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Jason AzocarJul 13, 20204 min read

Keys to a Successful 30-60-90 Day Plan

Congratulations! You found a rockstar addition to your team. So you’ve brought on a new employee, but now what? You’re trying to put together the perfect onboarding plan, but want to make sure you’re covering all of your bases. At HubSearch, we believe one of the most important parts of onboarding is creating a great 30-60-90 day plan for the new member of your team.

First things first, what exactly is a 30-60-90 day plan? These plans help with retention of employees, engagement, evaluation and adding value to the company itself by setting various goals over the course of the new member’s first 90 days.

By giving your team member goals to achieve over the course of 90 days, you can evaluate their performance. But you don’t have to come up with the whole plan yourself! We at HubSearch recommend working directly with the new member and creating it together. Setting expectations and goals is the basis of an awesome 30-60-90 day plan, but setting them together is even better because that collaborative effort is not only a great start to your relationship with your new team member, but also ensures that they are getting as much out of their new role as possible. Aim to be as collaborative as possible so the plan is mutually beneficial. Communication is key!

Road map to 30 days

The first 30 days is all about getting to know the new member of your team and learn how they mesh with the rest of the company. Pay attention to how they fit with the culture and how they work - or how they don’t work. It is critical that they feel like they are part of the team, but still hold their own and add value to the company.

The trick to this is having scheduled one-on-one meetings with as many of their coworkers as they can. It gives them the opportunity to get to know each other on a more personal level, but also gives them the opportunity to learn the basics of how everything works and different roles within the company.

At HubSearch, we make sure to have one-on-one meetings every week between employees in addition to team meetings every morning and afternoon. It ensures that we are all on the same page, and it brings us closer together as a team. It opens things up for collaboration and innovation among our team members that we can apply toward our skills used within the HubSpot ecosystem.

Creating SMART (Specific, Measurable, Attainable, Realistic and Timely) goals within your plan is also important in the first 30 days. This is a top way to add value to your company all while evaluating the new team member to see how they perform when given a specific set of goals.

Preparing for day 60

By the time your new team member has reached day 60 of this plan, there is an expectation that they should be starting to move at their own pace and accomplishing tasks with little guidance. But don’t be mistaken, collaboration is still extremely important - especially in this particular phase of the plan! No matter how long someone has been part of the team, it is still ideal to be giving feedback at all times.

Something everyone has experienced at one point or another in their careers is wondering, Am I doing a good job on what I am working on? We all have at some point, and it is never a good feeling to be left questioning your own work. Make sure that you are reinforcing the work that members of your team are doing - they’ll want to know that they’re doing a good job!

By now, you should have communicated with the new team member on things they might need to improve on and they can work toward enhancing or gaining new skills. Now as they begin to take their first steps of working more on their own, they can pay attention to things that they know they need to work on.

Hitting the 90 day mark

The new member of your team has officially reached the end of their 30-60-90 day plan! But that doesn’t mean stop there - now is the time to build a strategy and set them up for success throughout the future of their career with your company.

Set up a one-on-one meeting with them and provide feedback and let them know the results and findings of their first 90 days of working with you. Collaborate and discuss how value can continue to be created at the company among your whole team outside of the 30-60-90 day plan.

This one-on-one meeting also acts as an opportunity for the new team member to let you know any observations they had of the company in their first 90 days. Let them know it’s okay for them to discuss this and any kind of plans they have to improve their role, department, or company itself. By opening up this discussion, you are able to collect information from a new set of eyes on things within the company that might need improvement and further adds value.

We hope these keys to a successful 30-60-90 day plan help with onboarding your latest addition! Want to learn more about developing your 30-60-90 day plan?