Employee Onboarding: A 30-60-90 Day Plan

チーム運営・人事

Employee Onboarding: A 30-60-90 Day Plan

For the hiring manager and the mentor, opened about a week before the new hire starts and kept open for the first three months. The whiteboard holds the goal you agree on up front, a day-by-day map of week one, a 30-60-90 grid across knowledge, people, and results, and the questions to ask at each check-in. The task board runs from not started through to done, and starts with five parent tasks - pre-boarding, week one, day 30, day 60, and day 90 - each with its own subtasks.

0 いいね 0 コピー 作者: WeProcess
onboarding new hire 30-60-90 mentoring first 90 days
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1. The Goal and the Ground Rules (agr... 2. Week One, Day by Day 3. The 30-60-90 Plan (each period x w... 4. Who Does What on Our Side 5. What the New Hire Writes Down 6. Warning Signs 7. What to Ask at the 30, 60, and 90 ... 30-60-90 Day Onbo... How to use: 1. Fi... Goals & miles... Roles & agree... Warning signs Notes & learn... Goal at three monthsWrite it here in 1-2 sentences.e.g. runs the core routine work alone and knows who to ask when stuck. Who does what- Manager: weekly 1-on-1 and reviews- Mentor: the daily questions- Team: pair time and introductions Signs they're standing alone- Routine tasks finished solo: __- Teams they can approach: __- First deliverable: __ The usual failureThey got the information but not the names.In week one, say who to ask, by name. Day 1Welcome and setupCheck the laptop and accounts, meet the team, walk through the day together. Day 2The big pictureDraw how the business, the team, and their own work connect. Day 3Watch and learnSit in on a standup and a review. Say up front they don't have to speak. Day 4Hands on, smallGive them one half-day task and ask them to mark what the guide got wrong. Day 5Week one check-inAsk for three moments they got stuck, then set next week's topic and who to ask. Knowledge / what ... People / who to know Results / what to... Days 1-30 Can explain the product and the core terms.Reads the manual once and marks what isn't clear. One 1-on-1 with every teammate.15 minutes with the mentor daily so questions don't pile up. Finishes one routine task with the guide in hand.Reports at least one gap in that guide. Days 31-60 Can state the standards behind decisions.Traces three past calls and why they went that way. Has three named contacts in other teams.Joins one other team's regular meeting. Runs the routine work unaided.Proposes one small improvement and sees it through. Days 61-90 Can teach their own work to someone else.Updates one guide for the next new hire. Picks who to ask without help.The weekly 1-on-1 can drop to every other week. Owns one topic end to end.Writes their own goals for the next three months. Manager: weekly 1-on-1, 30/60/90 reviews Mentor: daily questions and how-to handover Team: create pair time, pull them in early HR: paperwork and training in one handover Any term they didn't know, same day Where the guide confused them, and the fix Moments they thought: I did that on my own The questions suddenly stop coming The same task takes twice as long as expected Nothing in particular, twice in a row at 1-on-1 Day 30What was hardest to make sense of?Where do you already know who to ask? Day 60Which work do you run on your own now?What still needs someone looking over it? Day 90What are you proudest of these three months?What do you want to be able to do next?
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タスクボードの内容

To Do 16件

Prepare for day one
Support week one
Hand over knowledge
Build connections
Review at 90 days
Set up accounts
Draft week one plan
Run intro meetings
Give the big picture
Week one check-in
Hand over how-tos
Assign a first task
Introduce key teams
Set up cross 1-on-1s
Review the results
Set the next goals

Preparing 0件

In Progress 0件

Checking In 0件

Done 0件