Onboarding That Works: A 30-60-90 Day Framework for New Hires
The first 90 days are critical to an employee’s success. A structured onboarding experience not only accelerates productivity but also boosts engagement and retention. Here’s how to implement a 30-60-90 day framework that sets new hires up for long-term success.
Why the 30-60-90 Day Plan Works
- Establishes clear expectations
- Builds early momentum
- Encourages autonomy over time
Month 1: Orientation & Learning (Day 0–30)
Goals:
- Learn company mission, culture, and policies
- Understand role, responsibilities, and reporting lines
- Set initial objectives
Checklist:
- Welcome email from manager
- Access to internal tools and systems
- Complete compliance and HR paperwork
- Attend team and company-wide meetings
Month 2: Integration & Execution (Day 31–60)
Goals:
- Start owning smaller tasks and projects
- Begin contributing to team discussions
- Receive regular feedback
Checklist:
- Attend first 1-on-1 with manager
- Submit first project or report
- Participate in a cross-functional meeting
- Request feedback from peers
Month 3: Ownership & Impact (Day 61–90)
Goals:
- Own core responsibilities
- Suggest improvements or innovations
- Set long-term growth goals
Checklist:
- Present in a team or client meeting
- Complete 90-day review
- Set OKRs for next quarter
- Align on professional development plan
Tools to Support Onboarding
- BambooHR – Workflow automation and onboarding checklists
- Sapling – Automated pre-boarding and task flows
- Trainual – Process documentation and role-based training
Bonus Tips
- Assign a buddy or onboarding mentor
- Use surveys to gather feedback on onboarding experience
- Personalize onboarding by department or role
Final Thoughts
Great onboarding turns new hires into high performers. A 30-60-90 day plan isn’t just about productivity—it’s about helping people feel confident, connected, and committed.
Need a plug-and-play onboarding template? Pathwise People has downloadable 30-60-90 frameworks for every role and level.