The 90-Day Onboarding Plan: Setting New Employees Up for Success
Onboarding is one of the most overlooked yet critical processes for ensuring a new employee’s success.
At Proletariat, as we scaled rapidly, we knew that hiring fast also meant evaluating and adjusting quickly. That’s why we implemented structured 90-day onboarding plans, delivered on day one (or even before) alongside our Cultural Communication Guide. This ensured every new hire had a clear roadmap for success.
Check out this template for a 30-60-90 day onboarding plan.
The Goal of a 90-Day Onboarding Plan
By the end of the onboarding period, one of three things should be clear:
The employee is successful in their role and fully ramped up
The role has been adjusted to better fit their skills or the team’s needs
The employee moves on if the fit isn’t right
An onboarding plan removes ambiguity, making these outcomes clear and preventing drift where an underperforming hire lingers without direction or resolution.
Key Objectives of a 90-Day Onboarding Plan
1. Craft Personalized Goals That Align with the Team Strategy
Every role is unique, and job descriptions often don’t capture the full nuance of what success looks like. A great onboarding plan ensures:
The new hire’s goals fit within the team’s broader strategy
The plan adapts to the individual’s strengths while addressing growth areas
The employee understands how they create value early on
2. Prioritize Tasks to Build Early Wins
New employees often feel like they’re “drinking from a firehose” in their first few months. Instead of overwhelming them, sequence tasks in a way that builds momentum:
Start with achievable wins: Give them clear, valuable contributions early on
Gradually increase complexity: Move from simple tasks to strategic ones
Provide structured learning: Direct them to the right resources and people
The goal is to avoid burnout and build confidence through early impact.
3. Set Clear Expectations for Progress
Success should never be vague. By clearly defining what progress should look like at key milestones, both the manager and the new hire can track growth and course-correct early if needed. Here is a general outline for the various onboarding phases:
First 30 days: Learning - focus on absorbing information and initial tasks
Days 31–60: Integration - deeper collaboration and ownership of responsibilities
Days 61–90: Autonomy - fully contributing and delivering measurable results
How to Use an Onboarding Plan Effectively
1. Build the Plan Together
The onboarding plan should be a collaborative effort between:
The new hire (so they understand expectations and contribute to goal-setting)
The hiring manager (to ensure alignment with team objectives)
Other stakeholders (who will work closely with the new hire)
2. Treat It as a Living Document
A static onboarding plan is too formulaic to be useful. The plan should evolve based on feedback and real-world performance. Follow these steps:
Regularly review and adjust the plan
Use check-in meetings at 30, 60, and 90 days to assess progress
Be flexible! If the plan needs adjusting, don’t force a rigid structure
3. Involve the Broader Team
Successful onboarding is not just about ramping up a new hire—it’s about integrating them into the team and broader company culture. Provide cross-team introductions and broadcast early wins and progress to give the new employee positive visibility.
Final Thoughts
The specific structure of an onboarding plan matters less than having one at all. Without a plan, new hires drift, progress is unclear, and retention suffers. The best onboarding experiences give new employees clarity on their role and expectations, provide a roadmap to early wins, and ultimately lead to success within 90 days.