Ramping Up – A Guide to 30/60/90 Day PlansEllie Herring / Nov 20, 2019
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You’ve made an exciting new hire — now what? Finding the right match is only the beginning. Ensuring the success of your employees requires thorough on-boarding planning and continual workforce planning. Invest in your new hire by taking the time to outline his or her 30/60/90 day goals.
30/60/90 day plans are used by employees and managers alike in almost every industry to help new hires gain important skills, on-board quickly and contribute at the highest possible level. Now that the cannabis industry is in rapid growth, it’s important to ensure we are planning for and effectively training all new hires in the industry collectively. A thorough 30/60/90 day plan can greatly improve the effectiveness of each new hire you make for your cannabis company.
30/60/90 day plans help teach new employees key skills they’ll need to be successful in your organization and help you understand your teams evolving strengths and weaknesses so you can make even better data-driven hiring decisions in the future.
A strong 30/60/90 day plan helps employees and managers in different yet mutually beneficial ways.
BENEFITS TO CANNABIS MANAGERS
Easy evaluation: Clear, understood goals and metrics will lead to a more definite and easier evaluation of new hires.
Clear team roles: Having clear roles and responsibilities will allow you to adapt if you need to better position a new hire for success after their first few months.
BENEFITS TO CANNABIS NEW HIRES
Structure and guidance: Structure provides comfort in your new hire’s first few months. By providing a single document that you can work on with your new hire, they will feel more connected and empowered to begin contributing.
Clear and motivating goals: Clear goals and metrics will motivate new hires to focus on adding value in your specific targeted areas.
STEP-BY-STEP GUIDE FOR CREATING YOUR FIRST 30/60/90 DAY PLAN
UNDERSTAND WHY YOU'RE HIRING
The first step to finding and retaining the right hire is developing a deep understanding and strategy for why you’re hiring in the first place. Are you hiring to fill skill gaps on a particular team? Are you trying to scale a department just to keep up with growth? Are you replacing a bad fit after a termination or departure? By understanding why you’re in need of a great new hire, you can start to build a strategic vision for what impact they can begin having immediately (skills they need to bring to the table from day one) and what skills they can develop over time. This will help your 30/60/90 day plan take shape.
CRAFT A WELL THOUGHT OUT JOB TITLE AND DESCRIPTION
You want to understand exactly what the core responsibilities will be for your new hire. This helps avoid any ambiguity as they get going. In addition, this will inform a lot of what they will “own” by the end of their first 90 days.
WHAT WILL YOUR NEW HIRE NEED TO LEARN IN THEIR FIRST 30 DAYS?
The first 30 days are for learning. Your focus should be on getting your new hire acclimated, making sure they feel comfortable and empowered to ask questions. Is your culture important? What about industry knowledge? Identify 3-4 key areas that you want your new hire to become an expert in. Although they won’t be an expert in 30 days, they should have enough baseline knowledge to assist them as they begin contributing and owning items and processes moving forward.
WHAT WILL YOUR NEW HIRE BE CONTRIBUTING TO AFTER 30 DAYS?
After 30 days on the job, your expectation should be that the new hire is mostly up to speed on any industry and organizational topics they need to understand. At this point, you want to empower them to begin contributing to team projects, individual process, and more. Create a list of 3-4 key job duties the new hire should master by the 30-day mark. For example, if you’re hiring a shift manager for your dispensary, at this time your new shift manager might be working with the store manager to help build schedules and screen new applicants.
WHAT WILL YOUR NEW HIRE BEGIN OWNING AFTER 60 DAYS?
What do you want your new hire to have full ownership of after 60 days? Build a list of the top 3-4 processes or items you want your new hire to own after 60 days on the job. At this time, you should expect your new hire to be fully up to speed and ready to take ownership of the items in their job description. For example, if you’re hiring a shift manager for your dispensary, one process you might want your new hire to own is the building of weekend and holiday schedules.
WHAT REMAINING SKILLS OR DUTIES SHOULD YOUR NEW HIRE TAKE ON BY THE 90-DAY MARK?
Assess the remaining skills or job duties your new hire should own to be considered fully integrated within the position and company by the three month mark. By the 90-day on-boarding timeframe, your new hire’s success should go beyond numerical metrics. Your new hire should fully understand the organizations structure, understand lines of communication and fit within your company culture. For example, a dispensary shift manager may need to schedule all schedules and begin proactively reaching out to all employees to determine holiday variances in availability.
BUILD YOUR 30/60/90 DAY PLAN
Now it’s time to build your plan! A Google sheet or Excel doc is an easy way to display and keep track of all goals.
INTRODUCE IT TO YOUR NEW HIRE
Make sure your new hire understands what their 30/60/90 day plan is, and why you’ve included the items and goals that you have. Also be sure to provide their plan somewhere easily accessible. Consider printing their plan or instructing them to bookmark the document on their computer.
CONDUCT FREQUENT AUDITS OF THEIR PLAN
Following up is just as important as having a plan in place. Things change in every industry and role, but especially in cannabis. Make sure the plan stays up-to-date and relevant to the industry and your organization’s needs. Be agile and ready to adjust your new hire’s plan as needed.
DOWNLOAD THE FREE 30/60/90 DAY PLANNING TEMPLATE
Checking in at the 30/60/90 day marks should go beyond performance. Brainstorm goals that cover culture fit, tech or resource needs for the position and department, communication style, project management and more. To help make sure you’re hitting multiple goals, we created a free template of questions to ask at these milestones to ensure your new hire is not only set up for success within their department, but at the company as a whole. This template is vital to ensuring your new hire fully understands their duties and you have a clear understanding of their needs in the space. Check it out below!
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