30-60-90 Day Plan for New Hires: Template and Example

What Is a 30-60-90 Day Plan for New Hires?

A 30-60-90 day plan for new hires is a structured roadmap that outlines clear goals and expectations for employees during their first three months on the job. This plan breaks down the onboarding process into three distinct phases—each lasting 30 days—with specific objectives to help new hires integrate smoothly, learn essential skills, and contribute effectively to the team. It serves as a guide for both managers and employees to track progress and ensure alignment on priorities.

Why Is a 30-60-90 Day Plan Important?

Without a structured onboarding plan, new hires can feel overwhelmed, unclear about their role, or disconnected from company goals. This often leads to lower productivity and higher turnover. A 30-60-90 day plan addresses these challenges by providing a clear path for learning, performance, and relationship-building. It helps managers set realistic expectations and empowers new employees to take ownership of their growth.

For example, a new marketing specialist might start by learning the company’s brand guidelines and tools in the first 30 days, move on to managing small campaigns in the next 30 days, and finally lead a project by day 90. This phased approach reduces uncertainty and accelerates confidence.

How Flowly Supports Your 30-60-90 Day Plan

Flowly can enhance your onboarding process by helping you create and share simple online forms to collect feedback and track progress throughout the 30, 60, and 90-day milestones. By connecting forms with tracked links and traffic sources, you can monitor how new hires engage with onboarding materials or training sessions. Flowly’s analytics also allow you to measure form completion rates and gather insights on which onboarding steps are most effective, enabling continuous improvement of your plan.

30-60-90 Day Plan Template for New Hires

Here’s a practical template you can customize for your new employees. Each phase includes goals, activities, and metrics to track progress.

• First 30 Days: Orientation and Learning
• Goals: Understand company culture, policies, and role responsibilities.
• Activities: Attend onboarding sessions, complete mandatory training, meet key team members.
• Metrics: Completion of training forms, feedback collected via onboarding surveys.

• Next 30 Days (Days 31-60): Application and Integration
• Goals: Apply learned skills, start contributing to projects, deepen team collaboration.
• Activities: Manage small tasks or projects, participate in team meetings, gather feedback from peers.
• Metrics: Submission of progress reports, feedback form responses, task completion rates.

• Last 30 Days (Days 61-90): Performance and Ownership
• Goals: Take ownership of projects, demonstrate independent problem-solving, align with long-term objectives.
• Activities: Lead initiatives, present results to stakeholders, identify areas for growth.
• Metrics: Project completion data, self-assessment forms, manager evaluations.

Example of a 30-60-90 Day Plan in Action

Consider a customer support representative joining a SaaS company. Their 30-60-90 day plan might look like this:

• Days 1-30: Learn product features and customer service protocols; complete online quizzes and feedback forms via Flowly.
• Days 31-60: Handle live customer inquiries with supervision; submit weekly progress forms to track confidence and challenges.
• Days 61-90: Manage support tickets independently; lead a small training session for peers; gather performance feedback through Flowly forms.

Using Flowly’s form tracking and analytics, managers can identify where the new hire excels or needs additional support, making onboarding data-driven and transparent.

Tips for Implementing Your 30-60-90 Day Plan

• Set clear, measurable goals for each phase to maintain focus.
• Use online forms to collect feedback regularly and adjust the plan as needed.
• Communicate expectations openly between managers and new hires.
• Leverage analytics to identify bottlenecks or areas for improvement.
• Encourage new hires to self-assess and share their experiences.