How to plan a new hire's first 90 days

What employees need in the first few months

In the first week, employees should understand their responsibilities, know who can help them, and see what good performance looks like. Those early experiences also influence whether employees decide to stay. SHRM has reported research in which nearly one-third of respondents had left a job within six months. Research cited by Harvard Business Review has reported hourly employee turnover as high as 50% in the first four months.

Experienced hires also need time to learn new systems, meet colleagues, and understand how the team works. A 2014 Oxford Economics study across retail, legal, accountancy, media and advertising, and IT and technology found an average of about 28 weeks to full productivity. Use the first 90 days to sequence training, assign meaningful work, and review progress.

Keep onboarding going after orientation

Orientation covers the basics of joining the organization. Over the following weeks, employees apply what they have learned, take on assignments, and build relationships with their teammates. Plan job training, introductions, early assignments, and regular conversations with their manager.

Gallup reported that employees whose managers take an active role in onboarding are 3.4 times as likely to feel the process was successful. A 30-60-90 plan gives managers a schedule for staying involved throughout the first three months. Use each check-in to discuss progress, answer questions, and agree on the next priority.

Set goals for days 30, 60, and 90

Use three stages, with expectations that grow as the employee learns the role. Choose milestones based on the job, required training, and the employee's progress.

Days 1 to 30 Learn

Meet the team, learn the tools and procedures, and complete initial training. Build working relationships and learn what successful performance looks like.

Days 31 to 60 Apply

Complete initial assignments, practice new skills, and apply manager feedback.

Days 61 to 90 Take ownership

Handle more of the role independently and review progress toward the role's goals.

End each check-in by agreeing on the next assignment or learning goal.

Onboarding and employee retention

SHRM has reported that employees who experience structured onboarding are more likely to remain with their employer three years later. Brandon Hall Group has also reported a relationship between stronger onboarding practices and improved new-hire retention. Managers help new employees settle in by setting clear expectations, providing job training, giving timely feedback, and introducing the people they will work with.

Keep the same three stages, with training and milestones suited to each job. For field and production roles, plan safety training and required qualifications. In the trades, focus on field safety, equipment, and crew procedures. Manufacturing plans may include shift training, equipment qualifications, and early certifications. Dental practices may prioritize clinical workflows, practice systems, and patient care expectations.