Three Reasons Your Employees Need a 30-60-90 Day Plan

Think of a 30-60-90 day plan as a road map for success. These detailed documents outline goals and benchmarks for a new hire to meet during the first three months of employment. Traditionally, these documents have been created solely by the employee and used as a tool to impress hiring managers. However, it is worth your while to have all new hires create a plan, and to treat the document seriously. Here are three reasons you should consider this approach:

Day 30 – Accelerate Onboarding

Starting a new job is a stressful and confusing process, even for highly qualified professionals working for great companies. That is why the onboarding process is so important. It helps to acclimate the new hire to your company, integrate them into your culture, and alleviate the anxiety of a new role and setting. The first 30 days of a new job are the most important, which is why it helps to approach this period in a systematic way. Having a plan in place helps new hires understand expectations, internalize the company’s mission and goals, and learn about customers and co-workers. At the end of the first 30 days, new hires feel comfortable, familiar, and necessary.

Day 60 – Increase Productivity

During the second month of employment, new hires that are following a plan begin to carve out their own space in the company. They have transitioned from learning their job to doing it as well as possible. They have also found ways to turn their own strengths and experiences into assets for the company. In short, they’re starting to make an impact, and it’s happening faster and deeper than it would have in the absence of the plan.

Day 90 – Encourage Retention

Turnover is always a problem, especially when it happens right after you’ve hired someone new. A 30-60-90 day plan helps you improve your retention strategy by bringing new hires into the fold in a thoughtful, complete way. They learn sooner how to collaborate with co-workers, service clients/customers, and live up to expectations. They’ve also seen firsthand that success is possible and comes with rewards. At the end of 90 days, they grasp their place in the company, feel supported and valued, and have a clear picture of their role moving forward. When employees are primed to succeed in this way they have a much greater incentive to stick around.

As a final takeaway, remember that every 30-60-90 day plan is different. Let them develop organically, and avoid relying on a one-size-fits all approach. You and your employees will get a lot more out of the exercise this way. Discover other methods to improve the way you recruit and retain talent by partnering with Morris Bixby.


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