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The 30-60-90 day plan is not just a roadmap for new hires; it's a strategic blueprint that can profoundly impact your hiring process and organizational success. In this brief guide, we'll explore how this plan can help you identify the skill sets you need to hire for, while also setting up new employees for long-term success. Of course, if you have any questions on this topic please reach out.
The Hidden Value in Forecasting Skill Sets
Skill Set Identification: By detailing the competencies a new hire should master, the plan serves as a guide for the skills to look for during the hiring process.
Role Definition: The plan helps crystallize the job description, making it easier to communicate role expectations to potential candidates.
Cultural Fit: The plan can include elements of company culture, helping you identify candidates who will thrive in your environment.
Who's in Charge and Who Should Know?
Typically, HR teams or hiring managers create the initial draft of the 30-60-90 day plan, but it's crucial for department heads and even C-suite executives to have input. The finalized plan should be shared with the new hire and their immediate team to foster collaboration and accountability.
Crafting a Value-Driven 30-60-90 Day Plan
Each phase of the plan should offer value to both the new employee and the organization. Here's how:
The First 30 Days: Laying the Groundwork
Orientation
Action: Conduct an orientation session.
Value: Accelerates the employee's acclimatization to the company culture.
Role Clarity
Action: Clearly define role expectations and KPIs.
Value: Helps the employee understand their place in the organization, reducing ambiguity.
Initial Training
Action: Begin initial training programs.
Value: Addresses immediate skill gaps, making the employee productive more quickly.
The Next 30 Days: Building Competence
Skill Development
Action: Enroll the employee in advanced training modules.
Value: Enhances the employee's skill set, making them a more valuable asset to the team.
Project Involvement
Action: Integrate the employee into ongoing projects.
Value: Provides hands-on experience, benefiting both the employee and the project.
Feedback Mechanism
Action: Implement bi-weekly feedback sessions.
Value: Ensures the employee is on the right track, saving the company time and resources.
The Final 30 Days: Achieving Autonomy
Task Ownership
Action: Assign a project for the employee to lead.
Value: Empowers the employee, boosting their confidence and job satisfaction.
Performance Metrics
Action: Conduct a formal performance review.
Value: Quantifies the employee's contributions, offering insights into their value to the company.
Team Integration
Action: Facilitate full team integration.
Value: Enhances team dynamics and collaboration, benefiting long-term projects.
A well-structured 30-60-90 day plan is a multi-faceted tool that not only sets new hires up for success but also provides invaluable insights into the hiring process. By identifying the skills and competencies needed, it allows for more targeted and effective hiring, ultimately benefiting the entire organization.
If you're keen to refine your hiring and onboarding processes, Lakestone Staffing offers complimentary hiring process audits and job description consultations. Reach out to us to learn how we can help you build a more effective and efficient HR strategy.
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