Advice please:

24 Comments

1. AmyApril 10,2023 at 12:45PM UTC

   I constantly have a 30/60/90 plan going for myself as my own growth tool. Think about your role and what is expected of you. Typically the first 30 days will be more a learning, observing, and gaining knowledge around the daily, weekly, and monthly expectations. 60 days you should be setting goals for areas that you can have a more immediate impact on. Depending on the role this will vary. Then actionable items for 90 days. Be very specific and aligned with the position and descriptions you were hired for. Also don’t hesitate to ask a superior to sit with you and discuss what areas are most urgent for the organization and your position specifically.

   Building a connection with someone who is familiar with the position and expectation will help especially since the your manager was let go.

   hope that helps a bit. Also the book the first 90 days is a great resource

2. AnonymousApril 10,2023 at 8:53PM UTC

   Correct me if I'm mistaken, but you were just hired two weeks ago. You don't know what you don't know. This plan should be created by them with input from you, not created by you alone. You don't know what they have coming down the pike, what corporate goals your own goals feed into, etc.

3. AnonymousApril 13,2023 at 12:54PM UTC

   I was going to say this exact same thing. I

   think this company seems to be setting the OP up to fail.

4. AnonymousApril 13,2023 at 1:28PM UTC

   I also might expect this more out of a senior level role like HR Manager or HR Director, but this seems like a big ask for a HR Generalist. I’d love to know how big the company is and what level of HR positions exist. Unless this is a small company with an HR Team of 1, this seems like a big strategic ask for this role.

5. Kristie WhiteApril 13,2023 at 2:01PM UTC

   According to the OP, they didn’t ask for a strategic plan but an onboarding plan. Any person entering a new position of any kind who understands the work should be able to create their own onboarding plan. Only someone at entry level should have no clue.

6. AnonymousApril 13,2023 at 4:51PM UTC

   The OP DID NOT say which type of plan, just said 30-60-90 day plan.

7. AnonymousApril 13,2023 at 6:05PM UTC

   I'm sorry but I disagree. If I'm coming into a new role, I expect there to be an onboarding plan for me, and my involvement to a degree as to how much I would like to take on (in the first 30 days I'd like to handle XYZ, in 60 days, I hope to take on ABC, by 90 days, we would like you to be fully versed in the HRIS we use, etc).

   I would not expect to create that plan - I'm new, my manager is not, and s/he should know what their expectations of the role they literally hired for would be and what they hope that person helps them accomplish.

8. Maegan, Nike Sales Rep & Career CoachApril 12,2023 at 2:01AM UTC

   I would use your job posting for guidance here.
   Create a draft of your plan based on things you need to learn, people you need to meet, processes you need to learn .. then I would meet with your manager and walk them through it, and ask if this aligns with expectations being 90 days into the role, what you should add, and if there's anything you should omit. If you want to work with a coach and have some support to excel during your first 90 days , here's my link to schedule a time to talk through your plan & how I can help you! https://maeganmillercoaching.as.me/consultcall

9. Savannah NadasenApril 13,2023 at 12:26PM UTC

   Congratulations on your new role as an HR Generalist! Creating a 30-60-90 day plan is a great way to ensure that you hit the ground running and make a positive impact in your new position.

   Given that your predecessor was fired, it's possible that the company wasn't satisfied with the work that was being done, or there may have been other factors at play. Regardless, it's important to approach your new role with an open mind and a willingness to learn and improve.

   Here are some suggestions for what to include in your 30-60-90 day plan:

   30 days:

   Get to know your team and colleagues: Introduce yourself to everyone in the HR department and start building relationships with them. Additionally, try to meet with leaders from other departments to understand their needs and how HR can support them.

   Familiarize yourself with company policies and procedures: Review all HR-related policies and procedures to ensure that you have a solid understanding of how things work in the company.

   Complete any outstanding tasks or projects: Review your predecessor's files and determine if there are any tasks or projects that need to be completed or handed off.

   Assess HR processes and procedures: Take a critical look at existing HR processes and procedures and identify areas for improvement.

   60 days:

   Develop a plan to address any identified areas for improvement: Based on your assessment of HR processes and procedures, develop a plan to address any identified areas for improvement.

   Begin implementing changes: Start implementing any changes or improvements to HR processes and procedures that you've identified.

   Review employee feedback: Meet with employees and solicit feedback on HR processes and procedures to identify areas where further improvements can be made.

   90 days:

   Evaluate the effectiveness of your changes: Evaluate the effectiveness of the changes you've implemented and determine if further adjustments are necessary.

   Develop a long-term HR strategy: Develop a long-term HR strategy that aligns with the company's overall goals and objectives.

   Build relationships with stakeholders: Continue to build relationships with leaders from other departments and work to establish HR as a valuable partner to the organization.

   Remember, this is just a general guide, and you should tailor your plan to the specific needs of your organization. Good luck in your new role!

10. Kim RaperApril 13,2023 at 12:35PM UTC

    Thank you for answering her question with actual answers and suggestions. Sometimes its hard to see the forest for the trees in times like the stress of a new job.

11. Whitney Osei-AkintajuApril 13,2023 at 12:44PM UTC

    I'm sorry but this company is giving me red flag energy. Nonetheless, go in with an open mind. Usually managers set these goals and ask for your input. You've only been there 2 weeks. How could you know what's in the pipeline and if your goals are aligned. Also. they should be able to effectively communicate what they need, not rely on the employee to pick up the cues. People interpret things differently. Again, red flag energy here.

12. Jessica CardApril 13,2023 at 12:45PM UTC

    Congrats on the role! This feels like the perfect question for ChatGPT.

    Plugged in a simple prompt “Create a 30/60/90 day plan for an HR generalist.” Respond is below. I’d recommend giving it a try yourself and add in some details about the company and your KPIs and hopefully it can help you flush it out more.

    “Here's a sample 30/60/90 day plan for an HR Generalist:

    First 30 Days:

    Get familiarized with the company's organizational structure, policies, and procedures.

    Review the employee handbook and ensure all policies are up-to-date and compliant with federal and state laws.

    Meet with all department heads to understand their respective needs and challenges.

    Begin reviewing and organizing employee records and files.

    Begin learning the HRIS system to ensure proper data entry and management.

    Next 30 Days:

    Evaluate current recruiting and hiring practices and make recommendations for improvement.

    Conduct a compensation analysis to ensure the company's pay structure is competitive.

    Review and update job descriptions for all positions.

    Conduct a training needs analysis and develop a training plan for the company.

    Develop a diversity and inclusion strategy for the company.

    Final 30 Days:

    Implement the training plan.

    Conduct an employee engagement survey and develop an action plan to improve engagement.

    Develop and implement an employee recognition and rewards program.

    Review and update the performance management system.

    Conduct exit interviews and analyze data to identify areas of improvement.

    Of course, the specific tasks and priorities may vary depending on the company's size, industry, and goals. But this general plan should help the HR Generalist get off to a strong start and make progress towards improving HR processes and practices within the organization.”

13. Angelique HamiltonApril 13,2023 at 12:53PM UTC

    Congratulations on your new role as an HR generalist! As you begin your journey with your new company, it's important to keep in mind that the focus should be on the present and the future, rather than dwelling on the past. While you may have access to your predecessor's old files and work, it's essential to remember that you were hired for your unique skills and expertise, and you should approach your new role with a fresh perspective. It is understandable that you are feeling uncertain about the expectations of your new employer. However, it is important to approach this challenge with an open mind.

    Your 30/60/90-day plans should be centered around your own goals and objectives for the organization, based on your own assessment of the company's needs and priorities. To start, focus on identifying the key areas that require your attention and prioritizing them based on their impact on the company's overall success. Consider engaging with key stakeholders across the organization to gather their feedback and insights, which can be invaluable in shaping your plan.

    Additionally, consider conducting a thorough review of the company's existing HR policies and procedures and identifying any areas that require improvement or streamlining. Creating a 30-60-90 day plan is an excellent way to establish your goals and priorities for your new position. However, rather than using your predecessor's work as a benchmark for success, it's vital to focus on the impact you want to make in your new role. Ask yourself, "What are the company's current needs, and how can I contribute to them?" "What are the areas of HR that require immediate attention?" "What are the long-term goals of the company, and how can I align my work with them?" Your plan should outline specific goals that are aligned with the company's objectives and your department's priorities. For example, during your first 30 days, you may focus on familiarizing yourself with the company's HR policies, procedures, and culture. You could also identify any gaps in the company's HR processes and make recommendations for improvement.

    In your second month, you could concentrate on building relationships with stakeholders, such as department heads and employees. You could also develop strategies to improve employee engagement and retention. Finally, during your third month, you could focus on implementing your ideas and recommendations, measuring their effectiveness, and making any necessary adjustments.

    As you create your 30-60-90 day plan, it's essential to focus on the impact you want to make in your new role. By aligning your goals with the company's objectives and priorities, you can set yourself up for success and demonstrate your value as an HR generalist. Remember to approach your new role open to feedback and with a willingness to learn. You'll be well on your way to making a positive impact in your new organization and achieving success in your career!

14. GirlBossanova934974April 13,2023 at 12:58PM UTC

    I think others have identified a fairly lengthy set of things to do for the next 90 days. I would keep to those things. I would avoid making any conclusions as to why the last person in your positions was fired. It could have been some sort of misconduct or "loud" disagreement with some manager or violation of company policy. You don't know. Last, I would make sure my superiors signed off your plans and you kept them up to date as you are progressing.

15. Shelly EdwardsApril 13,2023 at 1:18PM UTC

    Your 30/60/90 day plan should include your goals for tasks or projects that you want to accomplish. For example, a 30 day goal could be meet with all members of management to introduce yourself and review jobs of people to get familiar with how the company works and learning company procedures. A 60 day goal can be studying the company manual to completely familiarize yourself with all policies. I wouldn’t be too much stock in what your predecessor did, especially since he was fired. Instead meet with your manager to discuss what goals you should have. You can also review your job description to help set goals. Good luck in your new role!!

16. AnonymousApril 13,2023 at 1:42PM UTC

    You don't know why he was fired and it's likely you won't ever find out, but if it looks like he did a ton of work to you, there might have been a misalignment of goals between your predecessor and the manager. I would have a conversation with your manager, not to dig into why your predecessor was fired, but to ask what things he did well and what things your manager was hoping to accomplish but wasn't able to. Opening the line of communication on both ends usually helps to make expectations clear, and helps you do your job better.

17. Kristie WhiteApril 13,2023 at 1:53PM UTC

    Having worked in and on HR for my entire career, here’s what I think you should focus on…

    30 day goal - get to know your customers. Meet with each of the managers you are working with and ask them how you can provide the best service to them - what works, what doesn’t work, what do they need currently, what do they need long term. During this time you should also familiarize yourself with HR policies, internal structure and other aspects of the organization

    60 day goal - document all of the business processes you need to use to serve your customers. You should’ve been taking notes from Day 1. Create a procedures manual for yourself, nothing fancy - just a reference book. You’ll have daily business by now.

    90 day goal - correlate what you’ve learned about processes with what you heard from your customers. Analyze and identify what’s working, where you see opportunities for improvement, etc. in order to serve your customers well, you’ve got to understand what’s driving their problems and complaints. Once you know what is process related, you can consider issues related to relationships or behavior. Engage your HR manager to discuss any changes you recommend.

    this process will arm you with a base landscape upon which to serve your customers and empower your performance. Good luck!

18. Amy GeffenApril 13,2023 at 2:04PM UTC

    Find out what the overall goals and strategies are for the company....do they have a plan in place? Talk to your colleagues in different departments and see what they are doing, what do they need in terms of skill sets, etc.

19. AnonymousApril 13,2023 at 2:50PM UTC

    My only advice is to include MEASURABLE milestones.

    Without numbers you will achieve the success of your 30/60/90 day plan will be open to interpretation.

20. Michele SinclairApril 13,2023 at 4:07PM UTC

    There are some great example online for every industry. You can also try ChatGPT.

21. AnonymousApril 13,2023 at 4:32PM UTC

    Well, I assume you report to a head of HR? Why not sit them down and ask them about their plan for the calendar/fiscal year. They surely have one -that is why they hired you. Then you can easily reverse engineer it with basic logic - use what you learned in your interview. Give each item a priority level and then think about how long, what resources, costs, etc. for getting those things done.

22. Mark OsemeneApril 13,2023 at 5:14PM UTC

    See my below, you redraft to suit your role.

    30:60:90 RULE

    30 days

    Below are the key takeaways in this stage 30 Days

    Obtain a thorough brief from your LM on what is expected of you and what are the strategic objectives of the company.

    Observe your team or function for 14 days or identify overall strengths or weaknesses.

    Familiarise yourself with company policies and procedures and working practices. Hold a functional meeting to set out standards and expectations.

    Inform your team member of your plan for performance review metrics over the next 4 weeks.

    60 days are called the staff performance and review settings stage

    1. Discuss the strength & weaknesses, training needs, and set individual goals for members

    2. Set broader intelligent (smart) goals for the team.

    The 90-day plan is called the Monitor, Measure & Optimization Stage

    1. Monitor the performance of your team

    2. Measure all team members against their performance reviews previously conducted

    3. Revisit the smart goals set for your team, and if required, optimize them to ensure the company's strategic objectives are being met.

    4. Request a further meeting with management to obtain feedback on your performance to date.

23. AnonymousApril 13,2023 at 9:48PM UTC

    You might want to see if you can talk to your mentor and ask them how performance evaluations are done at your company or organization. Try to join a union if possible.

    Don't ever talk to a manager or supervisor without a witness. At least this way, if you misunderstood any communication someone can pick up what was missed in the meeting.

    Don't use social media, like Instagram or Facebook.

24. Eloisa JacintoApril 14,2023 at 9:57AM UTC

    Hi, congrats on your new job. Your plan should include an understanding of the company, its leaders and your stakeholders. A one-on-one with key stakeholders to know their burning issues and how HR can partner with them to further the people agenda should also be slotted on your plan. This will help you discuss expectations with your boss and set together meaningful and SMART goals for you and team. Best of luck!