How To Make A 30-60-90-Day Onboarding Plan [+ Template]

Increase employee engagement from Day One by implementing a 30-60-90 Day Plan.


Onboarding is the last stage of the hiring process. Onboarding involves activities like sending the new hire their offer letter, onboarding paperwork, and first-day activities. However, one mistake I’ve seen most direct managers or HR representatives make is to think that onboarding a new hire ends after the paperwork is completed. Far from it!

Rather, it should be strategically implemented to help new hires acclimatize with their new company and its processes, and also excel in their new roles. If you think this isn’t important, here are some important stats to give you a rethink:

A Glassdoor study shows that organizations with a strong onboarding process are likely to improve new hire retention by 82% and productivity by 70%. Also, 69% of employees would stay at a company for at least 3 years, if they had an amazing onboarding experience. A great onboarding experience is like a ripple effect — new hires who experience an effective onboarding program become more productive and are actively engaged; which ultimately impacts an organization’s success.

And one way to increase employee engagement for a new hire starting from Day One is by implementing a 30-60-90 Day Plan.

A 30-60-90 Day Plan strategically outlines the new employee’s job expectations over the first 90 days. This plan communicates important variables such as employee training, company culture, and work expectations — hence, allowing the new employee to easily and quickly transition from being a “newbie” to a full-time employee of the organization.

What is a 30-60-90 Day Plan?

It’s universally known that the first 90 days can be very intimidating for a new hire. In fact, it’s so important that it can either make them decide to stay at the company or leave before the end of the 90-day duration. And this isn’t anyone’s fault either.

However, when a new employee joins your organization, it’s so easy for them to get overwhelmed with loads of information, and trying to juggle between knowing their new team members, to using different tools or software, working in a new time zone, adjusting to the company’s culture and rules, or even navigating their own team expectations.

Now, this is where the 30-60-90 Day Plan comes into play.

When you provide your new hires with enough guidance and expectations, what you’ve done is empower them to hit the ground running from their first day of resumption.

Simply put, a 30-60-90 Day Plan is a new hire's guide to navigating the onboarding process. Think of it as a transparent blueprint that helps your new employees figure out their first 90 days with the new organization. The 30-60-90 Day Plan should include specific goals, dates, and assignees to work with to accomplish these objectives. It outlines their new roles and familiarizes them with the company policies, learning goals, and work processes.

What is the goal of a 30-60-90 Day Plan, you might ask? It’s very simple! After reading the 30-60-90 Day Plan, a new employee should clearly understand what’s expected of them, their milestones, and other deliverables within the first 90 days.

In this article, we will examine the major components of a 30-60-90 Day Plan and explain its benefits.

What Does A 30-60-90 Day Onboarding Plan Look Like?

As mentioned above, the first 90 days are critical to a new hire’s success and their decision to continue with the company. When done right, onboarding can transform a new hire into a star employee.

The major components of a 30-60-90 Day Plan look like this:

1–30 Days

The first 30 days involve learning about the company and intensive training about the company. At this stage, you want to ensure that the new employee knows as much as possible about the company’s mission, vision, purpose, (overarching goals), culture, policies, responsibilities, and team structure.

As a direct manager or HR Representative, some of the major goals to set for a new hire here include:

  • Learning about the company’s origin.
  • Learning about the company culture.
  • Learning about the company’s products, services, and customers.
  • Learning company-specific platforms, and completing company-specific training.
  • Holding weekly 1:1s with managers.
  • Meeting their new team members.
  • Working on projects.
  • Building a career development plan incorporated with specific goals, metrics, and KPIs.

31-60 Days

The next 30 days of the new hire’s stay in the company is to implement what they’ve learned in their first 30 days. It’s important to note that while this is a key learning period for them, it’s also an avenue for them to make mistakes, learn on the job and grow too.

Some of the major goals to set at this stage are

  • Collaboration with other teams while beginning to contribute to conversations more often.
  • Setting up regular meeting schedules with teams and managers.
  • Identifying issues or pain points in their roles; plus creating a plan to fix the issues.
  • Getting feedback from their managers regarding their progress.

61-90 Days

This is the new hire’s third month of employment and the time when they’d begun mastering the intricacies of their new roles.

This stage also indicates that they can start achieving the SMART goals outlined in the 30/60/90 Day plan. Also, they should be able to meet the expectations you’ve set for them, and be accountable for their work.

Expectations for the new hire in the 90 Day plan include:

  • Working independently on projects.
  • Become more accountable for the work they produce.
  • Schedule meetings with their managers to gain feedback about goals, metrics, and KPIs.
  • Become more proactive and involved with the company.

The purpose of the 30/60/90 Day plan is to make every new employee feel welcomed into the company and understand the responsibilities attached to their roles.

At Scribe, we recommend that while a 30/60/90 Day plan might have some similar themes for all new hires (such as company policies, culture, and resources), many parts of the plan would be tailored to their roles and responsibilities.

Key Terms In A 30/60/90 Day Plan

When setting goals for the first 30-60-90 days, we recommend mixing performance goals, learning goals, and growth goals for onboarding your new hire. Here are some important terms to include in your 30-60-90 day onboarding plan.

Learning Goals: These goals ate focused on learning about the company’s origin, culture, job responsibilities, and company software or tools.

Growth Goals: Set by your new hire, growth goals focus on ways that your new employee would establish themselves as contributing members of their teams and of the company.

Performance Goals: They are milestones of KPIs that should be met to indicate that your new hire is succeeding in their new roles. Many performance goals usually exceed 90 days.

Personal Goals: These are goals that would help a new hire grow personally and professionally. Personal goals can also help new hires feel like they are a part of the community (organization), and not another paid resource to meet the company’s goals.

Key Performance Indicators (KPIs): They are quantifiable goals that show a new hire is doing a good job. Most KPIs are number-based and ultimately impact the company’s bottom line.

Milestones: Milestones are qualitative goals that indicate whether a new employee is doing a great job or not. Receiving glowing customer reviews, submitting a major deliverable before the deadline, or becoming familiar with a company’s product or services can make for great milestones.

30-60-90 Day Plan General Template

For this template, we would create a 30/60/90 plan for a product manager. Here’s what it looks like.

First 30 Days First 60 Days First 90 Days
OVERALL Read the pre-boarding materials.
Understand business strategies and team priorities.
Be accountable for at least 1 product release, which was successful. Establish a trusted relationship with important
stakeholders across the company.
PROCESS Understand the P&E release process.
Understand MKT and Sales roles.
Understand the IT, HR, and back-channel processes.
Has joined product demos and sales pitches.
Has joined the major touchpoints in a release cycle,
and relayed observations with the manager.
Develop customer persona, product values, and positioning.
Draft the planning process for the new product(s).
CUSTOMER Interview at least 5 customers to get their
perceptions of the product or service,
their pain points, product recommendations (from customers),
and any benefits enjoyed from the product.
Conduct market research, and research competitors. Develop product metrics to evaluate customer adoption rate.
PERSONAL Meet with new team members.
Set goals for the team.
Meet with other execs and senior leadership, if possible.
Self-learn about marketing management.
Review the first 30 days.
What mistakes did you make? What lessons did you learn?
What actions should you continue taking? What should you discard?
Communicate and report product roadmap and numbers.
PRODUCT Complete product training.
Pretend to be a first-time user: Create an account
to go through the customer
onboarding process.
Learn more about the current product’s history
architecture and assumptions.
Create new products and release them.
Improve current products.

Wrapping Up

As this article comes to an end, here are some salient points worth considering. First off, always remember that a great onboarding process is important to increasing employee engagement and retention within an organization.  Reports show that engaged employees are more productive than those who aren’t. Additionally, a Gallup poll shows that engaged employees are 21% more productive than their less engaged counterparts.

Keep the following tips in mind as you create the 30/60/90 Day Plan for your new hires:

  • Set goals for 30, 60, and 90 days.
  • The goals should be a mix of learning goals, performance goals, and growth goals (You can also add personal goals to the mix).
  • Ensure the goals are both qualitative and quantitative. Understand that it can be hard for new hires to hit their KPIs since they are new to their jobs.
  • Most importantly, always remember that onboarding isn't just about learning and performing a job. It’s also about creating long-lasting relationships and impressions that would help your new hires acclimatize to the company quickly, and instill a sense of confidence in them to carry out their responsibilities.

Want to streamline the onboarding process with day-to-day action activities? Look no further! Download Scribe for free today, and share your expertise with new hires in seconds!