How To Decide What An Employee Is Going To Do In The First 90 Days
In this concise managerial coaching segment, the speaker explains that new hires should be assigned to solve prioritized problems rather than merely perform activities. The process begins by listing all problems the role is meant to address and ranking them by urgency, illustrated with a fire‑in‑rooms metaphor (living room fire = highest priority, curtain = second, trash can = third). The onboarding timeline is divided into three 30‑day phases: the first month is spent observing existing ineffective practices, the second month is dedicated to planning solutions for the identified high‑priority issues, and the final month focuses on executing the plan. This 30‑60‑90 framework is presented as a practical method for aligning a new employee’s work with the organization’s most pressing needs.
