We need a concrete plan for the successful onboarding of employees.
Why do we make plans for our business? Because it increases the probability of business success. For instance, we make plans when we build a plan to capture more than 50% market share of a particular region. These plans will include researching the market, people’s needs, preferences, and the problem statement your product or service will solve. It will include doing a SWOT analysis and knowing other competitors who are eyeing the same pie of the market in the region. Why do we do all this? It leads to success. Then it would not be wrong to say that having a formal plan leads to success. Why can’t we follow the same to give a better employee experience? Building an onboarding plan for new employees needs a plan to give a better employee experience. That is where the 30-60-90 days plan help.
What is the 30-60-90 days plan for employee onboarding?
When we are making business plans, the modern way of businesses breaks down the financial year into four quarters, and every quarter is then broken into the 30-60-90 days plan, which helps the organization to build, execute and evaluate the business plans more effectively. Similarly, when a new employee is onboarded, the 30-60-90 days plan breaks down the first three months into 30, 60, and 90 days. The HR team creates objectives that onboarding should achieve in the first 30 days, 31 to 60 days, and the final 30 days. This plan helps better assimilate and transition the employee into the new role.
Suggested Read: Everything You Need To Know About Employee Onboarding
Generally, the responsibility of giving a better employee onboarding experience falls on the shoulders of HR professionals. Ideally, HR designs executes and takes ownership of the 30-60-90 days plan. But it is better to see enthusiasm from the employees as well. They should create a plan and objective they want to achieve in the first there months of their joining.
Many successful organizations follow the 30-60-90 days plan to give a better employee onboarding experience. Some companies also follow this plan in the preboarding stage for better engagement with the employees. There are certain objectives we should aim to achieve in the first three months of the employee.
Goal 1: Attend all cultural workshops and orientation sessions for basic information about the organization and its values and missions.
Goal 2: Meet their direct managers and understand their roles and expectations.
Goal 3: Introduction and team building sessions with teammates and managers
Goal 1: Complete all skill development trainings for the role.
Goal 2: Play a role in some projects.
Goal 3: Put into cross-functional projects.
Goal 1: Independently work on projects.
Goal 2: Contribute ideas in team meetings.
Goal 3: Should be able to achieve proposed goals.
The sign of a weak onboarding plan is always a lack of planning and organizing things in chronological order. An employee sitting clueless on their first day of office and failing to perform and get used to the organization’s culture results from a bad employee onboarding program. The 30-60-90 day plan will help keep things on track, achieve onboarding goals on time, and give the employees a concrete roadmap to success.