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Day: 14 June 2024

30-60-90 day plan for new joiners

It is widely accepted that the initial 90 days at a new company can undoubtedly be daunting for anyone. It’s a period characterized by learning curves, adaptation to new tools, understanding team dynamics, and aligning personal expectations with organizational realities. However, this challenge isn’t solely attributed to individuals or the onboarding process itself.

 

By offering comprehensive guidance and clear expectations to new hires, organizations empower people to embark on their journey with confidence and competence right from the outset. This proactive approach ensures that new team members are equipped to hit the ground running and contribute meaningfully to the organization’s objectives from day one.

A Roadmap to New Hire Success

A well-designed 30-60-90 day plan serves as a structured framework for onboarding new employees, delineating goals and activities over distinct 30-day, 60-day, and 90-day intervals.

 

In this article, we’ll go through the process of creating such plans, ensuring that new hires are seamlessly integrated into the organization and provided with the necessary support and context at each stage of their onboarding journey.

What is a 30-60-90 days Plan?

A 30-60-90 day plan serves as a comprehensive roadmap outlining the trajectory of a new hire’s initial three months within your team. It precisely delineates the objectives and milestones your new employee is expected to achieve, spanning from their inaugural week to the culmination of their third month. The primary aim of this plan is to furnish team members with a structured blueprint for acclimating to their new role and accomplishing their learning objectives. By providing clear guidance, the plan facilitates the seamless integration of every new hire into the company, ensuring they grasp the intricacies of their position.

Key Milestones in a 30-60-90 Day Plan

1–30 days: During the initial month, the focus is on immersive training tailored to the requirements of the new role. This period entails acquainting the new hire with company policies, product offerings, team dynamics, and job responsibilities.

31–60 days: The subsequent month offers an opportunity for the new employee to apply their acquired knowledge by undertaking new tasks. While mistakes are expected as they familiarize themselves with procedures, this phase is pivotal for consolidating learning.

61–90 days: In the third month, the new hire transitions towards mastery of their role, demonstrating proficiency in meeting job expectations and embarking on the pursuit of long-term performance objectives.

30-60-90

A visual representation of a 30-60-90 day plan can provide clarity and serve as a reference point for both the new hire and their supervisor. While certain components of the plan, such as company policies and resources, may remain consistent across all new hires, it’s imperative to customize sections to align with each individual’s specific role and responsibilities.

Key Components of an Effective 30-60-90 Day Plan

Breakdown of Goals: A successful 30-60-90 day plan involves breaking down overarching objectives into smaller, actionable milestones. This approach enables new hires to focus on manageable tasks while steadily progressing towards larger goals.

 

Structured Timeline: The plan should delineate specific objectives to be accomplished at the 30, 60, and 90-day intervals. This structured timeline provides clarity and direction, guiding new employees through their initial phases of onboarding.

 

Balanced Challenge: Goals outlined in the plan should strike a balance between being attainable and challenging. Setting realistic yet ambitious targets encourages new hires to push their boundaries and strive for continuous improvement.

 

Engagement and Ownership: Encourage active participation from new employees by involving them in the creation or refinement of their 30-60-90 day plan. This collaborative approach fosters a sense of ownership and commitment, enhancing their motivation to succeed.


Alignment with Company Mission: Ensure that the objectives outlined in the plan align with the broader mission and objectives of the organization. By contextualizing their role within the company’s overarching goals, new hires gain a deeper understanding of their contribution and purpose within the organization.

Benefits of Implementing a 30-60-90 Day Plan

Introducing a structured 30-60-90 day plan into your onboarding process offers numerous advantages, enhancing the experience of new hires and fostering their success within the organization. Here are some key benefits:

Establish Clear Goals and Expectations

The plan enables you to articulate specific objectives and milestones for the first three months of employment, providing new hires with a roadmap for success from day one.

Gradual Onboarding Process

By spacing out training sessions and introductions over the 90-day period, you prevent overwhelming new team members and facilitate a smoother transition into their roles.

Gradual Onboarding Process

By spacing out training sessions and introductions over the 90-day period, you prevent overwhelming new team members and facilitate a smoother transition into their roles.

Reinforce Company Values

It offers opportunities to communicate and reinforce core company values, fostering alignment and a sense of belonging among new hires from the outset.

Foster Trust Through Feedback

Regular feedback sessions throughout the onboarding process build trust and rapport between managers and new employees, encouraging open communication and continuous improvement.

 

Additionally, implementing a proactive 30-60-90 day plan can enhance your hiring and interview processes. Candidates are often eager to understand what their initial months on the job will entail. Having a well-defined plan in place allows hiring managers and recruiters to provide concrete details during job interviews, showcasing the organization’s commitment to structured onboarding and employee development.

Incorporating SMART Goals into Your 30-60-90 Day Plan

To optimize the effectiveness of your 30-60-90 day plan, integrate SMART goals. Ensure that your objectives are:

 

Specific: Define clear and precise objectives for each 30, 60, and 90-day milestone. Instead of vague aspirations like ‘improve project efficiency,’ specify goals such as ‘reduce project timelines by 10%.’

 

Measurable: Include quantifiable metrics to gauge progress, such as project completion time, cost savings, or customer satisfaction scores. Measurable criteria provide tangible benchmarks for assessing achievements.

 

Achievable: Set goals that are both challenging and attainable. While aiming for a 50% reduction in project timelines within 30 days may be overly ambitious, a 10% reduction could be a more realistic target.

 

Relevant: Ensure that your goals are aligned with the overarching objectives of the company and the specific project. Each objective should contribute directly to the success of the organization’s mission.

 

Time-bound: Establish clear deadlines for accomplishing each goal to maintain focus and accountability. Setting time-bound targets enables you to track progress systematically and adjust strategies as needed.

 

By adhering to the principles of SMART goal-setting, your 30-60-90 day plan becomes a strategic roadmap for success, guiding you towards measurable outcomes and tangible achievements.

Ensure New Hires Thrive with KiteSuite's 30-60-90 Day Plan

The 30-60-90 day plan is a cornerstone of successful onboarding strategies, providing hiring leaders with a roadmap to seamlessly integrate new team members, conduct periodic performance evaluations, and outline expectations for the crucial first months of employment and beyond.

 

Yet, crafting this plan effectively is paramount to setting new employees up for success from the start.

 

With KiteSuite, empower new hires to embrace change, work efficiently well beyond the initial 90 days, and assess their progress with a thoughtful and comprehensive 30-60-90 day plan. Sign up now for free to optimize your onboarding process and maximize the potential of your new talent!

Streamline Onboarding with KiteSuite

  1. Define the Company Mission
    Start by outlining the company’s mission and goals. This sets the foundation for the new employee’s role within the organization.

  2. Establish 30-Day Objectives
    Identify what you want the new hire to accomplish in the first month. Focus on three to five key goals with measurable metrics for each.

  3. Develop Goals for 60 and 90 Days
    Extend the plan to cover the next two months with clear objectives. Maintain consistency in goal-setting and measurement criteria.

  4. Provide Necessary Resources
    Ensure the new employee has access to essential resources, including key contacts, training materials, internal tools, and external resources.

  5. Monitor Progress
    Regularly assess the new hire’s progress against the outlined goals. Address any challenges and ensure alignment with company objectives.

 

By following these steps, you can create a comprehensive and effective 30-60-90-day plan that sets new employees up for success.

Discover the Effortless Onboarding Solution with KiteSuite's 30-60-90 Day Template

Streamline your onboarding process and set new hires up for success with just one click using KiteSuite’s intuitive 30-60-90 Day Template:

 

Key Features:

 

Personalized Objectives: Map out tailored objectives and business goals for each new hire to ensure a smooth transition into their role.

 

Task Management: Stay organized by assigning and tracking onboarding tasks, behaviors, skills, and competencies with ease.

 

Quick Integration: Get new employees up to speed quickly by documenting progress and tracking action items from day one.

Unlock the Potential of Time Management and Employee Retention

Enhance your time management and boost employee retention by leveraging the power of 30-60-90 day plans:

 

Time Management Tips

 

Prioritize Tasks: Utilize color-coded flags to indicate task priority, ensuring new employees focus on the most important objectives first.


Reflect and Strategize: Incorporate self-reflection time and strategic development goals into the plan to promote continuous improvement.


Foster Learning: Allocate time for professional development initiatives and ongoing learning opportunities to support employee growth.

Take Control of Time with KiteSuite Calendar View

Never miss a beat with KiteSuite’s Calendar View, seamlessly synced with Google Calendar for easy task management and scheduling. Connect KiteSuite to Google Calendar for streamlined task management and scheduling.

 

Drive Employee Retention with Engagement Strategies. Create a positive onboarding experience and promote employee engagement with these retention-focused strategies:

 

Employee Feedback: Gather valuable insights by surveying new hires after 30 days to demonstrate their voices matter and foster a sense of belonging.

 

On-Demand Content: Provide on-demand resources highlighting company culture, values, and mission to strengthen employee connections and loyalty

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Clarity and Collaboration: Collaborate with new employees to develop clear, action-oriented plans for their first 90 days, setting the stage for a fulfilling work experience.

Supercharge Your Recruitment Process with Smart Hiring Practices

Optimize your recruitment efforts and gain valuable insights into candidate suitability with 30-60-90 day plans:

Goal Alignment Assessment: Evaluate candidates’ understanding of the role and alignment with organizational objectives by discussing their proposed goals for the first 30, 60, and 90 days.

Adaptability Evaluation: Assess candidates’ adaptability by exploring their approach to pivoting strategies based on role requirements and challenges.

Resourcefulness Inquiry: Gauge candidates’ resourcefulness by discussing how they plan to leverage available resources to achieve their goals effectively.

Problem-Solving Assessment: Present hypothetical scenarios and challenges to evaluate candidates’ problem-solving skills and readiness to overcome obstacles in the first 90 days.

Proximity Bias at the Workplace

A belief that remote workers are less productive than those who present in office has led to significant “visibility” concerns. A recent survey revealed that 42% of managers occasionally overlook remote employees when assigning tasks, highlighting the persistent issue of proximity bias. Nevertheless, the true leadership accepts and mitigates proximity bias, to make sure equal opportunities are provided to all team members.

There are times where we all have experienced some form of unconscious bias whether it is in school, home, or workplace, proximity bias is related to this.

Definition of Proximity Bias

The recent shift to remote and hybrid work has highlighted a “visibility” concern for many employees. Proximity bias refers to the tendency of people in positions of power to favor workers who are physically closer to them. This bias stems from the outdated belief that remote workers are less productive than those in the office.

This concern is supported by data. Last year, the Society for Human Resource Management (SHRM) surveyed over 800 supervisors and found that 67% believed remote workers were more replaceable than on-site workers. Additionally, 42% admitted they sometimes forget about remote workers when assigning tasks. This may explain why remote workers are promoted less often than their peers, despite being 15% more productive on average.

These findings are troubling for several reasons, one of which is that prejudice against remote workers exacerbates other workplace inequities. Underrepresented groups have a stronger preference for hybrid and remote work. One survey revealed that 21% of white knowledge workers want to return to full-time, on-site work, compared to just 3% of Black knowledge workers. Professionals from marginalized communities often face discrimination and microaggressions in the office. Remote work reduces the likelihood of encountering these prejudices and the pressure to constantly code-switch. For many BIPOC workers, permanent remote work significantly improves mental health.

When proximity bias combines with unconscious bias, it creates a toxic environment that can seriously damage organizational culture and undermine DEI efforts. If you’re a manager leading a remote team — whether you’re new to the role or experienced — how can you avoid proximity bias?

Understanding Proximity Bias

Our brains often take shortcuts, relying on familiarity to breed trust and comfort. Consequently, individuals who are physically closer receive more opportunities, promotions, and positive attention compared to those working remotely.

For instance, remote workers might find themselves overlooked for promotions or exciting projects simply because they are less visible. This lack of visibility can lead to feelings of undervaluation, stifling productivity and innovation among remote team members.

Consider a scenario where a manager consistently assigns challenging tasks to employees they frequently interact with in the office, neglecting the capabilities of remote team members. This practice not only perpetuates proximity bias but also hampers diversity, equity, and inclusion efforts within the organization.

To mitigate proximity bias, organizations should implement inclusive practices that ensure all employees, regardless of their physical location, have equal access to opportunities, recognition, and resources. This approach fosters a more inclusive and equitable workplace culture where every team member feels valued and empowered to contribute their best work, irrespective of their proximity to the office.

Exploring Proximity Bias, Its Connection to Attribution Psychology and Cognitive Bias

Attribution psychology

In attribution psychology, individuals tend to attribute the success of those physically close to them to internal factors, such as intelligence or competence, while attributing their failures to external factors, such as luck or circumstances. Attribution theory elucidates the mechanisms behind how we rationalize both our own and others actions.

Cognitive biases

These are like mental shortcuts that can sometimes lead to flawed reasoning or irrational judgments. They act as subtle distortions in our thinking processes, akin to optical illusions for the mind. In the context of proximity bias, our brains tend to associate familiarity with positivity, potentially granting undue advantages to individuals we encounter more frequently.

Varieties of Proximity Bias: Real Life Examples and Workplace Dynamics

Understanding the different facets of proximity bias is pivotal for fostering a fair and inclusive workplace environment. Here are several types of proximity bias, accompanied by real-world examples, shedding light on the significance of considering the experiences of both remote and in-office employees:

1. Physical Location Bias: This common bias emerges when managers exhibit a preference for employees working in the same physical location. For instance, a manager might be more

familiar with the team present in the main office, inadvertently overlooking the contributions of remote workers.

Example: Despite possessing expertise, the remote team consistently misses out on high-profile projects, with assignments predominantly handed to the main office team.

2. Office Layout Bias: Bias influenced by office layout arises when individuals situated closer to decision-makers or central workspaces enjoy more opportunities for informal interactions. This proximity often leads to stronger relationships with influential figures within the organization.

Example: An employee located near the manager’s office receives frequent mentorship and career guidance, unintentionally creating an advantage over colleagues situated farther away.

3. Social Circle Bias: This bias manifests through social circles formed within the workplace. Colleagues who share similar interests and engage in after-work activities together tend to develop stronger bonds, potentially influencing decision-making processes in favor of those within these social circles.

Example: A manager may unintentionally favor team members who regularly attend after-work events, inadvertently excluding others from critical discussions and decisions.

4. Meeting Presence Bias: The bias towards individuals physically present in meetings is another prevalent form of proximity bias. Participants in the room often receive more attention and recognition compared to remote attendees, who may struggle to actively contribute or gain visibility.

Example: Team members attending strategy meetings in person receive immediate feedback and acknowledgment, while remote participants find it challenging to make their voices heard, impacting their visibility within the team.

5. Commuting Bias: In workplaces where commuting plays a role, biases may arise based on the proximity of employees’ residences to the office. Individuals living closer may be perceived as more committed or dedicated, inadvertently influencing decisions related to promotions or special assignments.

Example: An employee residing nearby is consistently chosen for last-minute tasks under the assumption that their proximity makes such requests more convenient.

Recognizing and addressing these types of biases is essential for fostering inclusivity within hybrid teams. By acknowledging how biases shape decision-making processes, organizations can actively strive towards creating environments where opportunities are distributed equitably, regardless of physical proximity.

Preventing Proximity Bias at the Workplace: Tools and Strategies for Remote and Hybrid Teams

To mitigate proximity bias in the workplace, especially in remote or hybrid team settings, employing targeted tools and strategies is essential. Leveraging Tools for Seamless Communication and EngagementIn today’s distributed workforce, the adoption of collaboration tools is paramount for maintaining productivity and cohesion across teams.

Here’s why integrating such tools is essential:

1. Instant Updates: Utilize project management platforms like KiteSuite to ensure everyone stays informed with clear task assignments, deadlines, and a comprehensive record of progress. With these tools, decisions are documented and accessible to all team members, regardless of their physical location.

2. Real-time Communication: Implement KiteSuite Chat for instant messaging, quick discussions, and informal check-ins. This platform facilitates seamless communication to spontaneous office conversations, bridging the gap between in-office and remote employees. Through group chat, one-to-one chat, @mention, task assignments, and resource sharing, teams can collaborate effectively in real-time.

3. Engagement-Driven Video Conferencing: Elevate traditional video conferencing by incorporating engagement boosters. Leverage collaborative features such as KiteSuite Whiteboards and shared documents to foster active participation and teamwork during meetings. These tools enable participants to brainstorm ideas, annotate documents, and track collective progress, transforming passive listening into interactive collaboration sessions.

Learning Technologies: inclusive Learning and Development Strategies

Ensuring equitable access to upskilling opportunities is imperative in today’s diverse workforce. By harnessing educational technology, organizations can overcome proximity bias within the workplace.

1. Learning Management Systems (LMS): Platforms such as Coursera or Udemy offer a plethora of courses, certifications, and skill development resources accessible to employees regardless of their geographical location.
Employees can access these platforms remotely, allowing them to pursue professional development at their own pace and convenience.

2.Mentorship Platforms: Innovative tools facilitate mentor-mentee connections irrespective of physical proximity, eliminating the geographical constraints of traditional mentorship programs.

Through virtual mentorship platforms, employees can receive guidance, support, and valuable insights from mentors located anywhere in the world.

3. Microlearning Opportunities: Bite-sized learning modules, including short videos, articles, and interactive exercises, cater to the needs of remote workers by providing easily digestible and accessible learning content.
These microlearning resources empower employees to acquire knowledge and skills incrementally, fitting seamlessly into their busy schedules.

4. Webinars and Virtual Workshops: Live webinars and virtual workshops offer immersive learning experiences delivered directly to employees’ screens.

With the option to access recorded sessions afterward, employees can participate in real-time or catch up on missed sessions at their convenience, regardless of their location.

By embracing educational technology and implementing inclusive learning and development strategies, organizations can ensure that all employees, irrespective of their physical presence in the office, have equal opportunities for growth and advancement.

Combatting Proximity Bias with KiteSuite

Proximity bias often infiltrates our workplaces unnoticed. Yet, with heightened awareness and strategic actions, coupled with the integration of tools like KiteSuite, it’s possible to cultivate an environment where every team member feels acknowledged and empowered to succeed.

It’s crucial to acknowledge that fostering inclusivity is an ongoing journey rather than a quick fix. Therefore, perseverance, openness, and the selection of a tool that prioritizes transparency are key.
Remember, by actively addressing proximity bias and leveraging the right resources, you pave the way for a more equitable and supportive workplace culture.
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