Post: Your 30, 60, 90 Day Onboarding Plan: Getting Organized to Check In on the Newbies!

employees holding a red and white welcome sign

Are you getting ready to onboard some new employees? Congratulations on making some great new hires! The next step is to help them settle in and feel comfortable in their new roles.

To do so, you’ll want to make sure that you have a 90 day onboarding plan in place! This will help ensure that everyone is properly trained and knows what they’re doing during the first three months.

In this blog post, we’ll discuss the different steps that you need to take to create an effective 90 day onboarding plan. Let’s get started!

Two coworkers looking over documents in a blue folder

The 30-60-90 day onboarding process

What is a 30-60-90-day onboarding plan?

When you start a new job, there’s a lot to learn. Not only do you need to get to know your co-workers and your new surroundings, but you also need to become familiar with the company’s culture and practices.

This can be a lot to take in all at once, which is why many businesses have onboarding plans in place.

A 30-60-90-day onboarding plan is designed to help new employees adjust to their new roles and responsibilities over the course of the three first months after starting the new job.

By following a structured onboarding plan, businesses can ensure that new employees are set up for success from day one.

Why do you need a 90 day plan in your hiring process?

Creating a 90 day onboarding plan is important for several reasons.

First, it helps to ensure that new employees have the skills and knowledge they need to be successful in their new roles. And properly trained employees are synonyms for performance and quick efficiency.

Second, it gives employees a chance to gradually adjust to their new surroundings and build relationships with their co-workers. The new hires will feel supported by the company and feel part of the team.

And finally, it allows businesses to evaluate how well employees are doing and identify any areas where they may need additional training or support.

This can definitely increase retention within your workforce. When employees feel like they’re being set up for success from day one, they’re more likely to stick around.

A full onboarding process can present many advantages. Read our dedicated blog post to have a look at the top 7 benefits of onboarding.

How often should you check in with new hires?

Checking in with them regularly is a key part of ensuring their success. But how often should you check-in?

During the first week or two, aim for daily check-ins. This will help your new hires feel supported and give you a chance to answer any questions they may have.

After the initial adjustment period, you can back off to weekly small check-ins with more official ones on day 30, day 60, and day 90.

Of course, you can always adjust the frequency of your check-ins as needed – if someone seems to be struggling, for example, you may want to check in more often.

What should you include in a 30-60-90 day plan?

Every business is different, so your 90 day onboarding plan will be unique to your company. However, there are some key elements that should be included in every 90 day onboarding plan, such as:

  • An overview of the company’s history, culture, and values
  • A tour of the office or facility
  • Introductions to key members of the team
  • A training schedule
  • A list of company policies and procedures
  • Participation in mentorship and or a buddy at work program
  • The team’s project roadmap overview and understanding
  • They have to achieve a list of objectives and milestones after 30, 60, and 90 days.
  • Regular check-ins between the manager and the new hires

90 days is just enough time to make a great impression on your new hires, get them settled into a new job, and help them start making an impact!

What should I ask on a 90 day check?

When checking in with new hires, make sure you ask about both their professional and personal lives.

Questions about their work will help you gauge how well they’re settling into their new roles and identify any areas where they may need additional support.

But don’t forget to ask about their personal lives, too! Getting to know your employees on a personal level will help build trust and rapport. Plus, it’ll make them feel like they’re part of the team.

Here are some examples of check-in questions you could ask:

  • How are you finding the work?
  • Do you have any questions or concerns?
  • What do you think we could do to help you settle in/feel more comfortable?
  • How are you getting along with your co-workers?
  • What do you like/dislike about the company culture?
  • What do you think we could do to improve the onboarding process?
  • How’s your home life? Anything going on that we should know about?

By asking these types of questions, you’ll be able to get a better sense of how your new hires are doing and identify any areas where they may need additional support.

30-60-90 day onboarding process best practices

Schedule regular check-ins

To create an efficient 30-60-90 day plan, first, make sure you are organized. Schedule regular check-ins between the manager and the new employee.

This will allow the new team member to express any positive or negative feelings he might have since he accepted the new job role, whereas the manager can offer feedback, which is very valuable in those first few months.

Clarify the expectations

Then another key to a great onboarding period is to have some clear expectations about the new position the new employee is filling in. What’s expected from them?

Define Smart Objectives

Finally, another top would be to define smart goals to achieve every 30, 60, and 90 days.

Learning goals, finishing specific training, making the first sale, meeting all the other members of the team, receiving the organization office tour… It can be anything related to work-life.

To be “smart,” the action plan should contain specific, measurable, relevant, timed, and achievable goals.

Male coworker pointing at a desktop screen while a female coworker looks on

The 30-day check-in

The plan typically starts with a 30 day orientation period, during which the employee is introduced to the company’s culture, values, policies, processes, and products or services.

The first month will also be an opportunity for new employees to start training and helping employees to learn the basic skills they need for their job.

After this period, a meeting can be organized with the manager.

Objectives of the 30-day check-in

It’s important to conduct a 30 day performance review with new employees to assess their progress and ensure they’re on track to meet their objectives.

It’s also a chance to catch any problems early and address them before they become bigger issues.

Some things you may want to assess during a 30 day review include:

  • How well the employee is adapting to the company culture;
  • Has been introduced and understood all missions stated on the job description;
  • Whether the employee has started training or shadowing;
  • If the new hire has completed the full orientation and introduction to policies;
  • Is feeling good in the new company.

Questions to ask a new hire in a 30-days review

  • How are you settling in?
  • How do you feel about the work you’re doing?
  • Do you understand all parts of the job?
  • Do you have everything you need to be successful in your role? Do you need any training?
  • What challenges have you faced so far?
  • Is there anything that you’re struggling with?
  • What do you think we could do to improve your onboarding experience?
  • What goals have you set for yourself, and how are you progressing towards them?
  • Have you met all your coworkers?
  • Were you introduced to the company’s mission, benefits, policies, and culture?

The 60-day check-in

What happens during a 60 day review?

The second month is about continued learning and development as employees take on more responsibility.

The 60 days check-in is focused on training and development, helping the employee gain the skills and knowledge necessary to perform their job. 

Objectives of the 60-day check-in

After a new employee has been on board for 60 days, it’s time for a review to check in on how they’re doing and answer any questions they may have.

At this point, the manager shall be able to analyze if the issues raised during the 30 day meeting were fixed and to see if the new employee is now operational.

Questions to ask a new hire in a 60-days review

  • How do you feel about the job so far?
  • Have you had a chance to get to know your co-workers and feel like part of the team?
  • What sort of challenges have you faced so far, and how did you overcome them?
  • Is there anything you’re struggling with or that you need help with?
  • What do you think is going well? Going wrong?
  • What training or development opportunities would you like to see offered?
  • Do you like the way we work together? (manager-employee)
  • Are there any areas you feel like you need more support in?
  • What next goals are you setting up for the 90 days check-in?
mature lady holding a piece of paper wearing a mask

The 90-day check-in

What happens during a 90 day review?

After 3 months of working in the company, the 90 day check-in is devoted to performance measurement, ensuring that the employee is meeting expectations and contributing to the company’s success.

Objectives of the 90 day check-in

Normally, the new hire should be fully operational, and a 90 day review is the opportunity to catch if there is still any remaining issue, if you can cut any mentorship/buddy at work program, and if she/he can fly on his own.

Questions to ask a new hire in a 90-days review

  • What do you enjoy about the job?
  • Are you confident enough to talk to your teammates or to the manager if you need help?
  • How do you feel within the team? Shall we organize a team-building activity?
  • Did you achieve the objectives this month?
  • If not, why?
  • Are you still struggling with something? Do you need extra training?
  • Do I give enough feedback about your work? How can I be a better manager?
  • Anything you are missing from the last company you were working for?
  • Can you imagine a professional future with us?
  • What long-term objectives shall we set?
  • Do you feel I, your teammates, and the company as a whole show you enough appreciation?

You can also ask some questions about the company processes, such as:

  • What has surprised you in the company processes?
  • What would you do differently in the company?
  • Do you have any suggestions for improving our onboarding processes?

The 30-60-90-day onboarding plan is a great opportunity for the employee and the manager to assess how the new hire is doing, identify any areas that need improvement, and set goals for the future.

It’s a chance to check in on progress, offer support, and ensure that the new hire is feeling comfortable and confident in their role. Don’t forget to show appreciation along the way for all the hard work your new hires are doing! A little recognition goes a long way in making them feel valued and motivated.

If you’re not already using a 90 day onboarding plan, we highly recommend giving it a try!

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