A 30/60/90 plan built around the moments that decide whether someone stays.
Every plan Bloome builds is individualised to the role and the person, not copied from a generic template — tailored to a person, not a job spec. Below is a full worked example, day one through day 90, including the manager guidance and personal adjustments Bloome generates alongside it.
Why this matters: around 40% of autistic employees leave their jobs within the first year (Autistica). Plans like this one are built to change that number, one joiner at a time.
First-day checklist
- Walk through a written day-one schedule together
- Meet an onboarding buddy — low-stakes pairing, not a quiz
- Complete IT and systems access setup
- Close the day with a short async written check-in
Send the day's schedule in writing the evening before, not that morning. Introduce the buddy pairing without turning it into a test. End the day with a written message rather than a verbal debrief.
Agenda shared 24 hours in advance, nothing sprung on the day. Desk pre-booked in a quieter part of the floor, noise-cancelling headset ready on arrival.
Finding a rhythm
- Daily 15-minute 1:1 with a written agenda
- Recurring focus-time blocks added to the calendar
- Meeting recordings and transcripts switched on
- Early feedback on workspace and schedule captured
Ask directly whether the meeting load and pace feel right — don't wait for it to surface on its own. Confirm recordings and transcripts are on before someone has to ask.
Cameras optional on every call. Agendas land 24 hours ahead. One protected deep-work block reserved each morning before meetings start.
Mid-point check-in
- Complete a first scoped, low-stakes project
- Run or co-run one team ritual — stand-up, retro or demo
- Mid-point check-in: are the adjustments still right?
- Define three personal "good day" success signals with the manager
Give written feedback on the first deliverable, kept separate from praise. Re-ask about communication preferences and workspace setup rather than assuming the day-one settings still fit.
Feedback delivered in writing first, talked through only if that's useful. Review meeting kept short with a clear written agenda.
Taking ownership
- Take ownership of a scoped, independent project
- Set up a recurring feedback loop with the manager
- Identify and document one process worth improving
- Confirm trajectory in a short development conversation
Hand over real ownership, not busywork, and check in on pace rather than hovering. Ask what's getting in the way before assuming more oversight is needed.
Feedback loop kept on a fixed day and time each week. A short written summary follows every conversation.
Close-out and ongoing goals
- Lead a piece of work end-to-end with peer review
- Present learnings and next steps to the wider team
- Convert the 30/60/90 plan into ongoing goals
- Joiner-led close-out review with the manager
Let the joiner lead the close-out review, then follow up with a written summary. Confirm which adjustments carry on past day 90 — they don't expire just because the plan does.
Close-out run as a written summary first, conversation second. The adjustments that worked — quiet desk, written-first instructions, a fixed check-in cadence — carry into ongoing ways of working.