How to Create & Implement a 30-60-90 Day Training Program for Your New Hires

Training new hires can be time consuming and complicated unless you have a sustainable, stream-lined system for doing so that communicates your expectations and guidelines. Clear expectations save you so much time in training, and they also help keep your new hires from making as many mistakes in the training process.

A 30-60-90 day training program is designed to break the job description down into bite-size pieces and set expectations for every week during the training process. This clearly communicates to everyone what the focus will be in training for that particular week, and it also helps the new hire handle the overwhelming feeling of learning all the new aspects of the job.

The first step in creating and implementing this training program is to create a clear Job Description of the position, since you will use the aspects of the job description to build your training program.

A Job Description can be a bullet point list, a page summary, or a chart that clearly communicates the main responsibilities of the position. You want these responsibilities to be clear, but also general. That way you can dive into the specifics in your training program or Operations Manual (see my blog post for helpful tips on Writing an Operations Manual here).

You may want to have your legal counsel review your Job Descriptions after you write them just in case you may need to tweak them from a legal point of view. You will also want to build these Job Descriptions into the Independent Contractor Agreement or other Employment Contract that you have your new hire sign on their hire date. You can obtain a template Independent Contractor Agreement or Employment Contract from several different websites, but my favorite is RocketLawyer. This particular website also offers Lawyers available to chat or review the documents that you create so that it is a one-stop shop.

Here is an example of one of the job descriptions for an Independent Contractor’s work for me in a Marketing Company:

Description of Services to be Provided by Independent Contractor
The Services may also include any other tasks which the Parties may agree on not listed below. The
Contractor hereby agrees to provide such Services to the Client. These Services may include
but are not limited to:
 Manage & Recruit sponsors and other business affiliates for Client
 Plan & Coordinate monthly networking events, classes, and training programs for Client
 Assist Office Manager or Broker with other marketing projects as necessary

Now that you have your job descriptions completed, you want to break down the expectations for each described aspect.

You also want to break down the necessary knowledge and tasks required to complete aspect. This will help you create a comprehensive list of items, systems, procedures, or databases that must be trained in order to complete a specific aspect.

Now you want to prioritize the highest income-producing aspects first, so that you can cover the most important items in your first 30 days. These may include basic training in your profession, important office systems, software, or anything else that relates to the every-day tasks that move the business forward & make new business.

Then in the next 30 day segment, you can cover the next most important items, while continuing to build on to the new hire’s knowledge and expertise gained in these first 30. These can be items that require a basic training of the business’s procedures before completing them, or items that maintain current business.

Finally, the last 30 day segment will include all other aspects of the position that may be less pertinent to the daily and weekly top priorities of the position. These could include quarterly and annual items or other ongoing projects.

You can create an outline of these aspects into a chart that summarizes what the learning objectives for each specific week will be.

I find that breaking it up into a chart provides a helpful visual tool that makes the training program manageable and less overwhelming. This provides a structure for the training process so that everyone knows what to expect and when to expect it throughout the first few weeks and months.

Here is an example of one of my 30-60-90 Day Training Program Outlines that I use for my Administrative staff on a Real Estate Team:

30-60-90-day-training-program-TSG-Admin-1 Download

Now that you have an outline for the 30-60-90 day Training program, you can create videos on each item, dive into the specific knowledge training or practice activities that help teach each aspect at hand. You can also research other helpful resources to provide your new hire with the knowledge and skills necessary to complete the tasks for that week. You want to combine the training with various learning styles so that whatever the new hire’s personality profile, they can relate to the training and retain the information.

Remember, be clear but concise. You may have to help guide several lessons at the beginning, but try not to micro-manage. If you get into the habit of micro-managing throughout the training process, it will be hard to break and won’t give your new hire full ownership over their position.

You’ll also want to keep in mind that the new hire is a new hire. They are not a “you!” Be gracious and understanding, and remember to explain anything specific to your workplace in layman terms so that the new hire can clearly grasp what you are teaching.

A 30-60-90 day training program will be a game-changer for your business and help streamline the training process and your expectations!

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