How many times have you hired someone with impressive potential, only to watch them struggle during their first few months? Too often, new hires struggle to connect, find clarity in their role, or become fully productive. The first few weeks tend to be a blur of paperwork, quick introductions, and unclear expectations. Instead of building momentum, new team members may lose confidence or leave before they can contribute at their best.
After seeing this happen time and again, I decided it was time for a new solution. That’s why I developed the 90-Day Jumpstart framework.
What is the 90-Day Jumpstart?
It’s a structured plan that helps new hires get grounded, feel genuinely connected, and start making meaningful contributions in their first three months. The process is built around three clear phases, each with practical goals and the right support to create progress at every stage.
In this series, I’ll break down what each phase looks like, how it works in real organizations, and how a thoughtful approach to onboarding can help your team see better results from day one.
Every new hire represents a major investment. You’ve put in the work to recruit, interview, and select the right person, but the story doesn’t end with their first day. In fact, what happens after they join is often more important than anything that came before.
Nearly a third of all employee turnover happens within the first 90 days. This isn’t because people lack commitment or ability. Most of the time, it comes down to mismatched expectations, poor support, or a lack of connection to the team and culture.
A structured onboarding plan solves these problems before they start. With the right framework, you stop worrying about whether your new hire is finding their way. You have a system for progress, clear milestones, and regular conversations that keep everyone on track.
This isn’t just about saving headaches for managers. Consistent, effective onboarding means better retention, faster ramp-up, and stronger contributions from every new team member. When onboarding works, everyone benefits.
So how do you turn good intentions into real progress? In the next post, I’ll share the three phases that make up the 90-Day Jumpstart.
Onboarding should be more than a checklist. The most effective onboarding journeys have a rhythm—a beginning, a middle, and a point where your new hire is ready to stand on their own. That’s the foundation of the 90-Day Jumpstart.
Here’s how it breaks down:
Phase 1: Immersion (Weeks 1–2)
This is about getting grounded. Your new hire learns the company’s purpose, connects with key people, and gets an inside look at your culture. It’s not about overwhelming them with information. Instead, you’re welcoming them, building relationships, and helping them see where they and their role fits in the bigger picture of your organization.
Phase 2: Integration (Weeks 3–8)
This is when things start to click. Your new hire begins to take on more responsibilities, contribute to projects, and develop confidence in their new environment. The goal is to help them find their rhythm, balancing guidance with growing independence.
Phase 3: Independence (Weeks 9–12)
Now, your new hire is working more autonomously. They’re not just completing tasks—they’re solving problems, offering ideas, and making a real impact. At this stage, you want to see them actively shaping their role and helping others.
These phases are simple, but powerful. Each one builds on the last, creating momentum and setting up your new hire for lasting success.
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