By Mary Ellen Normen, Empowerment Growth Strategist | Learning Experience Designer, NWCFO
Rarely do organizations provide guidance to new employees on how to organize and commit to a sustainable and motivating first day or even first week. Our series aims to empower new employees to achieve success by helping NWCFO clients and their staff maximize the benefits of working at their new organization. This segment focuses on what a new employee can do during their next 31-60 days of work so that they are calm, confident, and feeling like they know and will achieve their goals.
NWCFO 90-Day Employee Entry Plan
A self-authored, profile-informed 90-day plan enhances integration, increases engagement, and improves three-year retention in contrast to unstructured onboarding methods. Utilize the provided template to take full control of your success, encompassing the establishment of learning objectives and the management of your energy levels.
This extensive framework redefines conventional onboarding, shifting it from a passive procedure to an active, strategic methodology that utilizes individual personality insights to enhance integration and promote sustained career success with the employer.
A 90-Day Roadmap for Success: Strategic Integration: Contribute and Align
The Personalysis-Powered 90-Day Entry Plan is structured into three phases, each with clear milestones and actionable steps. Phase 2, or Days 31–60, is when employees are ready and must begin strategic integration and begin to contribute to and align with the values of the organization. This stage is the time where the employee will begin to set goals; make sure that you have a mentor, and your performance expectations are clear and have been set with your supervisor. An employee might decide to bypass this step, but this choice could result in feelings of regret or obligation down the line, which aren’t helpful for maintaining a positive mindset. This process also functions as a valuable checklist for periodic review, ensuring that you remain informed about the employer’s updates and prospective developments.
Establishing Clear Goals and Expectations
Develop a personal 30–60–90-day plan to structure your learning and contribution goals. In your first 30 days, focus on absorbing information, understanding team dynamics, and building relationships. By day 60, aim to contribute actively to projects and take on more complex responsibilities. At the 90-day mark, you should be fully integrated and delivering meaningful results.
Set specific, measurable objectives that align with your role requirements and the organization’s priorities. Work with your supervisor to establish clear benchmarks for success and identify development opportunities that will help you achieve your career goals. Document your progress and regularly assess your advancement toward these objectives.
Phase 2: Strategic Integration: Contribute and Align (Days 31-60)
The middle phase emphasizes profile application and strategic relationship building. Key focus areas include:
Profile Application: Apply personality insights to daily work by seeking tasks aligned with profile strengths and developing strategies for challenge areas.
- Propose Early Improvements
- Analyze observed inefficiencies and suggest minor process tweaks.
- Socialize or validate ideas with stakeholders before implementation.
Relationship Development: Build strategic connections based on profile compatibility, creating networks of diverse profile types and establishing mentorship relationships. Deepen strategic relationships and contribute to team effectiveness.
- Co-create SMART goals with your manager, tied to team priorities.
- Continue building your network with information-gathering meetings to understand your colleagues’ and peers’ roles.
- Volunteer in cross-departmental initiatives or social events.
- Identify a mentor or peer coach for ongoing feedback.
Team Dynamics: Contribute to team effectiveness using profile insights, facilitating profile-aware meetings, and bridging communication gaps between different styles.
- Use Personalysis insights to adapt communication style for different team members.
- In team meetings, pay attention and take note of whether all attendees have the opportunity to contribute.
Performance Contributions: Deliver measurable results aligned with profile strengths through high-impact project execution and documented achievements.
- Document quantifiable outcomes for each contribution using metrics relevant to your role (efficiency gains, cost savings, quality improvements, time reductions).
- Create a monthly achievement log tracking measurable results tied to your personality strengths.
Feedback Integration: Integrate 360-degree feedback into development planning, analyzing feedback through a profile lens and creating targeted development action plans.
- Solicit structured feedback from four to five stakeholders, including peers, supervisors, and direct reports (if applicable).
- Analyze the feedback you receive using your Personalysis profile lens to identify patterns in your conscious and unconscious behaviors.
- Schedule monthly feedback sessions with your mentor/supervisor to discuss progress on development areas.
- Use feedback patterns to refine your personal user manual and improve future collaboration.
Energy Optimization: Refine energy renewal practices by optimizing work schedules to match energy patterns and implementing sustainable practices. Optimize energy management and integrate feedback.
- Define Short-Term Objectives
- Document milestones and metrics for progress tracking.
Conclusion
The implementation of Personalysis®-driven entry planning represents a significant shift from a passive approach to onboarding towards an active engagement in career self-management. By leveraging personality insights, cultivating energy awareness, and engaging in strategic relationship development, new employees can forge authentic and enduring career trajectories that contribute to both personal and organizational achievement. This combined method recognizes that effective onboarding requires not just knowing the steps to take but also being aware of oneself, thinking strategically, and being able to handle complex relationships with others. Through the systematic application of these concepts, new employees can facilitate their acceptance into the organization and establish a foundation for long-term career success.
Why Clients Choose NWCFO
The NWCFO 90-day Entry Plan helps new employees use a flexible approach that considers personal differences while ensuring they forge positive relationships and learn important job knowledge. By adopting this model, organizations as well as staff can convert the onboarding process from a mere obligation into a valuable resource that fosters sustainable performance and engagement among new employees.
As an Empowerment Growth Strategist and Learning Experience Designer, I am passionate about helping organizations and individuals unlock their full potential. The Personalysis-Powered 90-Day Entry Plan is more than a template—it’s a proven framework that transforms onboarding into a launchpad for lasting success. By empowering employees to be active participants in their journey, we create workplaces where people thrive, teams excel, and organizations achieve their goals.
Ready to transform your onboarding experience? Let’s work together to build a plan that works for you.