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Hey there it's Harris!

Every week, I share 1 out-of-the-box tactic you can implement to help you recruit, onboard, and retain your employees.

The goal of this format is to give you an easy-to-implement, nuanced idea to help you with the people side of your business.

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Read time: 3 minutes and 12 seconds

WHERE WE SEE INNOVATION - Onboarding

How to Structure 30/60/90 Day Plans

Everyone tells you to create 30/60/90 day plans for your new hires.

But it's hard to figure out what to include.

I've looked at over 100 examples of them to help you understand what you need:

First off, here's how I think about what should be accomplished.

30 Days - Learning

60 Days - Contributing

90 Days - Owning

These are the broad focuses for what should be accomplished at each benchmark.

The first 30 days should be focused on helping them understand the company's mission, products, and customers.

It’s also a great time for your new hire to start building relationships with team members

Some examples of tasks:

- Get familiar with internal tools

- Understand the product/services

- Learn about the culture by...

The focus of this 60-day period is to do actual work tasks, though your new hire should still be setting aside time to continue learning

Your new hire will get more comfortable and begin contributing to the team.

This is a great time to gather feedback from your new hire.

Some examples of tasks:

- Help with project X [work contribution] by creating...

- Support the team in finding Y [work contribution] by doing ...

- Contribute to project Z [work contribution] by adding...

At 90 days, they are focused on ownership.

Expect your new hire to own their work with more independence, though they will likely still have questions for you

During this phase, you want to be less prescriptive and allow your new hire to be more proactive.

30-60-90 Day Plans for Your New Hires

Creating 30-60-90 day plans helps to create structure and order for the new hire onboarding process.

I’m creating an AI tool that helps Managers do this at scale and hold their new hires accountable for hitting those goals.

If you’re interested in testing this out for no cost, fill out the form below!

What I'm Reading:

A must-read for me.

I get my daily news from 1440 and love how unbiased the information is.

How we can work together:

1. Sales Coaching for Your Reps - What tends to happen with sales development is the leader gets individual coaching or an individual is brought in to do a workshop for a half-day. That often leaves your sales reps without the opportunity to receive real-time feedback and coaching on how they can become better sellers. That’s why we created this offering, to give your sales team real-time support when they need it most. This is a monthly retainer and you only pay when you need us.

2. One-on-One New Hire Onboarding Coaching - Let us do the work that you know you need to do to get your new hire up and running but don’t have time to do with your full-time responsibilities.

Book time here to discuss https://calendly.com/hfanaroff-1/30-minute-conversation 

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