Back to Blog

How to Set Goals for Your Technical New Hires

Kristen Buchanan

In any technical onboarding program, the general consensus is that new technical employees should be fully operational and independent within the first 90 days of their employment.

But for most developers, this crucial 90-day checkpoint simply isn't reached. In fact, in our work with technical companies we've found that most managers don't report developers and software engineers being up to speed until their seventh or eighth month on the job...and often it takes much longer than that.

So how can technical teams course correct and shorten their new hires' time to productivity?

A good start is through setting clear, practical goals at the 30, 60, and 90-day marks.

Setting clear milestones for technical new hires keeps them engaged with their own development, and offers a guideline for their progress. Managers can check in with the new hire at the one month, two month, and three month points to assess how well the new hire is doing, and what additional support they need.

This also sets the new hire up for being self-directed in their own development.

Creating goals gives technical new hires and engineers the freedom to explore their new role and learn the necessary processes needed to meet each milestone. They can also begin to understand what they don't yet know, and seek help in the form of resources and peer support.

It's important to remember that these 30, 60, and 90 day goals will vary greatly between organizations, teams, and even new hires.

To begin determining what goals are practical for the 30, 60, and 90 day points, check in with your team and brainstorm what critical projects and responsibilities the new hire should understand in the first three months of their work. From there, you can break those responsibilities down into smaller skills-based learning goals, and the projects they can tackle to meet them. 

This process will give you a framework for introducing new hires to their role one step at a time. Then you can use that framework to keep new hires focused and on track, and ultimately get them up to speed in less time.

Our bot eddy helps new technical hires on track during the onboarding process. Try it for free!


Like this article? Tweet it!

More from the Blog

Impact Engineering Retention This Month – 3 Tips for Tech Leaders

If the engineer is burnt-out and disengaged, this conversation is an opportunity to learn as a manager, what’s failing your employee, and set a goal for improvement for the next year.

Read Story

Retaining Engineers At The Crossroads - A Framework For Examining Retention

Ultimately, employees are the ones who make the decision about staying: if the pros of a company outweigh the unknowns of trying someplace new.

Read Story

ROI Of Great Engineering Onboarding

Engaged developers will be less susceptible to the inbound interest from external recruiters in this intense job market, thanks to the more connections they make through integrated onboarding.

Read Story

Get Onboard.

Subscribe to the Edify newsletter to get tools & tricks for engineering team growth. (And we'll share our Guide for Developer Onboarding as a bonus!)
We will never share your email address with third parties.