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When a new hire starts, their manager is usually tasked with crafting a 30/60/90 plan that will take them from a wide-eyed employee to a fully ramped one.
At Sora, we believe People teams who lay a foundation for 30/60/90 plans lighten the load for managers and help them to onboard new hires in the most efficient and effective way. If there’s a clear baseline for the goals set for each employee, there’s a higher chance they’ll ramp up quickly.
During your new hire’s first month, they’ll want to focus on absorbing knowledge. Consider setting up goals that help them process information about:
You should also encourage them to get to know their teammates.
In the beginning, set a goal for them to accomplish the basic duties of their new role. Setting clear, attainable objectives that define success in your new hire’s first month will help them understand what’s expected and make them feel competent and motivated to hit their 60-day goals.
Additionally, incorporate a “reflection section” into their plan that encourages them to assess how they performed during the first 30 days. With this, they create a self-review of things they did well, as well as anything they could do differently over the next 30 days.
Here are some examples of 30-day plans for marketing, sales, and customer success teams:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
By this point your new hire has, hopefully, gained a solid footing with their basic duties and feels confident enough to put what they’ve learned into action. They’ve already been participating and chiming in with their own ideas. Now it’s time to start easing them into ownership of a project.
Giving your new hire autonomy shows that you trust them - which is usually a great confidence boost. It can also serve as a litmus test for their development so far.
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
At the start of the last phase of your new hire’s 30/60/90 plan, they should have already demonstrated that they’ve gotten the hang of the basic duties of their role and can handle a project of their own.
Now, it’s time to see if they can tackle a “reach” goal. With fully-ramped employees, an ambitious objective is always daunting but that doesn’t stop them from going after it. See if your new hire takes on the same mentality. They don’t necessarily need to accomplish this goal. But if they go full force and make some headway, it’s a good sign.
At your new hire’s 90-day mark, host a performance review where you can discuss their career development and how well they did during onboarding.
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
Main Goals and Priorities:
Reflect on the previous 30 days, and the next 30 days ahead:
During your 90-day performance review, you can also incorporate discussion around their overall goal(s) for year 1.
A 30/60/90 plan technically ends after 90 days, but adding your new hire’s career goals for the first year will show that you care about their development, and inspire them to plan and execute on their bigger-picture goals. It will also help them envision their future with your company.
Main Goals and Priorities:
Reflect on the previous 90 days, and the rest of the year ahead:
Main Goals and Priorities:
Reflect on the previous 90 days, and the rest of the year ahead:
Main Goals and Priorities:
Reflect on the previous 90 days, and the rest of the year ahead:
Check out these additional resources to master the craft of the 30/60/90 day plan:
The Best 30-60-90 Day Plan for Your New Job [Template + Example] – HubSpot Marketing Blog
How To Create a Winning 30-60-90 Day Sales Plan (+ Sales Plan Template) - Salesman.org
First 90 Days in Customer Success Management - Freshworks Customer Success Blog
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