives, conduct a performance review, and align with long-term goals. Resources include the company handbook, team directory, and job description.