How to Create a 30-, 45-, and 60-Day Onboarding Plan Tailored to Your Company Culture
- TLTurner Group Marketing
- Dec 2, 2024
- 2 min read
What Is Onboarding?
Onboarding is the process of integrating new employees into your organization, equipping them with the tools, knowledge, and connections they need to succeed in their role. It goes beyond basic orientation—it’s a strategic journey that helps new hires understand your company’s culture, values, and expectations while fostering engagement and productivity.
A well-crafted onboarding process ensures that new employees feel welcomed, supported, and prepared to contribute meaningfully. Developing a structured 30-, 45-, and 60-day onboarding plan tailored to your company culture can turn new hires into fully integrated team members, setting the stage for long-term success.
The Importance of Tailored Onboarding Plans
Every company is unique, and your onboarding process should reflect that. Whether your culture emphasizes collaboration, innovation, or customer-centricity, tailoring onboarding ensures that new hires not only learn their job but also understand how to operate within your organization’s norms and values.
A structured onboarding plan provides clarity and consistency, improving employee engagement, retention, and overall satisfaction. It helps new hires hit the ground running and develop a deep sense of connection to your organization.
Your 30-, 45-, and 60-Day Onboarding Framework
Days 1-30: Laying the Foundation
Focus: Introduction, connection, and understanding the basics.
Key Actions:
Provide an overview of the company’s mission, values, and culture during orientation.
Assign a mentor or buddy to offer support and guidance.
Set clear job expectations and outline the onboarding process.
Begin training on essential tools, workflows, and systems.
Cultural Alignment:
Share stories about your company’s history and celebrate past milestones.
Schedule informal meet-and-greets with team members to build relationships.
Outcome: The new hire feels welcomed, understands the company’s purpose, and has the tools to start contributing.
Days 31-45: Building Confidence
Focus: Deeper learning and meaningful contributions.
Key Actions:
Gradually increase responsibilities while monitoring progress.
Schedule shadowing opportunities to learn from colleagues.
Hold regular check-ins to offer feedback and address questions.
Cultural Alignment:
Involve the new hire in team rituals or events that reflect your company’s values.
Outcome: The new hire begins to build confidence, contribute to projects, and integrate into the team.
Days 46-60: Fostering Independence
Focus: Mastery of role and alignment with long-term goals.
Key Actions:
Assign the new hire a project to showcase their skills and apply what they’ve learned.
Review performance, gather feedback, and discuss long-term development.
Encourage the new hire to take initiative and suggest improvements.
Cultural Alignment:
Recognize achievements and celebrate their contributions to build a sense of belonging.
Outcome: The new hire is a confident, independent contributor aligned with the company’s culture and goals.
Why This Framework Works
Onboarding is more than a checklist; it’s an opportunity to create a lasting impression and set employees up for success. By tailoring your 30-, 45-, and 60-day plan to reflect your culture, you provide new hires with the clarity, support, and encouragement they need to thrive.
A structured, culturally aligned onboarding process turns a good first impression into long-term engagement and productivity.
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