90 Days from Today: Prepare for Onboarding

Introduction

Effective onboarding is crucial for the success of both employees and your organization. The first 90 days are vital, setting the tone for the employee experience and productivity. In this blog, we will discuss why the first 90 days are pivotal, the importance of a 30-60-90-day plan, and practical tips for creating a structured and effective onboarding process that benefits both the employee and the company.

The Optimal Onboarding Process Occurs Within the First 90 Days

The initial 90 days in a new role are critical for the employee and the employer. A well-structured onboarding process helps new hires understand their responsibilities, integrate and contribute. Companies prioritizing effective onboarding have higher employee engagement, retention, and productivity.

Understanding a 30-60-90-Day Plan

A 30-60-90-day plan is a strategic framework designed to guide new employees through their first three months. This plan contains three segments:

• The First 30 Days: Emphasis on learning and understanding the company, the team, and the role.
• The Next 30 Days (60 Days in Total): Start applying knowledge, taking on tasks, and building relationships.
• The Final 30 Days (90 Days in Total): Make significant contributions, refine workflows, and integrate into the role.

The Importance of a First 90 Days Plan

Implementing a structured plan for the first 90 days is crucial for several reasons:

• Clarity and Direction: Provides new hires with a clear roadmap and increasing focus.
• Goal Alignment: Ensures that employee goals align with company objectives.
• Performance Measurement: Prepare regular progress assessments, and identify and correct issues immediately.

Crucial Elements of an Effective First 90 Days Plan

Research & Preparation

Provide resources for new hires to understand the company’s mission, values, products, and services. Familiarizing with the company culture and expectations will help them hit the ground running. Share documents and contact information for key team members to speed up this preparation.

Goal Setting

Set clear, achievable goals for each 30 days. These goals should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). For example, the first 30 days could focus on understanding the product line. The second 30 days might aim to complete a specific project. Clearly defined goals keep new hires motivated and aligned with company objectives.

Action Plan

Develop a detailed action plan outlining the steps to achieve the set goals. This plan should break down larger tasks into smaller, manageable steps. The plan should also include timelines for completion. An action plan serves as a roadmap which guides new hires through their responsibilities and helps them stay organized.

Relationship Building

Encourage new hires to build strong relationships with colleagues, managers, and other stakeholders. Encouraging participation in team meetings and social events can help promote a collaborative work environment. Strong relationships foster a supportive workplace and enhance job satisfaction and performance.

Skill Development

Identify the skills required for the role and provide opportunities for skill development. Offer training programs and online courses to help new hires enhance their skills. Continuous learning demonstrates a commitment to personal and professional growth. This helps to increase overall productivity.

Ongoing Evaluation

Examine the new hires' progress and provide feedback regularly. Schedule check-ins to discuss performance, offer guidance and adjust the plan if necessary. Continuous evaluation helps new hires stay on track and identify areas for improvement.

Consequences of Not Having a First 90 Days Plan

Without a structured 90-day plan, new hires may feel overwhelmed and lead to several negative outcomes:

• Decreased Productivity: Lack of direction can result in inefficiency and lower productivity.
• Poor Integration: Lack of integration with the team and company can lead to feelings of isolation and dissatisfaction.
• Missed Opportunities: New hires may miss opportunities to contribute without clear goals.
• Misaligned Expectations: Misunderstandings about roles and responsibilities can lead to frustration for the employee and employer.

Are You Making This Common Onboarding Error?

Lack of Role Clarity

A common onboarding mistake is not providing a clear understanding of the new hires' role. Ensure that the new hires understand their job responsibilities and expectations. Provide detailed job descriptions, performance standards, and examples of successful work.

Misaligned Expectations

Clear communication between new hires and their manager is crucial to align goals with company expectations. Discuss progress and challenges regularly to ensure alignment and address discrepancies early on.

Time Management Challenges

New hires may struggle with managing their time effectively. Provide guidance on prioritizing tasks, setting realistic deadlines, and creating daily schedules. Effective time management helps balance learning, relationship-building, and task completion.

Managerial Issues

A strong relationship with the manager is essential for successful onboarding. Managers should offer regular feedback and provide support when needed. A positive relationship with the manager fosters a supportive work environment. This can also enhance the performance of the employee.

Cultural Integration Problems

Understanding and adapting to the company culture is crucial for new hires. They should understand the company's values, norms, and unwritten rules. Encourage participation in social events and provide mentorship programs to help them adapt.

Relocation Difficulties

If the new role requires relocation, assist new hires with the logistical challenges. Offer resources to help them understand the local area and settle into the new environment. Proper planning and support can reduce stress and ensure a smoother transition.

Onboarding Advice

To maximize the success of your onboarding process, consider the following tips:

• Be Proactive: Encourage new hires to take initiative in identifying opportunities to contribute.
• Build Relationships: Offer opportunities for new hires to connect with colleagues. Communicating with the seniors enables them to understand different roles and perspectives.
• Stay Organized: Help new hires keep track of their goals, tasks, and progress. Provide tools like calendars and project management software to stay on top of responsibilities.
• Seek Feedback: Encourage regular feedback from managers and colleagues. Promote an open culture which values constructive criticism and welcomes adjustments.
• Maintain a Positive Attitude: Encourage new hires to stay positive and patient as they learn and adapt to their new role. Challenges are a natural part of the onboarding process. A positive attitude helps employees to overcome them.

Conclusion

The first 90 days in a new role are crucial for setting the foundation for long-term success. Employers can ensure that new hires navigate this period with confidence with a structured 30-60-90-day plan. New hires will be well-equipped to contribute and succeed following the plan. A structured and supportive onboarding process can benefit new employees and the company's performance.