Starting a new job can be both exciting and overwhelming. For employees, onboarding is the crucial first step in helping new hires feel welcome, prepared, and confident. A well-designed onboarding plan does more than just introduce employees to their roles – it sets the tone for their entire experience with the company.
When done right, onboarding boosts engagement, accelerates productivity, and increases retention rates. A well-structured 30-60-90 day onboarding plan, provides clarity and direction while creating a sense of belonging.
What makes a strong onboarding plan?
A strong onboarding plan is more than just paperwork and introductions – it’s about setting new employees up for success from day one. It provides a clear, structured approach that helps them understand their role, integrate with the team, and connect with the company’s vision.
The best onboarding plans are tailored to individual roles while staying aligned with the organizations overall goals. They focus on creating a welcoming experience, helping new hires feel supported and valued.
A good plan also incorporates practical elements like training schedules, role-specific learning materials, and goal setting sessions to guide employees through their first days, weeks and months.
To make the process even more effective, companies can use onboarding surveys to gather feedback at key stages, ensuring the program meets employee needs. Ultimately, a strong onboarding plan enables engagement, reduces turnover, and builds a foundation for long-term success.
Why use a 30-60-90 day framework?
The 30-60-90 day framework is a proven approach to onboarding that helps new hires to transition smoothly into their roles. By splitting the onboarding process into three clear phases, this plan ensures that employees feel supported while building confidence and competence over time.
In the first 30 days, the focus is on orientation – learning about the company culture, meeting colleagues, and understanding expectations. The next 30 days (60 day mark) involves skill building and applying knowledge to tasks, allowing employees to gain hands-on experience.
By 90 days, employees are contributing independently, achieving key goals, and adding value to the team. This structured timeline promotes clarity, reduces overwhelm, and enhances the employee experience, setting both the individual and the company up for success.
How do you define goals for each onboarding phase?
Defining clear goals for each phase of a 30-60-90 day onboarding plan is crucial for guiding new employees. In the first 30 days, the focus should be on foundational goals like learning about the company’s values, meeting team members, and understanding their role in the organization.
For this phase, the goals should include completing orientation programs, basic training, and familiarizing themselves with company workflows.
In the next 30 days (31 to 60), goals should shift toward hands-on training. This could involve contributing to small tasks, collaborating on team projects, and deepening their knowledge of tools or processes.
By the 90-day mark, goals should emphasize independent performance and measurable contributions. These could include, meeting milestones, solving problems proactively, and achieving role-specific outcomes that demonstrate their readiness to thrive.
How can onboarding surveys improve the process?
Onboarding surveys are powerful tools for gathering feedback and improving the onboarding experience. By asking new hires for their honest input at key points during their first 90 days, companies can identify what’s working well and where adjustments are needed.
Surveys can cover a range of topics from the clarity of training materials to the effectiveness of team introductions. For example, asking how supported employees feel or whether they understand their role can reveal areas for improvement. These insights allow organizations to refine their onboarding plans to better meet the needs of future hires.
Additionally, using onboarding surveys regularly also shows employees that their feedback matters, creating a culture of openness and trust. In the end, a well-designed survey doesn’t just enhance the onboarding process, but it helps to improve the overall employee experience, leading to higher engagement and long-term retention.
Zenithr provides tailored Employee Experience Surveys including the Employee Onboarding Survey, designed to meet the unique needs of HR professionals in the MENA region. These surveys help HR teams to gather actionable insights, ensuring the onboarding process aligns with regional expectations and cultural nuances.
How do you measure the success of your onboarding plan?
Measuring the success of your onboarding plan is key to ensuring it meets the needs of new employees and aligns with company goals. Start by tracking employee retention rates – high turnover during the first 90 days may signal issues in the onboarding process.
Employee engagement surveys, like those offered by Zenithr can provide valuable feedback on how new hires feel about their experience.
Performance metrics are another useful indicator. Are new hires meeting their initial goals and deadlines? Are they contributing effectively to their teams? Additionally, monitor how quickly employees reach their full potential – an effective onboarding plan should minimize this ramp up time.
Finally, gather direct feedback from new hires through onboarding surveys and conversations. Their insights can highlight what’s working and what needs improvement, helping you to refine your approach for future success.
What are common mistakes to avoid in onboarding?
One common mistake in onboarding is providing too much information at once. Overloading new hires with excessive detail can leave them feeling overwhelmed. Instead, break the process into smaller, more manageable steps over the first 90 days.
Another error is neglecting to personalize the onboarding experience. Every role and individual is unique, so a one-size-fits-all approach may not work. Onboarding plans should be tailored to meet the specific needs of the employee and their role.
Regular feedback ensures a smoother onboarding process and a better overall employee experience. Skipping feedback opportunities, such as onboarding surveys, will prevent you from identifying areas for improvement.
Conclusion
Creating a well-structured 30-60-90 day onboarding plan is crucial for helping new hires thrive in their roles. By clearly outlining goals and regularly checking in with onboarding surveys, you can really make a difference in how new employees feel about their experience and their engagement levels.
It’s all about keeping the lines of communication open and learning from feedback. By continuously measuring how your onboarding process is working, you can make improvements along the way. Investing time and effort into a solid onboarding strategy not only benefits your employees but also lays the foundation for your company’s long-term success.