30-60-90 Day Onboarding Check-in Template

The 30-60-90 day plan template gives a new hire a clear ramp and gives you three structured checkpoints to make sure onboarding is working. The first 90 days set the tone for the whole tenure, so these check-ins are some of the highest-leverage 1:1s you will run.

When to use it

Hold a dedicated check-in at roughly the 30, 60, and 90 day marks, on top of your normal weekly 1:1s. Each one has a theme: learning by day 30, contributing by day 60, and owning by day 90.

Who attends

The manager and the new hire. Come with the milestones you set at the start so the conversation is concrete. The goal is to catch friction early, while it is cheap to fix.

How to run it

Start with how they are settling in as a person, then review progress against the stage milestones. Dig into anything unclear, missing access, or unmet needs. Ask for feedback on the onboarding itself, because new hires see your gaps with fresh eyes. Close by setting the focus for the next stretch.

Questions to ask

• How are you feeling about the role so far?
• Is anything unclear about your goals or expectations?
• Do you have the tools, access, and context you need?
• What has gone better or worse than you expected?
• Where could the onboarding have served you better?
• What do you want to focus on over the next 30 days?

Common mistakes

• Skipping structured check-ins and assuming silence means all is well.
• Setting vague goals so there is nothing concrete to check against.
• Talking at the new hire instead of asking how onboarding feels.
• Expecting full ownership at day 30 instead of letting the ramp build.

Give every new hire a strong start. Run it in OrgTP and keep their 30-60-90 milestones visible from day one.