How to create an effective 30-60-90-days employee onboarding plan?

Starting a new job is an exciting but often stressful time. As new employees, we have a lot to learn and understand in a short period. This is where the 30-60-90 plan makes a huge impact on effective onboarding. This strategic plan divides the first quarter in a new role into three key phases, each with clearly defined goals and priorities. It allows us to focus on what matters most during the first month of a new job and beyond.

In this article, we will take a closer look at what exactly the 30-60-90 day plan is and its main components. We will provide a step-by-step guide on how to create such a plan to ensure success in a new role. We will also discuss how to use tools like ClickUp to streamline the onboarding process. Finally, we will summarize why a well-prepared 30-60-90 plan is so important for integrating a new employee into the company and its mission.

What is a 30-60-90 day plan?

The 30-60-90 day plan is a strategic tool that has a significant impact on effectively onboarding a new employee into the company. It is a formal action plan that divides the first three months of employment into three key phases, each lasting 30 days. The goal of this plan is to help new employees understand the expected milestones and outcomes within their first 90 days of work and to make them feel welcome in the company.

The structure of the 30-60-90 plan is usually similar for all roles, but its detailed content varies depending on the role and individual. Here is a general outline of what the 30-60-90 plan aims to achieve:

First 30 days: This phase focuses on learning and is very intensive. New employees familiarize themselves with tools, projects, and the company culture. Small, achievable goals are set to build confidence and understanding of the basic aspects of the job.

Days 31-60: During this period, the emphasis is on performing role-specific tasks. Employees take on greater responsibilities and begin to actively collaborate with other team members. This is a time to deepen knowledge and skills related to the specific position.

Days 61-90: The final phase provides employees with greater independence in fulfilling roles and responsibilities. They are held accountable for their work and encouraged to complete projects with limited guidance from supervisors. This is the time to show initiative and introduce personal ideas.

The 30-60-90 plan is not a rigid list of daily activities but rather a general outline of the place a new employee should occupy in the company. It helps managers and leaders set specific, achievable goals aligned with the company’s core values and mission, adapting them to the duties and expectations of the role.

Creating a 30-60-90 plan usually takes place before onboarding the new employee or immediately after they start work. It is the responsibility of the hiring manager, who tailors the plan to the expectations for the position.

The benefits of implementing a 30-60-90 plan are significant. It helps new employees acclimate quickly, understand their responsibilities and goals, and build relationships with key stakeholders in the organization. For employers, it is a tool for monitoring progress and preparing performance evaluations. Ultimately, the 30-60-90 plan aims to maximize the efficiency of training and integration within the first three months of employment, leading to long-term success for both the employee and the company.

Key elements of an effective 30-60-90 day plan

To create an effective 30-60-90 day plan, we need to focus on several key elements. First and foremost, the plan should be tailored to the individual needs of the employee and the future needs of the company. We cannot act ad hoc – all development activities should be planned in advance.

The first important element is clearly defining goals for each phase of the plan. In the first 30 days, the focus is on learning and getting to know the company. The employee should learn about the organization’s strategy, mission, vision, and goals. This is the time to familiarize themselves with the organizational structure, company procedures, and detailed job responsibilities.

In the second phase (days 31-60), the emphasis is on performing role-specific tasks. The employee takes on greater responsibilities and begins actively collaborating with other team members. This is a good time to set specific, measurable goals related to the role.

The final phase (days 61-90) is the time for greater independence. The employee should already be able to execute projects with limited guidance from supervisors. It is worth encouraging them to show initiative and introduce personal ideas.

Another key element is providing appropriate support. A “buddy” system – an experienced employee who offers advice and assistance – works well. It is also important for the new employee to have regular contact with their supervisor, such as through weekly one-on-one meetings.

We must not forget about proper training. The plan should include both theoretical (presentations, lectures) and practical training. It is worth using various learning methods, including interactive quizzes or gamification elements, to increase employee engagement.

Monitoring progress and providing regular feedback is also an essential element. This allows for real-time plan adjustments and adaptation to the employee’s learning pace.

Integration with the team is another crucial aspect. The plan should include time for building relationships with other employees, such as through informal meetings or joint projects.

Finally, utilizing the right tools to manage the 30-60-90 plan is essential. More and more companies are opting for dedicated platforms that facilitate progress monitoring, sharing training materials, and communication between the employee and the supervisor.

Remember, a well-prepared 30-60-90 plan is an investment that pays off. Research shows that organizations with a well-prepared onboarding process can increase employee retention by 82% and productivity by over 70%. Therefore, it is worth investing time and energy in creating an effective plan that helps the new employee quickly become a valuable team member.

How to create a 30-60-90 day plan step by step

Creating an effective 30-60-90 day plan requires a thoughtful approach. Here’s how to do it step by step:

Start by asking key questions. Consider how the new employee will contribute to the company’s or team’s goals. Think about the specifics of the role, the onboarding process, and team dynamics. This will help determine exactly what is expected of the new hire.
Set realistic expectations. Remember, the 30-60-90 plan is not a detailed list of daily tasks but a general outline of the employee’s role in the company. Focus on the most important aspects since it is impossible to learn everything in the first three months.
Define a reasonable workload. Especially in the first month, avoid overloading the new employee. Schedule additional time for training and gradually increase responsibilities as the employee gains confidence.
Set SMART goals. This is a key element of the 30-60-90 plan. Goals should be specific, measurable, achievable, relevant, and time-bound. For example, for a customer service employee, a goal could be independently resolving 30 tickets within 90 days.
Assign a mentor. Choose an experienced employee who will support the new hire during the first weeks of work. The mentor should be someone other than the direct supervisor, allowing for more open discussions about organizational culture and team norms.
Schedule regular check-in meetings. Set up a schedule of meetings with the new employee to discuss progress and any difficulties.
Describe the company’s mission and key guidelines. Include a brief description of the organization’s mission, company culture, and core values at the beginning of the plan. This will help the new hire understand the broader context of their work.
Prepare a first-day overview. Provide a detailed description of what the new employee can expect on their first day, such as login information or email setup instructions.
Set priorities. Clearly define the new employee’s responsibilities and the business needs they are expected to address.
Gather necessary resources. Prepare a list of all materials that may be useful to the new employee, such as an employee handbook, job description, or team member information.

Remember, the 30-60-90 plan should be flexible. It can be adjusted depending on the pace at which the new employee learns. Regular conversations and feedback will allow for ongoing plan adjustments and optimal development conditions.

The goal of the 30-60-90 plan is not only to effectively onboard the new employee but also to build their engagement and loyalty to the company. A well-prepared plan helps the new team member quickly reach full productivity and feel confident in their new role.

Hiring an official ClickUp consultant from BeProductive for employee onboarding

Implementing a new tool like ClickUp into the employee onboarding process can be challenging. Therefore, it is worth considering hiring an official ClickUp consultant from BeProductive. Why is this a good idea? BeProductive guarantees success in ClickUp implementation thanks to its expertise in digitizing business processes.

The company holds prestigious ClickUp certifications that confirm its advanced understanding of this tool. Moreover, BeProductive has the status of a verified ClickUp consultant. This ensures that they will fully leverage ClickUp’s potential to optimize your company’s processes.

By hiring a BeProductive consultant, you gain confidence in the success of ClickUp implementation. The company offers not only the implementation itself but also ongoing technical support. This helps avoid errors both during implementation and in the future use of the system.

BeProductive provides comprehensive training and technical support. This enables employees to confidently use ClickUp, maximizing its potential. This translates into a faster return on investment in this tool and increased productivity and competitiveness for the company.

The ClickUp implementation process by BeProductive consists of four key stages and lasts about six weeks (actual time depends on project complexity):

Client workshops – gathering information about company operations
Internal analysis – resolving doubts and refining details
Actual implementation of the ClickUp system
Demonstration of system capabilities to future users

This comprehensive approach allows full utilization of ClickUp’s potential in the employee onboarding process.

ClickUp offers many possibilities for planning and executing the 30-60-90 day plan. The platform enables process automation, creation of templates, and customization to the organization’s needs. With BeProductive’s help, you can fully use ClickUp’s potential and save time in planning activities.

Summary

The 30-60-90 day plan has a significant impact on effectively onboarding a new employee into the company. By clearly defining goals and priorities at each stage, new team members can quickly achieve full productivity and feel confident in their roles. Utilizing tools like ClickUp, especially with the support of experienced consultants, can greatly streamline the entire onboarding process and ensure better integration of new employees into the company.

A well-prepared 30-60-90 plan is an investment that pays off for both the employee and the company. It helps build engagement and loyalty, resulting in lower staff turnover and higher team efficiency. In today’s dynamic business environment, effective onboarding is key to an organization’s success and its ability to attract and retain top talent.

Additional inspiration for implementing ClickUp can be found in the article on LinkedIn:

https://www.linkedin.com/pulse/onboarding-pracownika-jak-usprawni%C4%87-proces-dzi%C4%99ki-leszek-szczerbicki/