Onboarding for Growth: Effective Methods for Setting Expectations
Unlock the potential of every new hire with proven onboarding strategies that pave the way for growth and success. This article distills expert insights on establishing clear milestones, aligning individual aspirations with company objectives, and setting measurable performance targets. Dive into actionable methods to create a personalized and impactful onboarding experience that fuels long-term career development.
- Include Milestones in Onboarding Process
- Discuss Long-Term Career Ambitions
- Outline Key Performance Goals
- Implement a 30-60-90 Day Plan
- Align Career Growth with Company Goals
- Create Personalized Career Roadmap
- Set Clear KPIs for New Hires
Include Milestones in Onboarding Process
In my work with organizational leaders, I suggest that an employee’s onboarding process include a series of milestones. These milestones should be spaced out at 30, 60, and 90-day intervals. Within the first 30 days, the employee should have a clear set of goals, covering specific tasks related to onboarding, administrative requirements, training, and more. By the 60- and 90-day marks, position-specific goals should be established to help both the employer and employee assess progress and development.
Michelle Enjoli
Career Development Speaker and Coach, Michelle Enjoli International
Discuss Long-Term Career Ambitions
Managers can build a strong foundation with new employees by asking about their long-term career ambitions, even those that may take them beyond the company. This conversation highlights the manager’s dedication to the employee’s growth and establishes an open, trusting relationship. Starting this dialogue early ensures managers understand the skills employees want to build, creating a supportive environment that fosters trust and engagement from day one.
Denise Fowler
Founder and Career Coach, Career Happiness Coaching
Outline Key Performance Goals
During onboarding, we focus on setting clear expectations for career growth by outlining key performance goals and available development opportunities. New hires are introduced to their role’s growth path early on, including milestones they can work toward and resources such as training programs, mentorship, and regular performance reviews.
One effective method is assigning a mentor or coach who provides guidance during the first few months. This person helps new employees navigate their role, understand company expectations, and set personalized goals. By combining mentorship with structured performance check-ins, we ensure that new hires feel supported and have a clear understanding of how they can advance within the organization. This approach helps build engagement and long-term commitment from the start.
Chris Giannos
Co-Founder & CEO, Humaniz
Implement a 30-60-90 Day Plan
Onboarding is a powerful lever to set up an employee for success by providing clear expectations for career growth and development. When I coach senior leaders who are bringing on new team members, I emphasize the importance of a well-structured 30-60-90 day onboarding plan, even in the midst of urgency and high workloads. The first 30 days should focus on cultural integration, building key relationships, understanding company values, and gaining clarity on immediate priorities.
By 60 days, the employee should be actively contributing, gaining deeper insights into their role, and receiving structured feedback to refine their approach. At 90 days, they should have a strong grasp of their responsibilities, be executing at a high level, and engaging in conversations about long-term career growth and development opportunities.
Analiza Quiroz Wolf
Executive Coach, CEO, Women of Color Rise
Align Career Growth with Company Goals
Onboarding is the perfect time to set the foundation for an employee’s long-term success by clearly aligning their career growth with company goals. As an executive coach, I emphasize investing in their professional development from day one—whether through training programs, mentorship, education reimbursement, leadership coaching, or conference opportunities.
One effective method is a personalized development plan created in the first 30 days, outlining their career aspirations and mapping available company resources to help them achieve those goals. By proactively sharing these opportunities and reinforcing that their growth matters, companies show employees they are valued as both individuals and professionals, increasing engagement and retention.
Adriana Cowdin
CEO and Executive Coach, Be Bold Executive Coaching
Create Personalized Career Roadmap
I believe that onboarding is a crucial opportunity to set the tone for career growth and development within the company. From the very first day, we make it a priority to ensure new hires understand not just their roles but also the potential pathways for their career advancement.
One effective method we use is a personalized career roadmap during the onboarding process. This roadmap outlines the key milestones and skills needed for progression within the company. We sit down with each new team member and walk them through the different opportunities for growth—whether it’s moving up within their department or exploring cross-functional roles. It’s about helping them see the big picture and how their personal development aligns with company goals.
For example, when we onboard a new employee, we align their initial projects with their long-term goals, making sure they’re able to take on meaningful responsibilities early on. This not only sets clear expectations but also shows that we’re invested in their growth. One of our team members recently mentioned how their onboarding roadmap made them feel like they had a real path forward, and they could easily see how the work they were doing now would lead to future opportunities.
In short, a career roadmap helps employees visualize their future with the company, fosters transparency, and builds a sense of trust and motivation from day one. It ensures that they know what to expect and, more importantly, feel supported in their journey of growth.
Set Clear KPIs for New Hires
I recommend giving new hires one or two key KPIs—and that’s it. This degree of clarity allows them to focus on the end goal while leaving the details of how to grow and develop up to each person. I was running an inside sales team. Once I adopted this approach, employees didn’t expect me, as the employer, to hand-feed them with training. Instead, they fought to sit close to the best salesperson so they could overhear and pick up best practices.
Dee DeRidder
Founder and Executive Coach, MissFit Coaching