TL;DR

The perfect 1:1 agenda for new hires centers around the 30-60-90 day plan discussion. This plan ensures new hires integrate smoothly, set realistic goals, and align with company expectations. Effective execution requires structured communication and clear objectives.

Who This Is For

This article is for hiring managers, product leaders, and HR professionals responsible for onboarding new hires, particularly in tech companies. They will benefit from insights on structuring 1:1 agendas to maximize new hire integration and productivity.

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan outlines a new hire's goals and objectives for their first three months. It ensures they understand company expectations, integrate with the team, and make meaningful contributions. Not a generic template, but a tailored plan.

How Do I Prepare for a 30-60-90 Day Plan Discussion?

Preparation involves reviewing the new hire's background, understanding their role, and setting SMART objectives. Not just about setting goals, but aligning them with company priorities. For example, during a Q3 debrief, a hiring manager pushed back because the new hire's goals didn't align with team objectives.

What Are the Key Components of a 1:1 Agenda?

A 1:1 agenda should include introductions, role expectations, and a review of the 30-60-90 day plan. Not just a discussion, but a dialogue. The hiring manager should actively listen and provide feedback.

How Do I Set Effective Goals for a New Hire?

Effective goals are specific, measurable, achievable, relevant, and time-bound (SMART). Not just about setting goals, but ensuring they align with company priorities. For instance, a new hire's goal might be to increase user engagement by 20% within the first 60 days.

What Are Common Mistakes to Avoid in 1:1 Agendas?

Common mistakes include lack of clear objectives, poor communication, and inadequate feedback. Not just about avoiding mistakes, but proactively ensuring a smooth onboarding process.

Preparation Checklist

  • Review the new hire's background and experience
  • Understand the role and its responsibilities
  • Set SMART objectives aligned with company priorities
  • Prepare an agenda with introductions, role expectations, and a review of the 30-60-90 day plan
  • Work through a structured preparation system (the PM Interview Playbook covers 1:1 agendas with real debrief examples)

Mistakes to Avoid

BAD: Lack of Clear Objectives

A hiring manager failed to set clear objectives, leading to confusion and misalignment. GOOD: A hiring manager set SMART objectives, ensuring the new hire understood expectations.

BAD: Poor Communication

A hiring manager didn't communicate effectively, causing misunderstandings. GOOD: A hiring manager actively listened and provided feedback, ensuring a smooth onboarding process.

BAD: Inadequate Feedback

A hiring manager didn't provide regular feedback, hindering the new hire's progress. GOOD: A hiring manager provided constructive feedback, enabling the new hire to adjust and improve.

FAQ

Q: What is the primary purpose of a 30-60-90 day plan?

A: The primary purpose is to ensure new hires integrate smoothly, set realistic goals, and align with company expectations.

Q: How often should I review the 30-60-90 day plan with the new hire?

A: Regular reviews, ideally weekly or bi-weekly, to provide feedback and ensure progress.

Q: What are the consequences of not having a structured 1:1 agenda?

A: Consequences include confusion, misalignment, and poor performance, ultimately affecting team productivity and company goals.

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