The first 90 days are crucial when it comes to new hire's onboarding journey. At the time the new hire is taking on new responsibilities, discovering opportunities within their role, and learning to collaborate with the new team.  

New hires will appreciate the guidance and will be working towards the company-driven goals from day one. Here's how you can build your 30-60-90 day program.

Setup

Roles

Define who will be a part of the 30-60-90 day check ins process to assure smooth onboarding:

• Manager
• New Hire
• People Ops Manager

Before launching 30-60-90 day check ins

• Define goals of this program
• Create a 30-60-90 day questions template for Managers to reference

Checklist

On Start Date

Manager tasks

• Create a 30-60-90 day check ins plan for new hire
• Schedule 30, 60, and 90 day meeting in new hire's calendar

30-Days Check In

Manager tasks

• Review new hire's first 30 days at the company (discovery phase)
• Update goals for upcoming 60-day check in
• Collect personal and team feedback

New Hire tasks

• Keep goals completion updated
• Track feedback on onboarding experience throughout the first 30 days

60-Days Check In

Manager tasks

• Review new hire's first 60 days at the company
• Update goals for upcoming 90-day check in
• Collect personal and team feedback

New Hire tasks

• Keep goals completion updated
• Track feedback on onboarding experience throughout the first 60 days

90-Days Check In

Manager tasks

• Review the last 90 days at the company
• Discuss and set future role metrics and goals with new hire
• Schedule recurring goal review with new hire

People Operations tasks

• Collect process feedback from manager and new hire

What's next

To better streamline, automate, and have a source of truth for your 30-60-90 day process try running your onboarding with Gather. Use our 30-60-90 day check in workflow to get this process set up in minutes!

Every company has unique contexts to consider, but here's our list of questions for 30-60-90 day check-ins.