In Indian culture, the proverb

पूत के पाँव पालने में ही दिख जाते हैं”

Poot ke paon paalne mein hi dikh jaate hain

emphasizes that the signs of a promising future can be observed early. The greatness, talent, and character begin to reveal themselves at a young age, long before maturity. An organization’s first 90 days with a new employee—a time can be referred to as the “cradle moment.” These initial days are pivotal because they offer early indications of an employee’s potential success within the organization.

The first three months, or 90 days, of an employee’s journey within an organization play a critical role in determining their trajectory. Just as a child’s foundational behavior and potential are shaped in early development, an employee’s performance, adaptability, and future contributions often begin to reveal themselves during this period. 

The Importance of the First 90 Days

The first 90 days set the tone for an employee’s tenure and future within the company. Leadership expert Michael Watkins, in his renowned book The First 90 Days, writes,

What you do in the first three months is more important than anything you will ever do in your career.

He emphasizes that those early days are a “make or break” period for both the employee and the employer. It’s the phase in which employees establish relationships, understand the company culture, and demonstrate their capacity to meet expectations.

Early impressions matter, and behaviors during these critical months can reveal a great deal about how the employee will function in the long term. Employees who demonstrate curiosity, proactive engagement, and adaptability during this period often emerge as valuable assets. On the other hand, those who struggle to assimilate, align with the company’s values, or perform under pressure may not be suited for long-term success in the organization.

The Role of Organizations in Cultivating Potential

During the first 90 days, the organization bears as much responsibility for the employee’s success as the employee does. The process of onboarding, training, and integration should be designed to not only welcome the employee but also set them up for sustainable success. Leaders must recognize this as a time to nurture talent and build trust.

Effective Onboarding: Setting the Right Foundation

An organization’s onboarding process is akin to a nurturing parent providing guidance to a child. Without a proper introduction to the company’s culture, processes, and values, even the most talented new hire might flounder. A Harvard Business Review article states that  a formal onboarding program could see 50% greater employee retention among new recruits and 62% greater productivity within the same group. These figures highlight the importance of investing time and resources into comprehensive onboarding programs.

Onboarding should focus on three essential elements:

1. Cultural Integration: New employees need to understand the unwritten rules, the organization’s purpose, and its values. This can be achieved through mentoring programs, cultural orientation sessions, and engagement with peers across departments. If employees are expected to embody the organization’s mission, they need clear guidance on what that mission is and how they fit into it.
2. Clear Expectations: Employees thrive when they know what is expected of them. A clear set of objectives for the first 90 days provides a roadmap for success. This includes key performance indicators (KPIs), short-term goals, and a transparent communication channel to address challenges as they arise.
3. Access to Resources: Just as a child needs nurturing tools, an employee needs adequate resources to succeed. This includes technological support, training, access to information, and guidance from leaders. It’s important that organizations remove barriers that may hinder an employee’s ability to perform.

Leadership’s Role in Identifying Potential

Leaders, much like parents observing a child’s early growth, must keep an eye on the development of new employees. In the initial 90 days, it is crucial for leaders to:

1. Encourage Open Communication: Leaders should cultivate an environment where employees feel comfortable asking questions, voicing concerns, and seeking guidance. This not only helps employees learn faster but also fosters a sense of belonging.
2. Provide Regular Feedback: Constructive feedback in the first 90 days can shape the employee’s path to success. Frequent, thoughtful reviews help employees understand their strengths and areas for improvement. Positive reinforcement during this phase can boost confidence and motivation.
3. Recognize Initiative: Employees who take initiative and go beyond the call of duty in the first three months often showcase their long-term potential. Leaders should acknowledge this initiative, as it encourages employees to keep pushing themselves and reinforces positive behaviors.

The Employee’s Role in Maximizing the Cradle Moment

From the employee’s perspective, the first 90 days are an opportunity to build a strong foundation. The transition into a new role is filled with both excitement and challenges, and how they navigate this period can define their long-term success.

1. Adaptability: The ability to adapt to new environments, learn quickly, and be flexible is one of the most significant traits that define a successful employee. During the first 90 days, new hires should be open to learning and remain agile in the face of challenges.
2. Building Relationships: Forming strong relationships within the team and across departments is key to thriving in any organization. It is crucial that employees invest time in understanding their peers, their leaders, and the company’s ecosystem.
3. Showcasing Potential: The first 90 days provide an opportunity for employees to demonstrate their skills and capacity to grow. This is the time to take on challenges, offer creative solutions, and show initiative.

Aligning Leadership with Employee Growth

The connection between leadership and the early performance of employees cannot be overstated. A leader’s role, akin to a gardener nurturing a young sapling, is to guide, nourish, and shape their growth. Similarly, a leader should watch for early signs of both promise and struggle, addressing any issues before they become larger problems.

Peter Drucker, a renowned management thinker, famously said,

The most important thing in communication is hearing what isn’t said.

In the first 90 days, leaders must be attuned not only to what the employee says and does but also to subtle cues—like body language, emotional engagement, and initiative—that can reveal how well the employee is adapting.

A Shared Responsibility for Success

In essence, the first 90 days form the “cradle” in which both the organization and the employee begin shaping a shared future. For the organization, these initial months are an opportunity to identify future leaders, innovators, and contributors. For the employee, it is the time to seize the moment, to learn, grow, and align with the organization’s broader vision.

When an employee excels in the early stages, it sets a precedent for others to follow, creating a culture of excellence.

Conclusion

The first 90 days in an organization represent a pivotal period, much like the “cradle” of a child’s development. It is a time where both potential and challenges emerge, and where an employee’s future contributions begin to take shape. Organizations must invest in onboarding, leadership, and support to help employees thrive, while employees must approach this phase with curiosity, adaptability, and a desire to contribute meaningfully.

Greatness is not found in perfection; it is found in growth, and growth begins in the cradle of learning.