30/60/90 plans
A well-structured onboarding process is instrumental in ensuring new hires integrate seamlessly into your organization. One key component of this process is the development of 30/60/90-day plans, which outline the milestones and objectives for employees during their initial months on the job.
Here’s a brief guide on how to create and utilize these plans.
30 first days
Focus on orientation and acclimatization.
Introduce new hires to team members, company culture, and basic job responsibilities.
Provide initial training and resources to build foundational skills.
Set clear short-term goals and expectations for the first month.
60 day target
Dive deeper into job-specific training and skill development.
Encourage increased participation in team projects and tasks.
Begin evaluating employee performance and providing constructive feedback.
Define intermediate goals and targets for the second month.
90 day target
By this stage, employees should be fully immersed in their roles.
Continue skill enhancement and job-specific training.
Conduct a comprehensive performance review and discuss career development.
Set long-term goals, aligning them with the employee’s role and the company’s objectives.
Comprehensive documentation
Maintaining comprehensive documentation is pivotal for a seamless onboarding process. It’s essential to ensure that every role within the organization is easily replaceable, fostering adaptability. Make all resources easily accessible, considering the ease of exploration. However, exercise caution to prevent overwhelming new joiners with excessive information, which can prove counterproductive.
Get them to write a why book
During their initial three months with the organization, encourage new hires to compile a “Why book.” The aim is straightforward: whenever your direct report encounters a “Why X?” question, prompt them to document it. This encourages critical thinking and knowledge retention.
This will also give you leads on what is lacking documentation and what is not easily accessible.
Personalize the approach
Tailor the onboarding experience to the unique needs and roles within the organization. While the fundamentals remain consistent, it’s crucial to recognize that onboarding a senior professional differs from onboarding an intern. Avoid a one-size-fits-all approach when onboarding people but define clear fundamentals.
Continuous feedback
Acknowledge that your new hires are likely on probation, making it imperative to offer prompt and regular feedback. The initial period can be stressful for individuals, so providing clarity on their progress within the organization is essential.
Common pitfalls
- Lack of planning: Ensure you have a clear understanding of your direct’s responsibilities to foster engagement, especially in remote work settings.
- Unclear expectations: Maintain ongoing communication, clarity in goals, and defined targets.
- Ignoring cultural fit: Clearly communicate your team’s values and assess how individuals align with them.
- Rushing the process: Understand that effective onboarding may take a year or more and avoid unrealistic expectations.
- Information overload: Guard against overwhelming new hires, especially when rushing the process, as it can hinder their assimilation.