There are two onboarding plans worth writing. One is for the new hire — what they own across their first year, before they are expected to deliver anything that goes into a board deck. The other is for you — your check-ins, your debriefs, the questions you are going to ask at each gate.
Most companies write only the first one, and they write it generic: "Day 1-30, learn the team. Day 31-60, build relationships. Day 61-90, drive results." That is not a plan. That is a stand-up comedy template.
A real onboarding plan has specific deliverables tied to the role's 12-month KPIs, mapped across 30, 60, 90 days, then six months and one year. If the role owns same-store sales growth, day 60 should include a draft of the same-store sales plan. If the role owns OEE, day 30 should include floor walks across every shift. Specific. Anchored to the number.
Talent Traction generates both — the new-hire plan and your post-hire check-in cadence. Free. Customised to your role and your KPIs. Same methodology Mike runs on every executive search.
Your role. Your company. In about fifteen minutes.
Answer a few questions about the role and the company. The kit builds alongside you. Free. No credit card. No sales call.