Starting a new job is probably one of the most exciting parts of our careers. Yet, it can also be an extremely nerve-racking process. With new coworkers, new workspace, culture changes and new tasks to deal with, it may seem like no amount of preparation is enough.
For employers, scoring high-quality hires feels like you’ve hit the jackpot. That is, until they leave. Perhaps it is because 30% of new hires leave within the first six months, but organizations and individuals should do more to secure relationships by using a well-crafted onboarding strategy. On the new hire’s end, a 30-60-90 Day Plan can help align with employee strategy as well as plan for success..
As the name suggests, the 30-60-90 Day Plan is a documentation of goals and strategy for the first three months in a new career position. By having a goal-based strategy, you will be able to boost efficiency and optimize output by creating action steps to achieve specific target objectives. The plan is also tied to the organization’s goals and values, ultimately aiming to convey goals into achievable tasks.
As the saying goes “if you fail to plan, you plan to fail.” Beyond the focus on high performance, a 30-60-90 Day Plan ensures that new candidates are always mentally prepared for the new scope of work and environment, as well as helps them to adjust quickly. This sets a precedent for future success through organizational alignment and maximized productivity.
A 30-60-90 Day Plan is created through collaboration between employee and employer. New hires should align organizational growth with their personal development goals, and communicate this to the employer.
Similar to an Onboarding Checklist, this should include activities for before, during and after the first day of work. Depending on business objectives and values, each organization will have a different plan. In general, a 30-60-90 Day Plan should include the following elements:
A 30-60-90 Day Plan is different for every new worker that comes on board. The report should begin with the employee’s name, as well as the manager that they have prepared it for. This will indicate the parties that will collaborate on the plan together.
Before execution, it is crucial to define the objectives and focus of the plan. This will help to establish the direction new employees are headed in. For instance, you may want to take the first 30 days to familiarize yourself with the job scope, processes and tools in the workplace. It is important to note that you can have multiple goals in a certain month. Maybe you want to start actively contributing in your first week. Or perhaps you want to submit your first project plan by the end of the month. Start by envisioning your next 30 days into the job and the targets you wish to achieve.
As mentioned, 30 days, or four weeks, can be a long time to achieve one specific target, so employers often require a few milestones. However, these objectives should be listed according to priority. There are often some tasks that are more urgent than the rest. High-priority tasks, usually driven by tangible results, can be completed before moving on to improving on other skills, such as collaborating better with teammates, getting to know coworkers, and more. Alternatively, some organizations may prioritize workplace harmony over measurable KPIs. Then, it can be helpful to arrange your priority list accordingly.
To ensure that you have learnt something in your first 90 days of your new job, it can be helpful to list out the specific learning goals you have in mind. Research and discuss with your hiring manager on what are some things you can learn about in your first few weeks, and communicate this in your plan.
Learning goals are achieved through actionable steps. Metrics serve as an indicator of whether or not these goals have been met. They also present the outcomes of the 30-60-90 Day Plan in a readable format to the hiring manager or manager. Tracking your progress will also show that you are detailed and result-oriented, which is a good quality to have in interviews and new jobs.
Want to get started on a 30-60-90 Day Plan to prepare candidates for success in their new careers? Check out our Sample 30-60-90 Day Plan Template above that we have curated for new hire success!
Keep close tabs on your focus, priorities, targets and goals as you adapt to a new role. Our 30-60-90 Day Plan Template Sample is intuitive and formatted in a way that’s easily-integrated into a centralized system, so that hiring managers, managers and new hires can collaborate together to refine objectives.
A 30-60-90 Day Plan is a way to equip new employees with the plan infrastructure they need, rather than diving headfirst into a position. The benefits of developing a 30-60-90 Day Plan are:
Preparing for a new role can be overwhelming. But it doesn’t have to be. When coming up with a 30-60-90 Day Plan, it can be helpful to keep these best practices in mind.
Beyond personal development, the recipe for success in any company is one where employees and organization are aligned on achieving a common purpose. Ask yourself: what are the problems that I can solve for this company? What is the scale of my work? Are there any valuable skill sets that I bring to the table?
It can be confusing to start on a new plan, especially if you’re working on it alone. Sometimes, new hires shy away from making enquiries as they think it’ll make them come off as clueless. However, that is not the case. Asking questions shows the employer that you are ready to learn, as well as clarifies any lingering ambiguity that can lead to misunderstandings.
Remember that not everything will always go according to plan. Often, a constantly-evolving workplace, as well as an employer shift in priorities may lead to some aspects of the 30-60-90 Day Plan falling short. However, it is crucial not to view this as a failure. You’re going into a new role, with new expectations, so it is normal to course-correct or extend the plan duration at any given moment. More importantly, achieving your objectives is key to excelling in your new job in the long-term.
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