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Building a Robust 30/60/90-Day Plan

Onboarding new engineers effectively is crucial for team success, yet it's often overlooked. A poorly onboarded engineer can take months to reach full productivity, costing valuable time and resources. A well-structured 30/60/90-day plan provides a roadmap for new hires, accelerating their ramp-up and ensuring they become valuable contributors quickly. This article provides a practical guide for engineering managers to create and implement a robust plan.

Why a 30/60/90-Day Plan Matters​

A 30/60/90-day plan isn't just about checking boxes; it's about setting your new engineers up for long-term success. Without a plan, new hires often feel lost, struggle to prioritize, and contribute less effectively. A clear plan provides:

  • Clarity: Defines expectations and goals for the initial months.
  • Focus: Helps the new hire prioritize tasks and avoid feeling overwhelmed.
  • Structure: Provides a framework for learning and integration.
  • Accountability: Facilitates regular check-ins and progress tracking.
  • Faster Ramp-Up: Accelerates the time it takes for the new hire to become a productive member of the team.

The Phased Approach: A Practical Guide​

Here's a breakdown of a phased approach, with specific deliverables for each stage:

Phase 1: First 30 Days – Learning & Foundation​

Focus: Understanding the team, codebase, processes, and initial priorities.

  • Goals:
    • Get acquainted with team members and company culture.
    • Understand the architecture and key components of the codebase.
    • Set up the development environment and tools.
    • Complete initial onboarding tasks (e.g., HR paperwork, security training).
    • Identify a small, achievable "quick win" project.
  • Deliverables:
    • Shared document listing key contacts with brief bios and areas of expertise.
    • Codebase overview document or walkthrough.
    • List of essential tools and resources.
    • Completed onboarding tasks checklist.
    • "Quick win" project completed.

Phase 2: 30-60 Days – Contribution & Collaboration​

Focus: Making meaningful contributions to the team, tackling more complex tasks, and actively participating in code reviews and discussions.

  • Goals:
    • Contribute to ongoing projects with increasing independence.
    • Participate in code reviews and provide constructive feedback.
    • Understand and adhere to coding standards and best practices.
    • Identify areas for personal and professional development.
  • Deliverables:
    • Successfully contributed code to a core project.
    • Participated in at least 5 code reviews (as both reviewer and reviewee).
    • Documented a key process or component.
    • Proactively discussed potential skill gaps and development opportunities with their manager.
    • Started exploring relevant technologies or frameworks.

Phase 3: 60-90 Days – Ownership & Expansion​

Focus: Taking ownership of larger tasks, mentoring junior engineers (if applicable), and contributing to team improvements.

  • Goals:
    • Independently manage and deliver features or bug fixes.
    • Identify and address areas for improvement in the codebase or processes.
    • Mentor or assist junior engineers (if appropriate).
    • Contribute to technical documentation or knowledge sharing.
  • Deliverables:
    • Independently delivered a significant feature or bug fix.
    • Led a technical discussion or presented a learning to the team.
    • Documented a complex process or system component.
    • Identified and proposed a solution to a team challenge.
    • Mentored a junior engineer or assisted with onboarding (if applicable).

Beyond the Plan: Consistent Check-Ins & Adaptability​

A 30/60/90-day plan isn’t a rigid document; it's a living roadmap. Consistent check-ins are crucial for ensuring progress and making necessary adjustments. Use these 1:1s as dedicated "30/60/90 plan review" sessions to ensure alignment and address any roadblocks.

  • Regular 1:1 meetings: Schedule weekly or bi-weekly meetings to discuss progress, challenges, and goals.
  • Open communication: Encourage the new hire to ask questions and share feedback.
  • Flexibility: Be prepared to adapt the plan based on the new hire's progress and evolving team priorities. Remember the initial plan is a working hypothesis – be prepared to adjust it based on reality.
  • Celebrate successes: Acknowledge and celebrate milestones achieved.

Setting Your New Engineers Up for Success​

A well-executed 30/60/90-day plan is an investment in your team's future. By providing clear expectations, structured learning, and consistent support, you can accelerate the ramp-up process and empower your new engineers to become valuable contributors from day one.