The Importance of the First 90 Days in Onboarding

The first 90 days are super important in the onboarding process. It's usually the time when new hires need to show what they can do and get comfortable in their new roles. How well someone is integrated during these months can really impact their long-term success and how long they stay with the company. A well-thought-out, structured approach during these first three months can lay the groundwork for solid performance, high engagement, and a good fit with the company’s goals.

Importance of the First 90 Days

• Building a Strong Foundation:

The first 90 days are crucial for new hires to set the stage for their future at the company. It’s a time of quick learning, growth, and adaptation, when new employees start to bring their unique insights to the team. Getting through this period successfully helps new hires build their credibility, blend into the team, and start making significant contributions. Thoughtfully planning out these first few months can really help them on their way to becoming key players in the organization.

From my own experience, having a manager who proactively scheduled all my meetings with key people in the calendar was a game-changer. It allowed me to prepare thoroughly and have in-depth conversations without the stress of needing to find the right people to talk to. This careful planning removed a lot of the anxiety and helped me hit the ground running, making my integration into the team that much smoother.

• Accelerating Performance:

By the end of the first 90 days, new hires should clearly understand their role and be ready to perform well. This time is key for boosting productivity and making sure new employees begin contributing to the organization. Having structured goals and performance metrics helps new hires concentrate on key priorities and monitor their progress.

From my own experience, I remember how setting clear, achievable goals during my initial three months made a huge difference. It wasn't just about understanding my daily tasks, but also about seeing how my work impacted the broader goals of the company. This clarity helped me focus and feel truly part of the team, allowing me to make meaningful contributions early on

Key Moments That Matter

1. 60-Day Check-In: At 60 days, have a formal meeting to review the new hire's experiences, address issues, and provide feedback. It's a good time to ensure they're adapting well and discuss their first impressions of their role and the company culture.
2. Conduct a 90-Day Debriefing Session: At the end of 90 days, hold a debrief to discuss the new hire's performance, noting successes and areas for growth. This session helps refine their development plan and recognize their contributions, reinforcing their role in the team.
3. End of Trial Period Celebration: Celebrate the completion of the 90-day trial period, finalizing any official paperwork and smoothly transitioning them into their permanent role.
4. Ongoing Mentorship and Support: Continue providing mentorship to help the new hire navigate their role and the company, encouraging their involvement in team meetings and projects for deeper integration.

Common Pitfalls to Avoid

1. Information Overload: Avoid overwhelming new hires with too much information at once. Focus on what they need to know right away and gradually introduce more details as they settle in.
2. Neglecting Feedback: It’s crucial to provide regular, constructive feedback during the first 90 days. This helps new hires understand how they’re doing and what they can improve. Make sure the feedback is timely, specific, and covers both strengths and areas for development.
3. Inadequate Goal Setting: Setting clear, SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals early on helps new hires focus their efforts and align with the company’s objectives.
4. Lack of Social Integration: Don’t underestimate the importance of social connections. Encourage new hires to join in on social activities, team-building exercises, and casual chats to help them feel part of the team.

Final Thoughts

The first 90 days are super important for setting new hires up for success. By laying a strong foundation, ramping up performance, and offering continuous support, organizations can help new employees really start to make a difference in the team. It's crucial to steer clear of common traps like dumping too much information too soon, not giving enough feedback, setting vague goals, and neglecting the social aspect. Getting this right can really make the onboarding experience positive and effective.