30-60-90 Day Plan: The Key to Effortless Onboarding

Discover how to create 30-60-90 day plans that help your new hires find their feet in your company as fast as possible.

September 13, 2023
Press the button to generate random icebreaker questions.
There are 300 more icebreaker questions at the bottom of the article
How would you describe your job to a five year old?
What season would you be?
What is a weird food you have tried? Would you eat it again?
What is your favorite holiday tradition?
Would you go in the mother-ship with aliens if they landed on Earth tomorrow?
What is your favorite season?
Do prefer working from home or the office?
What is your earliest memory of this job?
What is the best thing you have bought so far this year?
What is the earliest book you remember?
If you had to move to another country, which one would you choose?
You are the best criminal mastermind in the world. What crime would you commit if you knew you would get away with it?
What is your favorite movie genre to watch?
What was the last thing you ate?
What person from history would you add to Mount Rushmore?
What is a weird fact you know?
What is your favorite part of working from home?
Were the Spice Girls a good team?
Imagine you can instantly learn any language. Which would you choose?
If you could live in any state, which state would you pick?
Which fictional team is the best team of all time?
What did you want to be when you grew up?
What do you usually eat for a quick lunch?
What simple food will you never eat?
Show us the weirdest thing you have in the room with you right now.
Would you rather stay at a hotel or an AirBNB?
What is your favorite movie genre to watch?
Are you more productive in the morning or at night?
Who is someone in your community that makes a difference?
Who was your most unique pet?
Choose one famous person from history you want on your team during a zombie apocalypse.
What is a good way to give back to the community?
Which song could you listen to over and over again?
Is Hugh Grant funny?
What is your favorite thing to eat for breakfast?
Would you want to have an imaginary friend today? Did you have one as a child?
What actor or actress would you want to play you in the movie about your life?
What is the best super power?
What is your New Years resolution?
You can only eat one food again for the rest of your life. What is it?
What is the best work holiday?
What is the first gift you remember receiving?
Would you rather join Metallica or Backstreet Boys?
What is the best example of a community you have seen?
What is an easy way to do something nice for someone?
Show us your phone background and tell the story behind why you picked this image.
What was your first job?
Pick any band to play at your funeral.
If you could have an unlimited supply of one thing for the rest of your life, what would you pick?
Which superpower would you give to your arch enemy?
What is the most obscure superpower you would want?
What emoji best describes how you are feeling right now?
If you could live in any country, which country would you pick?
Would you rather live in a city or a town?
What is your favorite holiday?
What is something you accomplished as part of a team?
What is your standard office lunch?
What is your most used phone app?
What is your favorite season?
Have you ever won something as a team?
Imagine you are a professional baseball player. What is your introduction song?
Beach holiday or ski trip?
Have you ever been to a funny comedy show?
Would you rather live at the North Pole or the South Pole?
What is your favorite song to sing?
If you could live in any state, which state would you pick?
Imagine you could teleport anywhere. Where would you go right now?
What is the most unusual job you have heard of?
What was the last thing you ate?
You can visit any fictional time or place. Which would you pick?
What do your family and friends think you do all day?
What movie do you wish you could watch again for the first time?
Show us your most-used emoji.
What was the most unique style or fashion trend you ever embraced?
What movie defined your generation?
You are stranded on a remote desert island. Are you alone or with your worst enemy?
What is your favorite knock-knock joke?
Have you ever told someone Santa is not real?
Do you know how to speak more than one language?
On a scale of 1 – 10, how much of a team player are you?
What is your #1 recommendation in this city?
What is your favorite holiday?
What bucket list item do you most want to check off in the next six months?
What is your favorite mythical creature?
What was the first way you made money?
If you could be great at any Olympic sport, which would it be?
Which song could you listen to over and over again?
When did you start liking/hating mushrooms?
Where is your favorite vacation spot?
Do you take your PTO all at one time, or another way?
Which show do you remember most from your childhood?
Which beverage goes best with pizza?
Would you want to have a personal assistant follow you around everywhere and do what you asked of them?
Have you ever met your idol?
What did you want to be when you grew up?
Would you rather live 100 years in the past or 100 years in the future?
What is your hobby?
When you are alone in the car, what volume is the music at?
Imagine you no longer have to work. How would you spend a Tuesday?
What is your favorite type of sandwich?

Starting a new job can be a nerve wracking experience for even the most confident employees. A survey revealed that starting a new job is the tenth most stressful event in our lives – just one spot behind having a child.

Luckily, there’s plenty you can do as part of your onboarding process to ease your new hires’ worries and make sure they find their footing in the company. Creating a well-thought-out plan for their first ninety days in the job is one of the most effective there is. 

Read on to discover how to create a 30-60-90 day plan for each of your new hires that makes sure they all get up to speed as fast as possible.

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that lays out how a new employee is expected to spend their time – and what they’re expected to accomplish – in the first 30, 60, and 90 days at the organization.

A good 30-60-90 day plan is a new hires’ helpful guide through their first three months in the job. That means it should cover background information on your company, its vision, and its culture. It should also include links to all the important documents the new hire will need to access regularly and a breakdown of their teammates' roles and responsibilities.

For the new hire, make what’s expected of them crystal clear. Since 23% of employees who quit within six months say that clear guidelines on their responsibilities would have helped them stay at the job, this can have a huge impact on your turnover rates.

For managers, a 30-60-90 day plan helps your new hires hit the ground running without constantly having to ask you what they should do next. This helps ensure the onboarding process goes as smoothly as possible for each new teammate.

What to Include in a 30-60-90 Day Plan

It's all about finding a balance in your new hire plan. Include too much information in your 30-60-90 day plans and you’ll overwhelm your new hires. But if you skimp on important details, you’ll create blockers for them and headaches for yourself.

Make sure your 30-60-90 day plans include all the information they need starting with these six sections:

Set the Scene

Your 30-60-90 day plans should include everything your new teammates need to navigate their first few months at your company. 

Set the scene with:

  • Lay your organizations objectives out. Provide an overview of your organization, its vision, and its culture. Only 40% of the average company’s employees know what its goals are.
  • A breakdown of the tech stack they’ll be using alongside walkthroughs of how to use each tool.
  • A description of the roles of responsibilities of their teammates, including information like their time zone, working hours, and contact information.

Provide Vital Information

Include all the important links your new hire will need, including:

  • The company knowledge base and internal wiki, which should house all the information they need to do their jobs.
  • Specific links to the documents and SOPs they’ll regularly need in their role to help point them in the right direction during their first weeks at the company.
  • Any additional reading that could help them, such as plans for projects they’ll be involved in or product feedback data.

The First 30 Days: Getting Up to Speed

An employee’s first month at your organization is all about laying strong foundations for them to build on. So, don’t expect them to be leading meetings and spearheading projects.

Instead, organize their schedule around:

  • Adapting to your company’s culture and way of working.
  • Meeting all their teammates.
  • Getting up to speed with the projects they’re involved in.
  • Asking lots of questions.
  • Delivering their first pieces of work.

The goals in this section of their 30-60-90 day plan should focus on soaking up knowledge rather than making an impact and executing projects.

The First 60 Days: Start Contributing to the Team

During their second month at your company, a new hire should have a lay of the land and be expected to start contributing more to the team.

Their objectives should reflect that by revolving around:

  • Delivering near the same amount of work as their teammates.
  • Contributing to meetings rather than just soaking up information.
  • Sharing their own ideas about things could be done in your company.

The goals in the second part of an employee’s 30-60-90 day plan should shift to a focus on delivering results with KPIs attached to them.

The First 90 Days: Owning Their Role

During the last month of a new hire’s 30-60-90 day plan, encourage them to make their role their own and become a fully contributing member of the team.

You might expect them to:

  • Get fully up to speed with their role and comfortable with their responsibilities.
  • Start taking the initiative and being more proactive.
  • Take the lead on their first project.
  • Create and document a new process.

The goals in this final section of their 30-60-90 day plan should focus on delivering real results that help move your organization further toward its goals.

4 Tips for Writing an Effective 30-60-90 Day Plan

Now you know what a good 30-60-90 day plan should include, it’s time to take a closer look at how you can make sure yours are as effective as possible at getting your employees on track during their first three months at your company.

Here are simple tips to make sure your 30-60-90 day plans do just that:

Involve Your People in Their Goals

Your employees are a lot more likely to take pride in their work and put their all into it if they have a say in what goals they’re working towards. 

After a new hire’s first 30 days at your company, involve them in setting the strategy they’re following rather than just delegated tasks from on-high to make sure they’re fully bought into their work.

Start with the Big Picture

Everything in a new employees’ 30-60-90 day plan should ultimately help make progress on the company’s mission – no matter how far removed some of the tasks in it might be from that end goal.

Start with the big picture and work backwards to make sure every new hire is making as big an impact on your organization as possible.

Set Stretch Goals

Make the goals and objectives in your 30-60-90 day plans too hard and you’ll knock the wind out of even the most confident new hire’s sails. Set the bar too low and productivity will take a hit – and the top talent will become bored and might start wondering if they’ve made a mistake joining your company. 

The secret to a successful employee onboarding is setting stretch goals – objectives that are achievable, but challenging. Goals they need to stretch themselves to hit.

Setting ambitious targets for your people and then giving them all the support they need to achieve them is the key to a productive and engaged workforce.

Be Flexible

Ninety days can be a long time in business. Projects get delayed. Complications come up. Opportunities arise. 

Regularly review an employee’s 30-60-90 day plan with them during your one-on-ones, and be sure to adjust it – or edit it out as soon as it becomes apparent it’s not relevant anymore.

What’s more important than strictly following the plan you’ve laid out is that your employee always knows what’s expected of them at any given moment – and what “success” looks like in their role. That’s what’s going to boost retention and engagement the most.

What Else You Can do to Make Your New Hires Hit the Ground Running

A 30-60-90 day plan is a great way to make sure your new hires settle in quickly. But it isn't the only tool in the onboarding toolbox.

Make use of the following too:

  • New hire surveys, to get a clear idea of how your new employees’ work and what’s important to them.
  • Icebreaker questions, to help your new hires to feel like part of the team and get to know their colleagues at a faster rate.
  • Daily recap, company news feed, group and project feeds, and weekly status updates, to help get new teammates up to speed with what’s going on in your organization and with the projects they’re working on.
  • An internal wiki and knowledge base, to arm new employees with all the information they need to do their jobs.
  • A Get Help flow, to encourage new starters to ask any questions they need answering during their first ninety days at your company.

The Final Word

Follow the simple process we’ve outlined here to quickly create simple 30-60-90 day plans that will help your new hires find their feet in your company and own their role.

Browse our Free Employee Recognition Guide

Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.

Explore Guide

Frequently Asked Questions

Is Assembly SOC 2 compliant?

Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.

What's the ROI for employee recognition?

There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.

Does Assembly offer longer-term contracts?

Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.

The minimum agreement term is a 12-month subscription.

Does Assembly offer onboarding support?

We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.

Is there a free version of Assembly?

Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.

All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.

How much do rewards cost?

At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.

The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.

Does Assembly offer discounts?

We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.

For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.

How do I cancel my plan if needed?

If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.

If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.

What customizations are available?

Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!

Who can give or receive recognition?

While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.

What integrations are available?

Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.  

Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.

What's your average adoption rate?

That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.

Must rewards be set up to use Assembly?

They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.

Are points required to use Assembly?

No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.

Could find the answer you are looking for?

Please schedule time with an expert and we will help you to get all your questions answered