Setting Goals & Crafting a 90-Day Success Plan for New Hires

Hiring new talent is exciting, but let’s be real—it’s also incredibly challenging, especially when you’re a small business or a solo HR practitioner without extensive resources. You’ve likely felt the stress of bringing someone on board, only to realize they don’t have the clarity they need to succeed. It’s frustrating, it wastes time, and it’s costly. Every hire is a significant investment, and without a clear plan, that investment can quickly feel like a liability rather than an asset.

So, how do you prevent new hires from feeling lost or disengaged and instead help them hit the ground running? Let’s dive into how to set effective goals and create a powerful 90-day onboarding roadmap that truly works for small businesses.

For a small or scaling business, every hire can feel like a significant financial and emotional investment. A new employee without a plan often means wasted time, missed opportunities, and ultimately, a drain on resources. Think of goal setting as providing a roadmap—it’s the difference between handing someone a compass or leaving them wandering in the dark. With clearly defined objectives, new hires know exactly what they need to focus on, which helps them become productive more quickly.

A structured 90-day plan lays the foundation for productivity and a strong company culture right from the start. This kind of intentional onboarding process not only gives new hires the confidence they need to be successful but also ensures they’re adding value to your business sooner rather than later. Imagine how much more impactful it is when a new hire starts contributing to key projects in weeks, not months. It’s possible—with the right goals and expectations in place.

One of the best things about being a small business is the ability to be nimble. You don’t have to deal with endless bureaucracy or red tape; you can make decisions quickly and get things done. Use that to your advantage. Set initial goals during the very first week of onboarding. But keep them simple and centered around learning, so your new hire doesn’t feel overwhelmed.

Example for Week 1:

• Learn the Tools: Complete introductory sessions for key tools like project management software or CRM. Shadow another employee to understand their workflows.
• Know the Product: Spend time using the company’s product (or service) and list three observations about what’s great and what could be improved.

These simple steps aren’t overwhelming but still give new hires something tangible to accomplish right away. When new hires have quick wins early on, it helps build their confidence and encourages them to take on more challenging tasks.

Different goals require different structures, and understanding which one works best for your company can change everything. The two most effective frameworks for goal setting are SMART and PACT.

• SMART Goals (Specific, Measurable, Achievable, Relevant, Time-bound) are great for goals with clear metrics. These goals are particularly useful when you need something concrete and measurable—for example, “Increase website lead conversions by 15% in three months.” SMART goals give you clear targets to hit, which is ideal for performance-oriented tasks.
• PACT Goals (Purposeful, Actionable, Continuous, Trackable) work better for startups where roles are fluid, and priorities shift frequently. For instance, “Build stronger client relationships through regular touchpoints and feedback loops.” PACT goals are designed to be flexible, allowing for continuous improvement and adaptation, which is essential in a fast-paced small business environment.

If you’re aiming for growth but need flexibility, consider blending the two: Set a SMART goal but ensure it has continuous feedback elements (like PACT) to stay adaptable. This hybrid approach allows you to have clear objectives while also being open to evolving as your business needs change.

The first 90 days for a new hire are a critical period that sets the tone for their future success. Think of these days as three distinct phases, each with specific goals and expectations to help guide their progress.

The first phase of onboarding is all about setting the foundation for your new hire’s journey. During these initial 30 days, the goal is to make sure they feel welcomed, supported, and equipped to learn the ins and outs of your company. This phase is crucial for helping them understand the tools, processes, and culture that define your business. It’s about giving them the right start so they can confidently transition into their role with a clear sense of purpose and direction.

• Objective: Learn the basics—tools, processes, culture, and how the company operates.
• Manager’s Role: Schedule short, daily check-ins to ensure the employee understands what they’re learning and has the support they need. These daily touchpoints can be as brief as a 10-minute “How’s it going?” chat that allows them to ask questions freely and share any challenges they might be facing.
• Out-of-the-Box Idea: Create a “scavenger hunt” with your company tools. Give your new hire a checklist—find an old project in Asana, view customer feedback in Airtable, check out an old marketing campaign. It’s a fun way for them to learn systems fast, and it keeps them engaged in the learning process.

The second phase of the onboarding journey is where new hires begin transitioning from learners to contributors. By this point, they should have a solid grasp of the company’s tools, processes, and culture, and be ready to take on more responsibilities. This phase is all about gradually increasing their involvement in meaningful tasks, helping them add real value to the team, and ensuring they feel like an integral part of the company. It’s also the perfect time to give them opportunities that build their confidence and show them that their contributions make a difference.

• Objective: Begin contributing to small, manageable tasks. Set goals that align with specific business needs, such as completing a small project or assisting with a larger team effort.
• Manager’s Role: Give the employee a small “win”—a task they can own entirely, such as managing one client meeting, organizing the weekly team update, or drafting a social media post. This gives them a sense of ownership and accountability, which is crucial for building confidence and integrating them into the team.
• Out-of-the-Box Idea: Give your new hire an “initiation project”—a small, impactful assignment that solves a real problem for the team. This project should be challenging but achievable, and allow them to showcase their skills and creativity right away. For example, task them with improving an existing process, designing a new onboarding checklist, or analyzing a specific customer pain point. Not only does this give the new hire a sense of purpose from the start, but it also helps the team by bringing a fresh perspective to a problem. This approach creates instant value and accelerates the sense of contribution and integration.

The final phase of the onboarding process is all about empowering your new hire to take full ownership of their role. By now, they should be comfortable with the tools, processes, and culture of your company. This phase is where they transition from learning and small contributions to making independent decisions and driving impactful results. The focus here is on helping them demonstrate their capabilities, build confidence, and become a fully productive member of the team.

• Objective: Take on key responsibilities, own specific projects, and showcase their capabilities. By this stage, the employee should be moving towards full productivity, contributing meaningfully to team goals.
• Manager’s Role: By now, you should shift from daily check-ins to more independent performance checkpoints—think weekly progress reviews rather than day-to-day tasks. This helps to ensure they’re on track while allowing them the autonomy to make decisions and demonstrate their value.
• Out-of-the-Box Idea: Ask your new hire to write a “roadmap” for how they think their role should evolve over the next six months. This not only empowers them but gives you direct insight into their ambitions and alignment with the business. It also opens up a conversation about career development, which is crucial for retention.

A solo HR practitioner doesn’t have the luxury of large-scale feedback systems. But you don’t need them. Instead, make use of lightweight feedback loops that still drive meaningful outcomes. Consistent and constructive feedback helps keep new hires on track and encourages them to be proactive in their roles.

• Weekly One-on-Ones: Set 15-minute one-on-one chats to review what’s working and what’s not. These sessions provide an opportunity for the new hire to share any struggles or wins and for you to offer guidance or adjustments to their goals.
• Slack Updates: Use Slack or another messaging tool to maintain ongoing conversations. A quick message of “What did you think of today’s meeting?” can reveal critical information and help the new hire feel seen and heard.
• Managerial Pro Tip: Be specific with praise. Instead of saying, “Great job on that task,” say, “The client appreciated how you clarified next steps—fantastic work simplifying what could have been confusing!” Small details make the difference. Specific feedback helps new hires understand exactly what they did well, which makes it easier for them to repeat that success in the future.

For small businesses, manual tracking can be time-consuming and overwhelming. Thankfully, there are tools available that can simplify the process and save you valuable time. Here are a few practical tools that will take away the hassle of managing goals and tracking progress:

• Airtable: Customizable for almost anything. Set up a visual dashboard where you track progress and make it accessible to your hire so you’re both on the same page. Airtable allows for real-time collaboration, ensuring that everyone involved is always updated.
• Asana: Break goals into smaller tasks and tick them off as they progress. It’s satisfying for employees and easy for managers to track. Asana is especially helpful for creating clear timelines and keeping tasks organized.
• Google Sheets + Automation: Create a simple goal tracker on Google Sheets and automate updates with Zapier—small hacks make a big difference when you’re wearing multiple hats. Automating even simple processes can free up your time to focus on more strategic activities.

Step 6: Goal Setting for Remote or Hybrid Hires #

If you’re managing remote employees, clear communication becomes even more vital. It’s easy for remote hires to feel disconnected or unsure of what’s expected of them. Here’s how to keep them motivated and aligned with company goals:

• Frequent Virtual Coffee Chats: Sometimes, it’s not about work—it’s about checking in as a human. Schedule a 15-minute coffee chat once a week to keep remote hires feeling connected to the team. These informal chats help build rapport and foster a sense of belonging.
• Virtual Milestone Celebrations: Finished that key project? Great—send a small $5 coffee gift card with a “You crushed it!” note. Recognition matters even more when people are apart. Celebrating milestones, no matter how small, helps remote employees feel valued and appreciated.
• Goal Tracking Tools: Make everything transparent. Whether it’s Monday.com or Trello, use a platform where everyone can see their goals and track progress easily, especially in a remote setup. This visibility ensures accountability and keeps everyone aligned on the same objectives.

The Small Business Advantage: Personalized Onboarding #

One major advantage small businesses have over larger companies is the ability to make onboarding personal. Tailor every new hire’s onboarding experience to not just their role, but to who they are. If someone mentions in their interview that they love creative projects, see if there’s a way to let them be creative right off the bat. If they enjoy learning through hands-on practice rather than reading manuals, adjust your onboarding approach accordingly. Have a quick, friendly “What’s your favorite way to learn?” conversation on Day 1—is it videos, articles, hands-on practice? Use this information to build their 90-day roadmap.

With the right plan and the right tools, onboarding can feel less like a checklist and more like an inspiring journey—for both you and your new hire. When you set the right goals, you’re not just training an employee; you’re shaping a future leader. And that’s what small business success is all about. Check out our Onboarding page for resources to create a personalized and goal-driven onboarding process, setting the foundation for long-term growth, both for the employee and for your company.