Planning 30/60/90: Learn how to integrate new employees into your business

Planning 30/60/90: Learn how to integrate new employees into your business

The first few days within a company can be intimidating for anyone and this is usually no one’s fault, not even the company’s integration program. In those early days, there are many things new members need to learn, such as using different tools, understanding team norms, and adjusting their own expectations. However, when you guide your new employees and clarify their expectations, they are able to start this new journey on the right foot.

Onboarding with Wikimee#

With the Wikimee Platform feeds, the onboarding process becomes much more efficient and intuitive. Through a user-friendly interface, the new employee quickly becomes familiar with the history of clients, projects, campaigns, and ongoing initiatives. It can access detailed information about each client, understand the objectives and results of past projects, as well as track current campaigns.

In addition, the platform allows him to clearly see the role of each team member and where he fits within the company’s processes. This not only facilitates the integration of the new employee, but also promotes a better understanding of organizational culture and workflows. With Wikimee, the time taken for the new employee to reach their maximum productivity is reduced, as they have all the information necessary to learn about the company’s activities.

The ability to access updated data in real time and in an organized manner makes the new employee feel more confident and prepared to contribute effectively from day one. The Wikimee Platform also offers collaborative tools that encourage communication and teamwork, making the onboarding experience not only faster but also more enjoyable and boosting engagement. Thus, the company as a whole benefits from a more harmonious and productive integration.

The 30/60/90-day planning is an integration manual for your new employees. This action plan will help the member set attainable goals and fulfill essential requirements while getting used to the new role.

Do you want to know how to integrate new employees into your business with a 30/60/90-day planning? Read on and learn more!

What is 30/60/90 day planning?#

The 30/60/90-day planning is a structured methodology to achieve specific objectives in a 90-day period, dividing it into three phases of 30 days each. This approach is widely used in business environments, particularly when a new employee is hired, a collaborator is promoted, or a significant project is being initiated. Each phase has a distinct focus, helping to ensure that the individual or team is progressing in an organized and effective manner.

30-day phase: Integration and learning#

objectives

• Familiarize yourself with organizational culture, internal processes, and tools.
• Get to know team members and stakeholders.
• Understand the expectations of the position and the company’s objectives.

Activities

• Attend training and integration meetings.
• Observe and document current practices and procedures.
• Establish regular communication with the supervisor or mentor.

60-day phase: Application and contribution#

objectives

• Begin to apply the knowledge acquired to daily tasks.
• Actively contribute to team projects and activities.
• Identify opportunities for improvement and propose solutions.

Activities

• Assume specific and measurable responsibilities.
• Collaborate with colleagues on joint projects.
• Seek ongoing feedback and adjust approaches as needed.

90-day phase: Optimization and leadership#

objectives

• Demonstrate tangible results and significant contributions.
• Implement improvements and strategies for process optimization.
• Exercise a leadership role, when applicable, and positively influence the team.

Activities

• Present progress reports and results achieved.
• Lead higher-impact initiatives and projects.
• Mentor new members or share knowledge gained.

What should I expect from new employees in the first 90 days?#

In the first 90 days of a new employee, you can expect several things that are essential for successful integration and for establishing a solid foundation of performance and contribution. Learn the main points:

Learning and adaptation#

During the first 30 days, the new employee is expected to be focused on absorbing information about the company, its culture, policies, procedures, and also about the people with whom they will work. They must be joining the team and becoming familiar with the expectations of their new role.

Initial contribution#

Between the 31st and the 60th day, you can expect the collaborator to start applying the knowledge acquired. They must begin to assume more specific responsibilities and to contribute more directly to projects and tasks. This period is very important to begin to demonstrate competence and to make adjustments according to the feedback received.

Consolidation and results#

Already in the last 30 days, the focus must be on optimizing and delivering concrete results. The employee must be increasingly comfortable with their responsibilities, showing not only technical competence, but also the ability to solve problems and to positively influence their team and their projects.

In addition to these key points, you can expect new employees to demonstrate initiative, willingness to learn and adapt, and a positive attitude towards the challenges that arise. Therefore, it is important to provide constructive feedback throughout this period to aid in the continued development and effective integration of the new team member.

How do I create a 30/60/90-day schedule?#

Start by asking questions#

When hiring a new employee, start planning with an overview of the organization’s overall picture and analysis of how the new hire fits the puzzle. Remember to ask yourself everything you can about the job functions, the onboarding process, and the team. To start brainstorming you can use questions such as:

• What need do you expect the person to fulfill?
• What does the employee need to know to be successful?
• What will be the daily responsibilities of this new employee?
• How will the new collaborator participate in the development of projects?

One of the final objectives of the 30/60/90-day planning is for the new employee to have a clear idea of what the first three months of work will be like. By answering the questions above, you can prepare the ground for your employee to succeed and develop the skills necessary for the role.

Then set realistic expectations#

Remember that this plan is not a daily to-do list for the new employee to fulfill. In reality, your goal is to present an overview of the organization so that the employee understands where they fit in.

Also, when creating the 30/60/90-day plan, don’t forget that there is a limit to the amount of information that the new team member can learn in the first few months of work. So, even if you have urgent needs that need to be addressed, avoid burdening you with too many obligations.

To prevent this from happening, think of a reasonable workload and reduce it during the first 30 days, at a minimum. This is because, it is expected that there will be a learning curve. If you notice that the new collaborator is assimilating quickly, you can assign more work as needed.

Create SMART goals#

According to a 2014 study conducted by BambooHR, companies lose, on average, one-sixth of their new employees per month during the first three months. In addition, when new hires receive SMART goals as soon as they arrive on the team, they can work to achieve the objectives, which ultimately increases the employee retention rate.

The specific goal of the new employees will depend on the role and hierarchy they will play in the company. Remember that the focus for the first 90 days of the new hire must, in fact, be on helping them to adjust to the new role. Even so, it is important to add measurable goals to the collaborator’s action plan, since that way they will have a project to work on and will not feel that they are just in the shadow of their colleagues.

Assign a mentor to this plan#

The 30/60/90-day planning is not a document that must be handed over to the new employee, allowing them to fulfill their obligations on their own. In reality, planning should serve as a reference while the new collaborator helps you and other teammates complete tasks.

Therefore, during the preparation of the plan, choose a mentor to accompany the new member and offer them the necessary guidance. Remember that this will be the first person the new hire will turn to in the first few weeks in case of doubts. Good mentors are able to guide colleagues so they don’t feel overwhelmed in the new work environment.

It is very important that you choose a mentor who is not, at the same time, the manager of the new employee. That way, the new collaborator will have someone to answer questions about synergy and team norms. This is because, in the role of manager, you will be able to dedicate yourself to broader issues, such as long-term goals and good practices for collaboration between the team.

Finally, establish regular contacts#

When creating this plan, it’s essential that you remember to remain flexible. Even if your plan outlines exactly what you expect from the new hire, there’s no guarantee that the first 90 days will go according to expectations.

The essential components of 30/60/90 day planning#

The content of this plan must be unique to your new collaborator, but the general structure must always follow a pattern. Learn what the essential components are:

The company’s mission#

State what your company’s mission is right at the beginning of the document. That way, the new employee will have an idea of the ideals that permeate the company.

Define orientation points#

Here you must present information about the organizational culture and detail the company’s core values. In addition, you can even include instructions.

Introduce the team#

Add photos and descriptions of the people who will be working closest to the new employee. This will help you learn the names and roles of teammates.

Create an itinerary for the first day#

This should be the only section of the plan that details the new employee’s schedule. In other words, the itinerary may change, but try to make it as clear as possible to the new hire what you expect to do on the first day of work, providing access information or instructions on how to configure the e-mail, for example.

Define priorities#

Provide an overview of the responsibilities of the position and the needs that the new hire must meet.

Define SMART goals#

SMART planning goals must be measurable and associated with the position of the new employee so that they can achieve them over the first 90 days.

Make a list of resources#

Create a list with links to the company manual, job description, team directory, etc. Include any resources that may be useful to the employee’s journey in the new position and company.

Improve the process of integrating your new collaborators with Wikimee#

Wikimee can be an essential ally in this process. With its intuitive and feature-rich platform, Wikimee makes it easy to create customized integration plans, monitor progress, and provide continuous feedback. In addition, Wikimee allows effective collaboration and communication between new collaborators and their teams, ensuring that everyone is aligned and that the integration process is transparent and efficient. This not only improves the new employee’s experience, but also accelerates their productivity, benefiting the business as a whole.

Improve the process of integrating your new collaborators with Wikimee! The Wikimee platform offers an efficient and intuitive solution for integrating new employees, making it easier for them to adapt to your company’s culture and procedures.

With Wikimee, you can create a structured, automated, and personalized onboarding process, ensuring that your new collaborators feel welcome and prepared from day one.

In addition, Wikimee provides follow-up and feedback tools, allowing you to monitor the progress and satisfaction of new team members. This results in faster and more effective integration, increasing productivity and reducing the turnover rate. Don’t miss the opportunity to optimize onboarding in your company.

Schedule a free Wikimee demo and see how we can transform the integration of your new collaborators!