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. This series is designed to facilitate the success of new employees by providing support to NWCFO clients and their staff in optimizing the beneficial aspects of their new workplace. This segment examines the actions a new employee can undertake within their initial 30 days to ensure they are progressing appropriately, establishing relationships with colleagues and management, and integrating into the organizational culture.
NWCFO 90-Day Employee Entry Plan: Powered by Personalysis
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: Learn and Observe
The Personalysis-Powered 90-Day Entry Plan is organized into three distinct phases, each delineated by specific milestones and actionable steps. Phase 1: Learn and Observe is your first month on the job. The first phase is the time you are learning and asking questions when you are not expected to know everything. 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.
Building Strategic Relationships from Day One
Networking and fostering relationships is the immediate priority, as employees who develop workplace friendships are more engaged and less likely to seek employment elsewhere. It is crucial to approach colleagues with a positive attitude, maintain an open body language, and demonstrate genuine interest in learning about their roles and backgrounds. Take initiative in introducing yourself rather than waiting for others to approach you.
Consider accepting invitations to social events, team lunches, and informal gatherings, as these casual settings provide valuable opportunities to understand company culture and build rapport. Join relevant internal groups, forums, or professional development activities to connect with colleagues who share similar interests. Schedule one-on-one meetings with key teammates to discuss collaboration strategies and learn about their perspectives. Remember the tips about The Sandbox Analogy; this is when you will have wished you spent the extra few minutes reading it.
Phase 1: Learning & Observation (Days 1-30)
This foundational phase focuses on profile understanding and cultural integration. Key focus areas include:
Profile Understanding: Complete a Personalysis assessment and establish baseline personality insights through systematic self-evaluation and professional assessment review.
● Read the report.
● Reflect on what resonated with you and what seemed like a disconnect.
● Schedule your review session with NWCFO.com.
Cultural Integration: Study organizational culture through the lens of individual profile characteristics, identifying alignment opportunities and potential friction points. Focus on absorbing information and understanding your environment.
● Deep Dive into Processes
● Map out workflows that affect your deliverables.
● Ask your hiring manager for any updated goals or success metrics.
Initial Relationships: Begin mapping team profile patterns while introducing authentic self-expression and establishing preliminary stakeholder connections.
● Observe team dynamics and organizational culture.
● Shadow peers attend team meetings and review documentation.
Self-Assessment: Establish baseline energy patterns through systematic tracking of daily energy levels, stress responses, and peak performance times. Think about what might feel like a “quick win.” You can experiment with this assignment with the goal of demonstrating leadership and showing that you understand your role, thereby becoming a valuable part of the team.
● Take on a small task aligned with your expertise.
● Deliver a tidy, on-time result to demonstrate value and build trust.
Systems & Processes: Master core organizational processes by shadowing process owners, mapping workflows, and linking processes to individual profile strengths. This is about learning who and where stakeholders are in the organization and valuable customers and clients. Stakeholder Mapping
● Identify decision-makers, collaborators, and cross-functional partners.
● Schedule introductory meetings to learn their priorities and pain points.
Energy Management: Implement comprehensive energy tracking systems to establish baseline measurements and evaluate renewable practices.
● Sleep:
● Nutrition
● Health and Wellbeing
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 integrated approach acknowledges that successful onboarding involves not only procedural knowledge but also significant self-awareness, strategic thinking, and the capacity to manage intricate interpersonal relationships. 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.