First 90 Days: Setting the Stage for Success
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How a thoughtful onboarding process can drive retention, engagement, and productivity in the first 90 days.
Introduction
The first 90 days of a new hire’s journey are critical. During this period, employees form impressions about the organisation, its culture, and their role. A well-structured onboarding process can mean the difference between a highly engaged, productive employee and one who disengages or leaves prematurely.
For organisations, the first 90 days represent a unique opportunity to set employees up for success, building the foundation for long-term retention and performance. This post explores why this period is so pivotal, key milestones to include, and how to build an onboarding process that fosters confidence, connection, and alignment.
Why the First 90 Days Matter
The first 90 days aren’t just an adjustment period—they shape the trajectory of an employee’s journey. Here’s why this timeframe is so impactful:
- Shaping Engagement and Productivity: Employees who feel supported and aligned from the start are more likely to contribute meaningfully to the organisation. Early engagement leads to faster productivity and stronger morale.
- Setting Expectations for Success: Clear, achievable goals in the first 90 days provide structure and clarity, helping employees focus on what matters most while avoiding unnecessary overwhelm.
- Building Confidence and Connection: Regular check-ins, mentoring relationships, and team introductions during onboarding help employees feel valued, understood, and connected to their role and the organisation.
Key Onboarding Milestones for the First 90 Days
Effective onboarding doesn’t stop at orientation—it’s a continuous process that aligns with cultural, social, and functional aspects of the organisation. Here are the key milestones to prioritise:
Day 1: Welcome and Orientation:
- Introduce new hires to the organisation’s mission, values, and culture.
- Ensure they have the tools and resources they need to succeed.
- Pair them with a buddy or mentor for immediate support.
Week 1: Clear Role Expectations:
- Provide a detailed outline of responsibilities and immediate goals.
- Discuss how their role contributes to broader organisational objectives.
- Set up initial meetings with key team members.
Month 1: Feedback and Progress Check:
- Conduct a one-on-one check-in to review their experiences so far.
- Address any challenges and refine expectations as needed.
- Share positive reinforcement to build confidence and motivation.
Month 2: Deepening Role Familiarity and Strengthening Connections
- Introduce targeted training opportunities aligned with their role, addressing any skill gaps identified in Month 1.
- Schedule collaborative projects or cross-departmental meetings to strengthen workplace relationships and networks.
- Gradually increase responsibilities to promote confidence in handling tasks independently.
Month 3: Establishing Autonomy and Long-Term Alignment
- Conduct a formal review of their first 60 days, focusing on achievements, areas for improvement, and goal alignment.
- Begin discussions on long-term career aspirations and pathways within the organisation.
- Arrange meetings with senior leaders to understand broader organisational goals and how their role contributes.
Day 90: Full Integration:
- Evaluate progress and set long-term goals.
- Solicit feedback on the onboarding process to improve future experiences.
- Ensure alignment with career aspirations and organisational culture.
Building an Effective Onboarding Process
To support success during the first 90 days, onboarding must be thoughtful, intentional, and adaptable. Here are four strategies to consider:
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Tailor Onboarding to Individual Needs
Every employee is unique, and onboarding should reflect that. Consider communication preferences, motivators, and work styles when creating plans. For example:- Provide hands-on training for those who learn by doing.
- Use visual aids or structured workflows for employees who thrive with clarity.
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Create a Holistic Approach
Effective onboarding should address three key dimensions:- Cultural: Help employees understand the organisation’s mission, values, and norms.
- Social: Facilitate connections with colleagues and mentors.
- Functional: Provide the tools, resources, and knowledge needed to perform their role effectively.
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Prioritise Regular Check-Ins
Milestone check-ins ensure employees feel supported and provide opportunities for course correction. Questions to ask during these sessions include:- “What’s working well for you so far?”
- “Do you feel you have the resources you need to succeed?”
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Emphasise Long-Term Retention
Onboarding should not only prepare employees for their current role but also introduce them to growth opportunities within the organisation. Highlight career pathways and leadership development programs early on.
Actions to Consider
To optimise your onboarding process for the first 90 days, consider these actionable steps:
- Audit Your Onboarding Program:
- Does it address cultural, social, and functional dimensions?
- Are you providing tailored experiences that reflect individual needs?
- Enhance Communication Pracices:
- Are expectations for the first 90 days clearly defined?
- How can you improve feedback and check-in processes?
- Invest in Role Clarity:
- Do employees understand how their work contributes to organisational success?
- How can you ensure smoother transitions into their roles?
Consider This: How can your onboarding process support success in the first 90 days? What steps can you take to create a structured yet personalised approach?
Final Thoughts
The first 90 days are a defining period in every employee’s journey. By focusing on cultural alignment, clear expectations, and consistent support, organisations can set their new hires up for long-term success.
For employees, this means confidence, connection, and clarity in their role. For organisations, it’s a pathway to stronger retention, engagement, and performance.
What will your organisation do to make the first 90 days a foundation for success?
This post forms part of our series on the 8 steps of the Employee Lifecycle. This post specifically explores the Onboarding Stage.
Some of our other posts that explore the Onboarding stage include:
Trevor O'Sullivan
General Manager. Since the early 2000s, Trevor has worked with thousands of Talent Management professionals to develop and apply assessment-based talent management solutions for selecting, developing and managing people. Trevor is an active member of the TTI Success Insights (TTISI) Global Advisory Council, contributes to TTISI product development and is a regular presenter at TTISI-R3. He is honoured to have received multiple Blue Diamond Awards and, more recently, the Bill Brooks Impact Award recognising his contributions to the TTISI global network.
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