Free tool
30-60-90 Day Onboarding Plan
Give a new hire a clear first 90 days instead of leaving them to figure it out alone. Start from a plan for their role, get the prep done before day one, agree what success looks like at 30, 60, and 90 days, and put the check-ins on the calendar.
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Onboarding more than one person? ManageMeant keeps goals, development, and check-ins for your whole team in one place.
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Tips for a good first 90 days
- Do the prep before day one. Equipment, accounts, and a buddy should be ready when they walk in. Waiting days for access is the most common — and most avoidable — bad start.
- Keep week one about context. People, tools, and how the team works. Real output can wait a week or two.
- Set outcome goals, not activity lists. "Close first ticket independently" tells both of you what done looks like. For help making goals specific, use the SMART Goal Builder.
- Give them a buddy who isn't their manager. Someone they can ask the small questions without feeling judged.
- Hold the check-ins, even when it's going well. Day 7, 30, 60, and 90 are when small problems are still easy to fix. Ask what's unclear, what's missing, and what they'd change.
- Share the plan with them. Print the welcome handout or walk through it on day one so they know what's coming and who owns what.
Dates will move. That's fine — the plan is a shared guide, not a test. Update it together as you go.