What should be included in a 30-60-90 day onboarding plan for new hires?

A 30-60-90 day onboarding plan divides the new hire's first three months into learning (days 1-30), contributing (days 31-60), and leading (days 61-90). Each phase should have specific goals, documented resources, and measurable milestones so both the employee and manager know exactly what success looks like at each stage.

What goes in each phase?

Phase	Focus	Goals	Resources
Days 1-30: Learn	Absorb context, read SOPs, shadow team	Complete all onboarding docs, shadow 5 workflows, pass tool access setup	Onboarding wiki, recorded SOPs, tool login guides
Days 31-60: Contribute	Perform tasks with decreasing support	Handle 80% of daily tasks independently, complete first project	SOPs for reference, weekly 1:1 with manager
Days 61-90: Lead	Own processes, suggest improvements	Fully independent, identify one process improvement, mentor next hire	Full SOP library, team knowledge base

What makes a 30-60-90 plan effective vs. useless?

Effective Plan	Useless Plan
Specific, measurable milestones	Vague goals like "learn the product"
Links to actual documentation and SOPs	No supporting resources
Weekly check-in schedule built in	No feedback mechanism
Role-specific tasks and projects	Generic corporate checklist
Manager and employee both own it	Sits in a folder untouched after day 1

The plan should link directly to every SOP, guide, and resource the new hire needs. Generate these guides with Glyde so each workflow the new hire must learn has a corresponding step-by-step document they can follow independently.

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This answer is part of our guide to employee onboarding documentation.