0 Comment
Customer Reviews
Adapting to new people, processes, and teams takes time. Not everyone can get accustomed quickly and make a great impression when they join a new workplace. However, there are ways to work around this, and adapt. An excellent method to achieve is the 30-60-90-day plan. These plans help enterprises add an element of professionalism to their onboarding processes, as these cover everything from the start of the interview to the in-job training phase.
Creating these templates for onboarding, however, is not a cakewalk, and is a major pain point for organizations. There is the tedium of designing these from scratch, an extremely-time consuming process.
Slide Team has designed content-ready templates that organizations and HR professionals can use to develop solid onboarding processes.
Each of these templates is 100% editable and customizable. You get both structure and flexibility.
Let’s explore!
Template 1 - 30 60 90-Day Onboarding Goals Plan
You can achieve four significant goals with the 30-60-90-day onboarding goals plan PPT Template. These include priorities, performance, learning, and personal goals. Set aside the first 30 days to learn about the organization's culture, products, and business. In 60 days, aligning with the company’s values and vision within 60 days has to be priority.
HR and onboarding professionals can reserve the last 30 days for assigning long-term goals, where new employees practice and execute leadership and allied skills. During the learning phase, newbies can learn more about their duties, internal procedures, and what their managers expect from them. Employees must also achieve their targets as part of their performance objectives. Use this presentation template to depict how new employees gradually move onto signing up for relevant webinars and conferences within 90 days. Get this template today!
Template 2 - Sales Onboarding 30 60 90-Day Checklist
The 30-60-90-day checklist for sales onboarding that you have here lays out the goals that new sales employees must achieve within 30, 60, and 90 days. These include learning, action, and personal goals. In learning goals, employees study company goals and values. They would also learn the USP and other relevant information about the products and services. Besides this, new employees would go through market trends and analyze competition within 30 days. Use this presentation template to document how within 60 days, new sales employees would learn about customer relationship management, sales cycle, and pricing and discounts. Newly onboarded sales employees must learn about the company and the business and translate those ideas into actions. So, their action goals for 30 days may include preparing sales plans, reading materials and potential and current client lists, getting involved in mock sales drills, researching client profiles, and attending meetings. Within 60 days, sales professionals must be able to evaluate client satisfaction, write, and analyze sales pitches, recognize potential clients, and conduct meetings. In 90 days, new sales employees must be able to create personal sales strategies that help meet targets, close sales deals and develop sound relations with clients, and guide sales meetings. The sales onboarding 30-60-90-day checklist template also includes personal goals for new employees to achieve. In 30 days, employees must introduce themselves to their team members and conduct meetings. Getting feedback from managers between the 30-60-day period is also essential. Within 90 days of onboarding, new sales employees must incorporate input from managers and clients and connect with former or retired sales representatives to improve performance.Â
Template 3 - Schedule A 30-Day 60 Day And 90 Day Performance New Hire Onboarding and Orientation Plan
This PPT Template for new hire onboarding and orientation gives you vital information required for chalking out a performance review plan for new employees. The template comes with a review date, description, and reviewer. In the date column, you can mention 30-, 60-, or 90 days; in the description column, you can state activities and goals. You can name the reviewer as well. That is, whether it was the supervisor, or an HR representative that reviewed the new employees. The template helps HR professionals and supervisors review new employees’ performance and identify improvement areas, establish clear goals and expectations, address employee concerns, and provide feedback. In 30 days, managers and HR professionals can review performance, and set targets for the next set of 30 days. Review of the new employee progress happens next, with HR representatives and managers discussing long-term developmental goals and opportunities. Likewise, in 90 days, the overall performance of new employees is reviewed, and potential career development opportunities discussed.
Template 4 – 30-60-90 Day Plan for effective employee onboarding
The 30-60-and 90-day effective employee onboarding plan is a template that helps you design onboarding goals and initiatives for new employees. With this slide, you can build a strategy and help new employees achieve their goals. For instance, 30-day goals could include a company orientation and familiarity with the tools and technologies. The company could urge new employees to undertake initiatives to demonstrate their potential. These could be building upon their knowledge of multiple products and services and getting hands-on experience across tools and technologies that the organization uses for making these products. The 60-day goal highlighted in the slide is to know your team better and handling operational tasks. In 90 days, new employees can finish projects and create monthly webinars and calendar plans.
Get the Most Out of your Onboarding Plans
Helping new employees get through the onboarding process is crucial to the success of an organization. However, it needs careful planning and execution, where HR managers will answer questions like whether the candidates hired are a good fit for the organization, whether they can achieve their goals, and questions about their career growth. It makes sense to build a 30- 60- and 90-day onboarding plan as it acts as a framework for the process. These plans combine big ideas with specific goals for the new employees to achieve within the stipulated timeframe. It is only then that the organization will be able to drive success.
FAQs on 30-60-90-Day Onboarding
What is a 30-60-90-day onboarding plan?
A 30-60-90-day onboarding plan is a strategy that outlines what a company expects new employees to do within 90 days of joining. The plan helps establish and communicate the training requirements, company culture, and the goals that new employees must achieve within 90 days. These plans make it easier for new employees to transition smoothly into the organization as it lays down their goals and a plan to achieve them.
How do you create a 30-60-90-day plan for employees?
A 30-60-90-day employee onboarding plan must be comprehensive, but not complicated. The plan outlines the responsibilities of new employees and the goals they must achieve within the first 90 days of joining the organization. 30-60-90-day plans differ depending on the employee category and requirement. However, in general, these elements go into such programs.
- Clear statement of the company's mission.
- Create goals for new employees to achieve in the first 30 days.
- Create similar goals to achieve within the 60- and 90-days of onboarding.
- Provide new employees with enough resources to achieve their goals.
- Evaluate their progress.
What is a 30-60-90-day plan for HR?
A 30-60-90-day plan works for all new employees, including HR professionals, although the specific goals and tasks may vary. However, as an HR manager, you must focus on building relationships, understanding the company's culture, and identifying the areas of improvement, within 90 days of joining the organization.
The first 30 days go for learning about the organization and its people and culture. Similarly, in 60 days, HR professionals must use their skills and experience to contribute to the organization with their suggestions.
HR managers usually establish themselves within 90 days of joining an organization on the strength of their contribution.
