You’re hiring great talent but it feels like it is taking far too long to get them performing as you wanted.
You’re hiring great talent but it feels like it is taking far too long to get them performing as you wanted. If you know this feeling, it is important to isolate what is causing the friction.
Try this as a first-90-days reality check.
If more than two answers are “no” or “unclear,” time-to-impact is being slowed by the system, not the hire.
Role & Expectations
- Is success in the role clearly defined within the first 30 days?
- Do new hires know what “good” looks like beyond their job description?
- Are priorities explicit, or discovered through trial and error?
Onboarding & Context
- Do new hires understand how their role connects to broader business goals?
- Are they given the context behind decisions, not just tasks?
- Is onboarding focused on how work actually happens here, not just information?
Manager Enablement
- Do managers actively guide new hires through the first 90 days?
- Are managers aligned on expectations before the hire starts?
- Is feedback frequent, specific, and timely?
Access & Friction
- Do new hires quickly gain access to people, systems, and decisions?
- Are they clear on who to go to for answers?
- Are early blockers surfaced and removed quickly?
Signals & Insight
- Do we know where new hires typically slow down?
- Do we detect friction early, or only after performance lags?
Key Takeaway:
- When time-to-impact drags, the issue is usually invisible friction, not capability.
- If you recognise these symptoms and would appreciate a more detailed diagnostic, then message us and we can share that with you.
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Download The “FIRST 90” Time-to-Impact Repeatable Diagnostic from The RISE Platform here.