One way to make a 90-day plan more effective is to use the buddy system like we do at Atlassian. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary?Īs you’ll see in our templates, our 90-day plans lead off with an introduction.Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute?.Who are the key stakeholders this person needs to know about?.What quick wins can they ship to gain momentum?.How can you use this plan to help a new team member succeed?.Here are some great questions to think about when writing a 90-day plan for a new team member: Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. Reinforce strategies that support a growth mindset and a proactive work style.Orient the new employee to company and team culture by emphasizing relationships and shared objectives.Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement.Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals.Schedule time with your new manager or a veteran coworker to fill in the blanks.Ħ9 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. If you’re starting at a new company that doesn’t already use 90-day plans, consider using the templates as a starting point for gathering information. Check out our templates below to see what we include. If you’re the hiring manager, you want to set that person up for success.īased on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a better sense of team and company culture. If you’re the new hire, you want to prove yourself. The first 90 days of a new job usually involve a pretty steep learning curve. Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

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