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What is a 30-60-90 day plan?

6 benefits of a 30-60-90 day plan, when to use a 30-60-90 day plan, what to include in a 30-60-90 day plan, 30-60-90 day plan template for managers, 9 tips for creating a 30-60-90 day plan.

"The more I help out, the more successful I become. But I measure success in what it has done for the people around me. That is the real accolade." Adam Grant, organizational psychologist and BetterUp Science Board Advisor 

When it comes to setting your people up for success, a little help goes a long way. How are you setting up your workforce to reach its full potential ? 

Well, if you ask any leader, a lot of it comes down to helping your employees think strategically from the start. It’s beyond finishing a project, solving a problem, or completing the menial, day-to-day tasks.

Of course, the day-to-day duties help to get work done. But it’s also helping your employees connect their day-to-day to the larger purpose of work . Why does that purpose matter? How does their work connect to the organization’s goals, mission, or purpose? 

When I first started at BetterUp, my manager shared a fully fleshed-out spreadsheet and Google document as part of my 30-60-90 day plan. In these resources, there were targets to hit, milestones to reach, and tasks to complete. 

But more importantly than the line items was the sentiment: the strategy behind the 30-60-90 day plan helped to set me up for success. It was that extra mile to help out a new hire that allowed me to onboard successfully to my new role. And it was the help I needed to see the larger vision of how my work connected to organizational success , even if I didn’t fully know it yet. 

When we think about helping others around us be successful, having a plan is critical. In fact, 69% of employees are more likely to stay with a company for three years if they had a good onboarding experience.

Having a roadmap for the first three months can help your employees acclimate to the company culture. It'll also help them ramp up to the role and meaningfully connect with others — and ultimately lead to better performance.  

Sure, the plan might change. After all, we’re in a rapidly changing world where plans are often etched in pencil instead of stamped in pen. But if you’re hiring new employees or onboarding teammates, it’s important to give your workforce a sense of where you want to see them go. 

In this post, we’ll walk through what makes a good 30-60-90 day plan. We’ll also talk about the benefits of a good plan — and even give a template example to help you help your employees. 

First, let’s understand what defines a 30-60-90 day plan. The 30-60-90 plan is a key part of a robust onboarding process . And in remote and hybrid work environments, the onboarding process is more important than ever. It’s critical that in these early days of onboarding, you’re building culture and connection with your new employees. 

A 30-60-90 day plan is a document or resource that outlines the goals and strategies for a new employee within the first 90 days. It serves as a guide, a resource, and a checklist for your new hires.

When a new employee joins your organization, there’s likely a stage of information overload. In the onboarding process, the employee absorbs a lot of information. They might be networking and setting up coffee chats with other employees. They’re probably in a good chunk of training sessions and other sorts of new hire workshops. 

Depending on how your organization runs the onboarding process, your employees are likely trying to ramp up in their new roles. At the same time, they're also soaking in everything they can about the organization. All while your employees are acclimating to the new role, they’re also making connections. Or, at least, they should be.

In short: it’s a lot. It can feel overwhelming to retain all the information a new hire receives. Sometimes, it can lead to confusion or misalignment on overall goals. 

But with a 30-60-90 day plan, you’re able to clearly outline the expectations you have for your employee. As a manager, it’s a useful resource and tool to help keep the onboarding process on track. It can also serve as an accountability tool, one where you can ensure your employees are meeting your expectations. 

Let’s talk more about what benefits come with a clearly outlined 30-60-90 day plan. 

There are plenty of benefits to a 30-60-90 day plan, for both the employer and the employee. Here are six of our favorite benefits to consider. 

• It helps optimize productivity  

It sets clear expectations 

• It helps with goal setting  

It can help alleviate the new job jitters 

It empowers employees to self-manage their work , it serves as a reminder of priorities , it helps optimize productivity .

Ashley Ballard, social media manager, BetterUp, shared why a 30-60-90 day helped their productivity in the first three months of work. 

“I'm someone who benefits from an itemized list of expectations so that I’m not hindering my productivity by feeling anxious about my work product. It also keeps everyone on the same page about the meaning behind your role and how you will directly support team goals.” Ashley Ballard, social media manager  

As you’ll notice in some of these benefits of a 30-60-90 day plan, there’s a lot of overlap in what makes an employee productive. For Ashley, it’s clear expectations, alignment on the role, and clear communication about the priorities at hand. One could argue that all the benefits of a 30-60-90 day plan can contribute to overall increased productivity . 

It doesn’t get much clearer than getting a document of expectations in written form. At BetterUp, our 30-60-90 day plans come with a “checkbox” field to notch once you’ve completed the task at hand. 

Clear expectations can be hard to set, especially at the nebulous start of someone’s employment in a new role. But with a 30-60-90 day plan, you’re able to clearly outline your expectations as a manager. 

It helps with goal setting 

On my 30-60-90 day plan, I had a list of more administrative or mundane tasks. For example, I needed to upload my information into our HR management system. I needed to review the necessary policies and documents. I needed to set my email signature with the appropriate information. 

But it also outlined higher-level objectives. As a marketer and writer, I needed to learn the BetterUp voice, tone, and perspective. My manager clearly outlined blogs and resources that I could read, practice assignments that I could take on, and even some videos to watch. In fact, one of my goals was to write a blog within 30 days. 

Many of the new hire checklist items served as foundational tasks to get to me my goal. And by providing me with all the information at once, I could more easily connect the dots to the “why” behind some of the work I was receiving, too. 

Have you ever started a new job and not really know what you’re supposed to do with yourself? 

In my last job, I attended a half-day new hire orientation . I still remember going back to my desk upstairs, meeting my new manager, sitting down, and logging into my computer. I played around with my systems and got myself set up on my laptop. But after about an hour, I found myself spinning my chair around to my new boss and asking if I could help with anything. 

Frankly, I had no idea what I was supposed to be doing with myself. I felt that instant anxiety of not contributing anything meaningful, even though it was just my first day. 

There’s a lot of inherent pressure, stress, and anxiety that comes with starting a new job. New job anxiety is totally normal. It happens to all of us.

No matter how great we felt through the hiring process , on top of the world with our offer letter, as the new kid you can feel at loose ends pretty quickly. You waste time in self-doubt or doing unimportant tasks to look busy and loose confidence and momentum. But one way to help alleviate the jitters your employees are feeling is by giving them a plan. 

Ashley Strahm, content marketing manager, BetterUp, shared why she finds having set milestones in place can help reduce anxiety . 

“I’ve come to experience onboarding as a time where folks are the most hungry, curious, enthusiastic, and eager to please. Having a plan with milestones from the outset means that none of the initial emotions that come with starting a new job overwhelm or cause scattered or inefficient outreach — and anxiety about performance."  Ashley Strahm, content marketing manager

Without a 30-60-90 day plan, you couldn’t possibly have made the connections or digested the right resources to help quell those productivity nerves. And without it, you risk a big loss. Those early days are when new hires have the freshest eyes. It’s the best and most optimal opportunity to ask your new hires to observe and provide feedback. 

I’ve never heard of a manager that wants to hold their employees’ hands through every project. Sure, there are micromanagers who like to stay close to their employees’ work. 

But at BetterUp, we’re big believers in giving employees autonomy to self-manage their work. We talk about this in the context of some of our high-impact behaviors: extreme ownership, bias toward action, craftspersonship, and work to learn. 

Managers also need their time to focus on high-impact work and priorities. So when it comes to onboarding a new employee, it’s not plausible to walk your new hire through everything they need to know. And if you were to do so, it certainly wouldn't set them up for success. 

A 30-60-90 day plan empowers your employees to self-manage their work. By leveraging a 30-60-90 day plan as part of your onboarding strategy, you’re giving your employees autonomy to build their own schedules. It helps give them the roadmap but how they get to the final destination is up to them. 

Hand-in-hand with self-management comes managing priorities. We all know that work is busy. As your employees become more acclimated to the role, it’s likely their workload is gradually increasing. 

But with a 30-60-90 day plan, your employees are reminded of their priorities. And it’s on your employees to manage their priorities effectively, which is a good life and work muscle to flex. 

So, you might be wondering when to use a 30-60-90 day plan. When is it most effective? What situations will it have the most impact? Let’s dig in. 

30-60-90 day plan for an interview 

Job seekers, this is for you. If you want to knock the socks off a potential employer, consider putting together a 30-60-90 day plan for your interview. Even if it’s just an informational interview , you can show how you’d approach your first 90 days on the job. 

For example, let’s say you’re interviewing for a sales position. From the job description and from your informational interview, you know what markets you’ll be focused on. You also know about some target accounts and have a good sense of the industry.

While you might not know exactly what you are going to be doing, you have a good idea. You’ve worked in software sales for a while, enough to know how to approach breaking into a new market. 

So, you decide to come up with a proposed 30-60-90 day plan. You put together a rough sketch in a Google sheet about what you would focus on in your new role . 

30-60-90 day plan for a new job

More commonly, 30-60-90 day plans are used in the onboarding process. This is useful for both hiring managers and employees. For example, at BetterUp, I received my 30-60-90 day plan on my first day of employment. It helped to set expectations about what I would be focused on for the next three months. 

But some companies also use 30-60-90 day plans for things like performance reviews or even lateral moves within the organization. You can also use 30-60-90 day plans for project-based initiatives. 

First, it’s important to understand that 30-60-90 day plans should be personalized based on the employee. For example, a new employee in an entry-level position will probably have a radically different plan than that of a new executive. 

And 30-60-90 day plans for managers are going to look different than plans for individual contributors. There are nuances to these sorts of plans because of job responsibilities, work goals , expectations, and experience. 

But generally speaking, we can outline four key components of a 30-60-90 day plan. 

Expectations and concrete goals 

Go-to resources and information .

• New hire checklist or to-do list  
• Company mission, culture, the purpose of work  

Every 30-60-90 day plan should have clear expectations and concrete goals. As a manager, it’s important to clearly communicate the expectations you have for your employees. For example, my manager has created a couple of documents that very clearly outline the expectations of her employees. 

Oftentimes, expectations serve as the foundation for your working relationships. As part of my 30-60-90 day plan, my manager also asked about my expectations. In a lot of ways, it’s a two-way street.

I filled out a document that outlined my preferred working style, my communication style, and how I  resolve conflict . It helped both parties to essentially get a good sense of how the other works. 

Along the same vein of expectations are goals. My manager expressed some clear goals that she wanted me to reach within my first 90 days. But I also had the opportunity to think about my own personal goals and what I wanted to accomplish.

Together, we iterated on the plan to come up with an action plan. Some of these goals can ladder up to other big milestones that you’d like to have your employees reach along the way. 

The world of work is a complex one. Especially in today’s day and age, there’s a lot of information that’s probably changing rapidly. 

For example, is your workforce hybrid or remote? What sort of COVID-19 guidelines are in place? How do you submit your expense reports or ask for time off? What systems does your organization use for benefits ? What employee resource groups or culture programs does your organization have? 

A 30-60-90 day plan is a good one-stop-shop for all the resources your new hire will need. It’s a great reference and resources with a wealth of information (and can help your employee become more self-sufficient, too). 

New hire checklist or to-do list 

When an employee joins a company, there are a lot of “tasks” that need to be done. For example, I needed to enroll in my benefits and 401K. I needed to upload my personal contact information into our human resources management system. I needed to upload my Slack photo and put my preferred pronouns on my email signature and Slack profile. 

A 30-60-90 day plan is a great place for all of the one-off tasks that every new hire needs to complete. It also helps keep your employees on track with all the administrative and HR tasks needed within the first couple of months of employment. 

Company mission, culture, and purpose of work 

Last but certainly not least, your employees need to understand the purpose of work. This likely won’t “click” fully in the first 30 (or even 90) days. But it’s important to start drawing connections between their work and the company’s vision early on. 

In a recent Forbes article, Great Place to Work® released new data around employee retention . One of the top drivers? Purpose. In fact, employees at top-rated workplaces in the US reported that if they feel their work has a purpose , their intent to stay at said companies triples.

Don’t dismiss the role that purpose plays in your organization. At BetterUp, we’re on a mission to help everyone everywhere live with greater purpose, clarity, and passion . This can only happen if employees understand their purpose and the role of their work in the company’s mission. 

We’ve created a free draft 30-60-90 day plan template to use for managers. Access the draft template and start using it today. 

30-60-90 day plan for interviews

As mentioned earlier, there are some situations where an employee may prepare a 30-60-90 day plan as part of an interview. Or, perhaps as part of your company’s hiring process, you ask job applicants to put together their plans. 

With these elements, you’ll be sure the candidate is ready to hit the ground running. Here are some key components you should look for in a job applicant’s 30-60-90 day plan: 

• Short-term goals (generally achievable, time-bound goals)
• Long-term goals (that are also measurable goals)   
• Establishing metrics for success 
• Outlined priorities (especially for the first week) 
• Learning new processes 
• Meeting the new team and team members 
• Any learning goals (or professional development goals ) 

Of course, your 30-60-90 day play is going to be catered to each individual. We’re all human with different responsibilities needed. Keep these nine tips in mind as you put together your 30-60-90 day plans. 

• Set SMART goals  
• Consider what you want your employee to prioritize 
• Encourage professional development  
• Encourage reflection time 
• Outline goals into months: first month, second month, third month 
• Ask for input from your employees and direct reports 
• Promote ongoing learning about the company culture and purpose 
• Adjust (and readjust) as needed 
• Follow-up on the progress 

You can always work with a coach to help outline what might be needed in your 30-60-90 day plan. A coach will have a wealth of experience in the field and an objective, third-party perspective. With guidance from BetterUp, you can ensure you’re setting up your people for success.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

The only guide you'll need to create effective cascading goals

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30-60-90-Day Plan (2024 Guide with Examples)

Emily Kho is a seasoned writer with a specialization in B2B, EdTech and real estate. She has a Bachelor of Science from the prestigious William F. Harrah College of Hospitality at the University of Nevada, Las Vegas. In her free time, she loves going to the beach, snowboarding and reading.

Katie is a Chicago-based editor. She started her career writing and editing content about home warranty, renters insurance, homeowners insurance and other home services topics before transitioning to home improvement products. She has spent the last year and a half working at a software company, managing content about CRMs, project management tools and other tech topics.

Starting a new position can be both exciting and daunting. To ease this transition, many employers rely on a structured approach known as the 30-60-90-day plan. This framework outlines clear goals and objectives for the first 90 days in a new role, ensuring successful onboarding and adaptation.

In this guide, we at the MarketWatch Guides team explore what a 30-60-90-day plan is and how to create one, complete with examples.

What Is a 30-60-90-Day Plan?

A 30-60-90-day plan is a strategic action plan that divides the first three months of employment into 30-day segments. Each phase focuses on a different goal or objective, helping the new hire integrate into their role and the company a little at a time.

Benefits of a 30-60-90-Day Plan

The first quarter of employment is a critical period that often determines the pace and direction of a new hire’s trajectory within the company. Here is how a 30-60-90-day plan helps with these 90 days.

For Employees

A well-crafted 30-60-90-day plan provides a clear understanding of expectations, helping the employee organize their time. Having this sort of structure reduces their anxiety and increases their confidence.

For Managers

From a managerial perspective, a 30-60-90-day plan is invaluable for monitoring a new hire’s individual performance and team integration. It helps identify roadblocks early on to get the team member running at full capacity as soon as possible.

When To Create a 30-60-90-Day Plan

The ideal time to draft a 30-60-90-day plan is just before the new team member joins. Crafting this plan prior to the start date equips the new hire with a sense of direction. However, the plan continues to get refined into the first month of employment with real-time exposure to how the employee integrates into the work environment.

How To Create a 30-60-90-Day Plan

Crafting a 30-60-90-day plan requires thoughtful consideration of both the role’s demands and the individual’s personal goals. This plan acts as a personalized roadmap, guiding the new hire through the crucial first three months in a structured manner. 

Here is how you create one with the above in mind:

• Explain the organization and role: Ensure your new hire understands their job’s key responsibilities as well as the company’s wider objectives that they’re supporting.
• Set goals for each 30-day phase: Set goals for each 30-day period of the 30-60-90-day plan. Make these goals about getting acquainted with the role and company and starting to own the role’s responsibilities.
• Break goals into actions: Break down the goals into actionable steps so that the hire knows what to do to accomplish them.
• Establish metrics to track progress: Establish key performance indicators (KPIs) for each goal. Use these KPIs to quantitatively assess the hire’s progress toward achieving their goals.

By following these steps, hiring managers can create a comprehensive and effective 30-60-90-day plan that sets their new hire up to hit the ground running.

Setting SMART 30-60-90-Day Goals

The key part of a 30-60-90-day plan is to lay out goals for the new hire. We recommend using the SMART framework for this. SMART goals are Specific, Measurable, Achievable, Relevant, and Time-Bound. 

Below, we take a closer look at this concept by showing you what SMART goals might look like for different roles.

Sales 30-60-90-Day SMART Goals

SMART goals on a sales team should focus on learning company products, building client relationships, and getting some sales.

Engineering 30-60-90-Day SMART Goals

In engineering, the initial period is typically about understanding the technical environment, integrating into the development team and starting to contribute to any current and new projects.

30-60-90-Day Tips for Managers

As a manager, a 30-60-90-day plan enhances your ability to guide the new employee through their initial months. Here are some tips on how to implement this plan to ensure a smooth transition and set the stage for long-term success:

Set Expectations

• Discuss responsibilities and priorities: Communicate what is expected of the new hire in terms of deliverables and behavior.
• Collaborate on achievable, realistic goals: Work together to set goals that are challenging yet attainable, ensuring that they align with both the team’s and the organization’s objectives.
• Explain the company: Explain the company’s mission, vision, core values and history to help the new hire assimilate to the company’s culture.

Foster Growth

• Make introductions to key colleagues: Set up introductory meetings with direct team members and other employees who could help the new hire during onboarding and beyond.
• Ensure access to tools and trainings: Give the employee access to the tools they need to do their job as well as additional resources they can use in the future to improve their skills.
• Promote proactive problem solving: Encourage the new hire to propose process improvements as they review team and role documentation to foster a mindset of innovation.

Track Progress

• Maintain open communication: Encourage a two-way dialogue to build a trusting relationship where both parties feel comfortable bringing up any concerns.
• Schedule regular check-ins: Meet once a week to review progress, provide feedback and adjust goals as necessary.
• Give constructive feedback: Offer specific and actionable feedback that the new hire can use to grow and improve in their role.

30-60-90-Day Tips for Employees

For an employee, the 30-60-90-day plan is a valuable tool for navigating the early stages of their career at a new company. Here is how they can maximize the benefits of this tool:

Prepare Thoroughly

• Study role expectations: Understand the specifics of your new job, including the skills, responsibilities and deliverables.
• Learn about the company and team: Familiarize yourself with the company culture and team dynamics to better integrate yourself.
• Create likely scenarios: Anticipate potential challenges you might face, and plan how you would address them.

Set Milestones

• Outline measurable targets: Work with your manager to set clear, quantifiable goals for what you want to achieve in each phase of your 30-60-90-day plan.
• List project checkpoints: Identify key points in your projects or tasks where you can pause to assess your progress.
• Identify resource requirements: Determine if you need additional support or documentation outside of what your manager provides you.

Maintain Accountability

• Share updates proactively: Communicate your progress to your manager and team, showing initiative and transparency.
• Highlight completed actions: Use the progress updates with your manager and team to discuss what you have accomplished and how it aligns with your goals.
• Realign goals as needed: Be open to modifying your goals based on the evolving needs of your role, team and organization.

Conducting 90-Day Reviews

A 90-day review is a new hire’s final onboarding check-in. It is more than just a formality; it wraps up the onboarding process, offering a structured platform for reflection, feedback and adjustment.

During this performance review, engage in open and honest dialogue about how the first 90 days went. Here are some potential questions to ask:

• What have you done well in the first 90 days?
• What needs improvement moving forward?
• Do you feel like you understand the overall company goals?
• What should your performance goals be moving into the next quarter?
• Have you learned any new skills you didn’t have 90 days ago?

30-60-90-Day Plan Example

Now that we have walked through every aspect of a 30-60-90-day plan, let’s see it in action with a specific example for a marketing manager.

Days 1-30: Orientation

Days 31-60: Initial Contribution

Days 61-90: Full Integration

The above tables demonstrate how a marketing manager can systematically ramp up their understanding and contribution within the first 90 days, setting a strong foundation for their ongoing role in the organization.

The Bottom Line

A 30-60-90-day plan is an essential part of a new hire’s onboarding process, helping them quickly and effectively assimilate into the company and role. Using the 30-60-90-day plan templates and tips in this guide, you can create your own tailored plans.

Frequently Asked Questions

What is a 30-60-90-day plan?

A 30-60-90-day plan is an outline of a new hire’s first 90 days on the job. It lays out what tasks they must complete to understand the company, team and role.

What is a 90-day review for a new hire?

A 90-day review is a meeting between a new hire and their manager that happens at the end of the hire’s third month. The manager assesses progress and provides feedback to set the hire up to excel as they finish onboarding and become a full-fledged employee.

What should I include in a 30-60-90-day plan?

In a 30-60-90-day plan, include goals to achieve, steps to take, resources to use and metrics to track. Each phase — 1-30 days, 31-60 days and 61-90 days — should have its own goals, steps, resources and metrics.

Related Articles

30-60-90 Day Plan: 2024 Complete Guide + Templates

Use this template to prepare for success with your new job or new hire.

A 30-60-90-day plan maximizes employee impact from day one by clearly aligning new hire objectives with the company’s mission. Both employees and managers benefit from these clearly-defined, organizationally-aligned objectives.

While starting a new job is one of the most exciting moments of your life, there’s a lingering fear that you may not learn everything quickly or meet expectations that led your hiring manager to choose you above other applicants.

A 30-60-90 day plan helps you adjust to your new position quickly. You set goals in order of high priority that you’re going to achieve in the first 30-60 and 90 days of your new job. You also establish metrics to measure success during this period.

In this article, we’ll show you how to create a 30-60-90 day plan as well as provide templates that can be used by applicants during an interview, new hires during the first 90 days, and managers who are onboarding new employees.

What is a 30-60-90 day plan?

A 30-60-90 day plan is a document that maps out a new employee’s goals and strategies within the first 90 days of a new job. The plan consists of manageable milestones that are tied to an employee’s position. 

For a new employee, the plan will help you maximize your work output and productivity in the first 90 days. It will also help your employers to visualize how you plan to contribute to your organization over the next three months. However, a 30-60-90 plan is not only for employees. Managers can use the 30-60-90 day plan to onboard new hires and help them get familiar with the company’s goals and expectations in their first 90 days at work. 

What makes a good 30-60-90 day plan?

A good 30-60-90 day plan must outline your personal goals and break them down into small achievable tasks. More importantly, it maps out your process to achieve each goal. However, note that your 30-60-90 day plan must align with the overall mission of your company. Otherwise, there will be a disconnect between your goals and your company’s goals. 

How long should a 30-60-90 day plan be?

While there is no set documentation length for a 30-60-90 day plan, it should be skimmable, so about one to two pages long. Instead of focusing on the length, you should focus on including information like: 

• Onboarding and training materials for your new job
• Milestones you’ll achieve at the end of each phase 
• Stakeholders you’ll be collaborating with as well as resources you’ll need to meet these goals 

When should you create a 30-60-90 day plan?

The best time to create a 30-60-90 day plan is generally when starting a new job, transitioning into a new role, preparing for a job interview to showcase your vision and goals, or if you're seeking to improve your performance and want to demonstrate growth during performance reviews.

Benefits of a 30-60-90 day plan

Focus on important tasks

Getting a new job can be overwhelming. There’s a possibility that some tasks might get ignored in favor of others. A 30-60-90 days plan helps you cut through the noise and focus on important milestones. 

Keep track of your goals

A 30-60-90 day plan is great for keeping track of your goal and progress in the first few months of your new job. It gives you a sense of direction about how you plan to add value to your company as a new employee. For managers, it makes it easy to track the performance of your employee during the early days.

Build trust and team cohesion

Many new employees are eager to dive in and impress. They nitpick and point out mistakes that could be improved upon. Most times your suggestions are not met with excitement by your teammates because you don’t really understand the product or company. A 30/60/90 plan ensures that new employees are on the same page as their teams and managers before implementing huge changes. A plan helps you learn before you lead. 

Better time management

Since a 30-60-90 day plan is time-bound, it helps you to manage your time more efficiently on tasks that are actionable and quantifiable.

Encourages periodic performance review

A 30-60-90 day plan allows you to self-review your accomplishments. For managers, it’s a great way to track the performance of your new hire and give constructive feedback that improves job performance.

What should a 30-60-90 day plan include?

When creating a 30-60-90 day plan, ensure that your plan includes the following elements:

Priorities 

Metrics of success.

The focus is your objective for each phase of the month. For the first 30 days , you’ll be learning more about your new company and how your team operates. This is also a great time to absorb any information or onboarding materials that your manager provides. You’ll also be learning about:

• Your roles and responsibilities
• Software programs that your company uses
• Your team members 
• Your company’s products, industry, and target customers
• Your company's goals, KPIs, and milestones

In the second phase, you’ll be focused on how to add value to your organization. In this phase (usually in the second month), you’ll draw up a strategy on how you can contribute to your team. You can introduce new processes or suggest ways to optimize the existing processes. 

The third phase (third month) is where you’ll execute the strategy that you’ve mapped out in the second phase. Here, you’ll be actively involved in contributing to projects and working with your team to get the best results.

How do you plan to achieve your overarching goals? Set goals that complement your stated focus. For example, you could break your goals into categories like learning and onboarding, personal goals, and performance.

Your learning goals could be acquiring skills and information to be successful. Performance goals could be concrete goals you want to complete as part of your new role. Personal goals could be building relationships with your teammates and finding your place within your new company.

Goals are broad. Hence, setting priorities allows you to outline high-level priorities that should be completed first in each phase. For example, If you’re a sales rep, your priorities for month one might be learning about your company’s sales funnel or listening to a sales call that left a prospect dissatisfied. 

Each goal or priority must be tied to metrics that allow you to measure your performance . Having the right metrics will help you visualize what success looks like and determine whether you’re making progress or not. 

How to write a 30-60-90 day plan

Writing a 30-60-90 day plan might seem like a daunting task. So we’ve broken it down into seven easy steps that you can implement right now.

1. Think long term 

While a 30-60-90 day plan focuses on quick wins, your ultimate goal should be adding long-term value to your organization.

Before writing goals or specifying metrics, think about your overall reasons for joining this company. Why did they hire you? What problems do they expect you to solve? Your priorities should deliver on that purpose. Start with what you need to achieve right now and use it as your compass for future goals

2. Be flexible 

Having a plan is great but sometimes you need to make adjustments to your approach. Not everything on your list will follow a linear route. Customize your plan based on your expertise, what you know about the organization, and your responsibilities at the new job. Always ask for feedback and use it to tweak your goals.

3. Draft a template

Save time by grabbing a premade template to manage your 30-60-90-day plan. The template you choose should have space for entering goals at each milestone and actions required to achieve these goals. There should also be provisions for tracking success along the way.

4. Create action items 

Break your goals into small and achievable milestones. Create action items to assess if you’ve met your goals and to what extent. Doing this will encourage you to be accountable and to distribute your time and resources effectively.

5. Set SMART goals 

Your SMART goals should be:

For example, rather than setting a goal to increase ranking for your website, your SMART goal could be to increase traffic by 2% in the first 30 days.

6. Determine KPIs

How will you determine the impact of your work? Each SMART goal should be tied to a metric. As a rule of thumb, metrics should be quantifiable. However, some goals are qualitative such as building relationships with your teammates or improving user experience with your product. When determining your KPIs, you need to be able to answer the following questions:

• Is the metric related to your overall objective?
• Is it measurable, whether quantitatively or qualitatively?
• How quickly can your manager and teammates see the impact of your work?
• Does the metric motivate you to achieve other SMART goals?

7. Ask questions 

Asking questions is pivotal to learning and growth. Whether you’re at the interview stage or just starting at a new company, ask questions that help you better understand what’s expected of you and how to reach your goals.

A great approach is to ask most of the questions during the interview stage, so you can use the answers to frame your 30-60-90 day plan.

Examples of questions to ask include:

• What’s the typical timeline to reach x goals?
• What’s expected of me in the first 90 days?
• What pressing problems are you looking to solve?
• What’s the onboarding process like for new hires?

30-60-90 day plan templates

30-60-90 day plan for a manager .

As a manager, your 30-60-90-day plan establishes concrete goals that you expect employees to achieve. When setting goals, consider your new hire’s strengths and weak points. At every stage, offer feedback on what they can do better.

30-60-90 day plan for a new job or interview

Since the average job posting attracts roughly 250 resumes , a 30-60-90 day plan helps you stand out from other candidates.

To evaluate how you manage time and prioritize tasks, a hiring manager may ask an interviewee to create a 30-60-90 day plan they would implement if they get the job.

Start by searching for commonalities between the job description and job qualifications. How can you turn them into achievable goals over a three-month period?

For example, if you’re interviewing for a social media manager role and the responsibilities include growing the company’s social media channel and driving leads, you can use this to create an action plan. It could explain how you’ll use the first 30 days to learn the company’s current process. In the second month, you’ll build a strategy to improve the current social media account and in the third month, you’ll lead your time towards implementing your plan.

30-60-90 day onboarding plan

Onboarding is the final step in the hiring process and a critical part of creating a great experience for your new hires. Organizations with a great onboarding process enjoy 54% more productivity from new employees which leads to better performance.

To help employees ease into their new role, consider using a self-onboarding tool that allows employees to onboard at their own pace. You should also use a template to outline goals for new hires as well as the weekly tasks you want them to accomplish. 

What to include in a 30-60-90 day plan for new hires

• Setting measurable objectives: Highlight the importance of establishing clear, achievable goals for the new hire in their first 30, 60, and 90 days, focusing on key performance indicators (KPIs) and how they contribute to the company's overall success.
• Onboarding and training: Discuss the significance of a well-structured onboarding process, including introductions to the company culture, team members, and essential tools, as well as providing ongoing training to ensure the new hire's smooth transition into their role.
• Regular feedback and performance reviews: Emphasize the necessity of conducting frequent check-ins and performance evaluations during the initial 90 days, allowing both the new hire and management to address concerns, provide constructive feedback, and celebrate early achievements.
• Building relationships and networking: Explain the value of fostering strong connections between the new hire and their colleagues, including cross-functional team members, in order to create a supportive work environment that promotes collaboration, innovation, and long-term success.
• Establishing long-term goals and career development plans: Address the importance of not only focusing on immediate goals but also discussing and setting long-term objectives with the new hire, encouraging them to grow within the organization and align their personal career aspirations with the company's vision.

30-60-90 day plan for executive assistants

In order to have a successful onboarding process, having a 30-60-90 day plan for an executive assistant (EA) will help them develop a strong understanding of the company and executive's goals and where they can lend a hand to drive operational efficiency.

Your 30-60-90 day plan for an executive assistant should include:

• Establishing and building relationships with key personnel
• Learning the company's systems and processes
• Developing an understanding of the company's goals and objectives getting started with any tasks they can hold to improve organizational efficiency or productivity
• Assisting the executive in achieving their goals

30-60-90 day plan for IT managers

For new IT managers and outsourced IT teams, having a 30-60-90 day plan can help them get up to speed quickly, provide them with the tools to hit the ground running, and support their team from day one.

Apart from learning about the responsibilities of the team, the company's mission, values, and history, it's important for IT leaders to create a plan that caters specifically to any gaps they identify during the first 30 to 60 days. 

Any 30-60-90 day plan for IT needs to include these key responsibilities:

• Learning about the company's IT systems and infrastructure
• Getting to know the team and how they work together
• Understanding existing processes and procedures
• Shadowing experienced employees
• Taking on small projects to support the company
• Identifying key areas for improvement or where there is a priority project that can improve operational efficiency
• Understanding any security and risk context
• Completing any required training or certifications

30-60-90 day plan for data analysts

Using a 30-60-90 day plan for new data analysts should provide them with the tools to help stakeholders make better business decisions early on. 

A 30-60-90 day plan for a data analyst should include activities such as: 

• Auditing and analysis
• Becoming familiar with the company's historical and trends
• Identifying and presenting opportunities for improvement
• Learning processes and procedures
• Participating in projects across cross-functional teams
• Creating reports and presentations to communicate their findings to teams and stakeholders

30-60-90 day plan examples

30-60-90 day plan for sales managers.

30-60-90 day plan for product managers

Frequently asked questions

How do you present a 30-60-90 day plan in an interview.

There's no one-size-fits-all answer to this question, as the best way to present your 30-60-90-day plan will vary depending on the specific job you're interviewing for. However, you can make sure your presentation is impactful and impressive with these tips.

• Make sure your 30-60-90-day plan is specific to the company you're interviewing with. Tailor your goals and objectives to match the company's culture, values, and needs. This will show that you're truly invested in the role and prepared to hit the ground running if hired.
• Keep your presentation concise and focus on the most important points. Hiring managers don't want to hear a long, drawn-out plan - they want to see that you're able to articulate your thoughts clearly and focus on the most important details.
• Practice, practice, practice! This is perhaps the most important tip of all. The more you rehearse your presentation, the more confident you'll feel and that will come through to your hiring team.

What questions should you ask new employees during their 30-day review?

After an employee's first 30 days on the job, it's important to check-in, build trust, and ensure your new hire understands what's expected of them to quickly deliver value. These questions will give you a good idea of how the employee is adjusting to their new job and whether or not they're on track to being successful in the role. If you have any concerns, this is also a good time to address them.

What questions should you cover in a 90-day review?

The key to success for any employee is hitting the mark on the manager’s expectations for the first 90 days. It’s also a time to reflect on whether new employees are working well in the organization. Employees can complete a self-assessment review and may also want to nominate colleagues for peer reviews. 

Here are some 90-day review questions to help structure your conversation: 

• Where do you think you have been successful so far here? 
• Where do you think you could improve? 
• What can I do to better support you? 
• Where would you like to grow professionally? 
• How do you feel about your performance against goals?

Ensure you build trust and productivity during every one-on-one with these key questions and agendas .

How do you write a 30-60-90 day plan for a new manager?

Assuming you have a good understanding of the job responsibilities, here are five steps to help write your plan:

• Research the company's culture, values, and needs. This will help you tailor your goals and objectives to match what the company is looking for.
• Outline your goals and objectives for the first 30, 60, and 90 days. Make sure these are specific, measurable, achievable, relevant, and time-bound (SMART).
• Develop a strategy for how you will achieve each goal. This should include both short-term and long-term action items.
• Create a timeline for completing each task. This will help you stay on track and ensure you're making progress toward your goals.
• Identify any resources you will need to achieve your goals. This could include access to certain software, additional training, or support from your team.
• Finally, practice presenting your plan. This will help you feel more confident and ensure that your thoughts are clear and concise when delivering the presentation.

What questions should you ask during a performance review?

Any performance review can be full of nerves, especially for newer hires. Taking time to reassure your employee about the step-by-step process and what to expect helps ensure a productive conversation. You’ll want to make time to talk about: 

• Self-review and manager review
• Any peer feedback
• Performance-based review, including discussion of goals
• What went well
• Areas for growth
• Any title updates, promotions, or compensation changes

Ensure every performance review and one-on-one builds towards your goals with these questions and agendas .

The Best 30-60-90 Day Plan for Your New Job [Template + Example]

Published: December 06, 2023

I remember my first day at HubSpot. I was so nervous and had a million concerns swimming around in my head.

Will I adapt to my new job? How long will it take for me to get the hang of things? Can I manage the workload and maintain a good rapport with my coworkers?

Fortunately, my outstanding manager at the time prepared a comprehensive checklist to be completed over a few months, and it helped me slowly but steadily adapt to HubSpot. Fast forward a few years, and I'm a rockstar at my job.

The checklist was called a 100-day checklist, but it followed the rhythm of a typical 30-60-90 Day Plan.

A 30-60-90 Day Plan, or something similar, is imperative to the success of a new employee as it helps them set and reach attainable goals and acclimate to their new position.

To help set your new employee, or yourself, up for success, here's what you need to know about crafting the best 30-60-90 Day Plan.

30-60-90 Day Plan

A 30-60-90 day plan lays out a clear course of action for a new employee during the first 30, 60, and 90 days of their new job. By setting concrete goals and a vision for one's abilities at each stage of the plan, you can make the transition into a new organization smooth and empowering.

Learning the nuances of your new role in less than three months won't be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.

You‘d write a 30-60-90 day plan in two situations: during the final stages of an interview and the first week of the job. Here’s how each type can be executed:

Free Sales Training Template

Use this template to set up a 30/60/90 day sales training and onboarding plan.

• 30/60/90 Day Goals
• People to Meet
• Feedback/Review Process

You're all set!

Click this link to access this resource at any time.

30-60-90 Day Plan for Interview

Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire.

As a candidate, this would sometimes confuse me in the past, but I now understand they just want to see if a potential hire can organize their time, prioritize the tasks they likely take, and strategize an approach to the job description.

For a new hire, a well-thought-out 30-60-90 day plan is a great way to help the hiring manager visualize you in the role and differentiate yourself from all other candidates.

But how can you outline your goals before accepting a new job? How are you supposed to know what those goals are? I've found that starting with the job description is an excellent stepping stone.

Typically, open job listings have separate sections for a job‘s responsibilities and a job’s qualifications. Work to find commonalities in these two sections and how you might turn them into goals for yourself.

Then, stagger those goals over three months.

For example, let‘s say a job requires three years of experience in Google Analytics, and the responsibilities include tracking the company’s website performance every month.

I would use these points to develop an action plan explaining how:

• I‘ll learn the company’s key performance metrics (first 30 days)
• Strengthen the company's performance in these metrics (next 30 days)
• Lead the team toward a better Google Analytics strategy (last 30 days)

30-60-90 Day Plan for New Job

The second situation where you‘d write a 30-60-90 day plan is during the first week of a new job, which I highly recommend whether you’re a new employee or a manager working with a new hire.

If you're the hiring manager, this plan will allow you to learn how the new employee operates, address their concerns or preconceived notions about the role, and ultimately help them succeed.

If you‘re starting a new job and are not asked to craft a 30-60-90 day plan during the first week of that job, it’s still a good idea to write one for yourself.

A new position can feel like a completely foreign environment during the first few months, and having a plan in place can make it feel more like home.

Even though 90 days is the standard grace period for new employees to learn the ropes, it's also the best time to make a great first impression.

How long should a 30-60-90 day plan be?

While there's no set length for a 30-60-90 day plan, it should include information about onboarding and training, set goals that you're expected to hit by the end of each phase, and all the people to meet and resources to review in support of those goals. This can result in a document that's 3-8 pages long, depending on formatting.

The purpose of your plan is to help you transition into your new role, but it should also be a catalyst for your career development.

Instead of just guiding you over your job's learning curve, the goals outlined in your plan should push you to perform up to your potential and raise the bar for success at every stage.

HubSpot's Senior Manager of Content (and my former manager) Meg Prater suggests having a solid template for your plan that allows it to evolve.

“Anytime I onboard someone, I review all training docs and ensure they're up to date,” she says. “I also ask for feedback from the folks on the team who have most recently been onboarded. What did they like? What didn't work for them?”

She also says moving the plan to a more interactive platform proved to be helpful to new employees.

“One of the most helpful shifts we've made recently is moving our 30-60-90 plan (or 100-Days Plan) from a static Google Doc to Asana,” she says. “The plan is organized by week, and each task contains relevant readings and links. It's much easier for folks to move through, and it gives me better insight into where folks are in the plan.”

Meg onboarded me when I started at HubSpot, and I can confirm that my checklist in Asana was a game-changer because it helped me stay on task and visually track my progress.

The checklist below isn‘t mine, but it’s one she set up and follows the same format as the one she created for me.

Free 30/60/90 Day Onboarding Template

Fill out the form to get the template., parts of a 30-60-90 day plan.

An effective 30-60-90 day plan consists of three extensive phases — one for days 1-30, one for days 31-60, and one for days 61-90.

Each phase has its own goal. For example, the goal in the first 30 days is to learn as much as possible about your new job.

The following 30 focus on using learned skills to contribute, and the last 30 are about demonstrating skill mastery with metrics and taking the lead on new challenges.

Each phase also contains components that help define goals and describe desired outcomes. These parts include:

The primer is a general overview of what you hope to achieve during the current 30-day period.

I prefer sitting down with my manager to pinpoint a primer that aligns with my goals and desired company outcomes, and I encourage you to do the same.

This ensures you and your manager are on the same page about expectations early on in your journey with the company.

The theme is a quick-hitter sentence or statement summarizing your goals for the period. For example, your theme might be “find new opportunities”, “take initiative,” or “be a sponge.”

Learning Goals

Learning goals focus on skills you want to learn or improve to drive better outcomes at your job. For example, if you're responsible for creating website content at your company, you should learn new HTML or CSS skills .

At the start of my career with HubSpot, some marketing trends and jargon were unfamiliar, and I wasn‘t used to the company’s writing style.

As a result, my learning goals as a new blogger were to become more well-versed in marketing and to adapt to HubSpot's writing style.

Performance Goals

Performance goals speak to specific metrics that demonstrate improvement. These include making one more weekly content post or reducing the revisions management requires.

For example, I was only writing one article per week when I started HubSpot, but it was my performance goal to be able to write multiple articles by the end of 30 days.

Initiative Goals

Initiative goals are about thinking outside the box to discover other ways you can contribute. This might mean asking your manager about taking ownership of new website changes or upgrades with a specific deadline in mind.

Personal Goals

Personal goals focus on company culture — are there ways you can improve relationships with your team members or demonstrate your willingness to contribute?

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• 30-60-90 day plan for new hires (templa ...

30-60-90 day plan for new hires (template and examples)

A 30-60-90 day plan outlines the first 90 days of a new team member’s employment and familiarizes them with company policies, teamwork, and goals. This action plan helps your team members check off essential items as they adjust to their new work environment. In this piece, we’ll outline the key components of a 30-60-90 day plan and explain why having one is beneficial.

It’s universally acknowledged that the first 90 days at any company can be intimidating. This isn’t any one person's or program’s fault, either. There’s a lot for your new team members to learn—including using different tools, navigating team norms, and adjusting their own expectations. But when you provide new hires with guidance and expectations, you empower them to hit the ground running from day one.

What is a 30-60-90 day plan?

A 30-60-90 day plan is an outline of a new hire’s first 90 days on your team. It lays out exactly what your new employee should accomplish, from their first week to the end of their third month in a new job. The goal of a 30-60-90 day plan is to give team members a concrete plan for getting up to speed and accomplishing their learning goals. It helps ensure every new hire feels welcomed into the company and understands the responsibilities of their role.

30-60-90 day plans often include the following milestones for each month of onboarding: 

1–30 days: The first month involves intensive training for the employee’s new position. This is when the new hire learns as much as possible about company policies, your company’s products, team structure, and job responsibilities. 

31–60 days: The second month of employment is the new hire’s opportunity to put what they’ve learned into practice by taking on new tasks. This is a key learning period, so it’s ok if your direct reports make mistakes as they get familiar with how things are done. 

61–90 days: The third month of employment is when the new hire starts mastering the skills of their job. This means your employee can now fully meet job expectations and start achieving long-term performance goals .

A 30-60-90 day plan may have similar sections for all new hires, such as company policies and resources. That said, you should also tailor many parts of the plan to fit each individual’s specific role and responsibilities .

Benefits of a 30-60-90 day plan

Creating a 30-60-90 day plan helps improve your onboarding process and set new employees up for success. Onboarding can make or break someone’s experience at a new company, so it’s worth investing in. In fact, research shows that a strong onboarding process can improve employee retention by 82% and productivity by over 70%.

With a 30-60-90 day plan, you can: 

Set goals and create clear expectations for an employee’s first three months on the job.

Space out training sessions and introductions so new hires don’t feel overwhelmed. 

Ensure new team members have the knowledge, resources, and skills they need to be successful in their new role. 

Take time to communicate your core company values . 

Build trust with effective feedback throughout the onboarding process. 

Proactively creating a 30-60-90 day plan can also benefit your hiring process and interview process. Candidates often want to know what their first few months on the job will look like. Having a plan already in place helps hiring managers and recruiters paint a concrete picture for applicants during job interviews. 

What should new hires accomplish in their first 90 days?

Your new hire’s focus in the first 90 days should be to integrate into company culture and master their job description. While there’s time during this initial period for new hires to help with tasks outside of onboarding, your new team members’ initial objectives should revolve around basic acclimation.

Some accomplishments you may ask your new hire to achieve in their first 90 days include:

Learn the company’s mission

Know the organizational structure , including management roles and fellow team members

Understand the responsibilities outlined in the job description

Understand the project roadmap from start to finish

Set short-term objectives toward long-term goals

You should hold a performance review at the end of a new hire’s first 90 days to assess their progress. During this time, you can offer constructive feedback about what they’ve accomplished and how they can continue to improve in their role.

How to write a 30-60-90 day plan

Typically, you’ll write a 30-60-90 day plan before your new hire's onboarding or immediately after they begin their job. As a result, you probably don’t know a lot about your new hire’s personality or strengths. Instead of making your 30-60-90 day plan personal to the team member’s abilities, use your expectations for what you want them to become in their new role to customize each plan.

Step 1: Ask questions

Once you’ve hired someone new, start your 30-60-90 day plan by looking at the big picture and assessing how your new hire fits into that picture. Ask yourself any questions that come to mind about the job role, the onboarding process, and the team. Some questions to begin brainstorming include:

What need do you hope this person will fill? 

What specific problem are you bringing this person in to solve?

What should this person know in order to be successful?

What will the new hire’s daily responsibilities be?

How will the new hire take part in project development?

Ultimately, your 30-60-90 day plan will give your new hire a clear idea of what the first three months will look like. Answering these questions early sets them up for success and helps them build their skills for the role.

Step 2: Set realistic goals

Your 30-60-90 day plan isn’t a day-to-day list of activities your new hire will be working on. Rather, your goal is to give your new hire an overview of their purpose within the company. 

You should also keep in mind when you create your 30-60-90 day plan that a new team member can only do and learn so much in their first few months of employment. While you may have some dire needs to address, try not to throw too much on your new hire’s plate too fast. 

Consider what a reasonable workload should be and minimize that workload for at least the first 30 days. Expect there to be a learning curve. Then, if you find that the team member catches up quickly, you can add work to their plate as appropriate.

Step 3: Create SMART goals

According to a 2014 study by BambooHR, the average company loses one-sixth of their new hires each month for the first three months. Setting concrete goals during onboarding can boost retention, especially if those goals are SMART—specific, measurable, attainable, realistic, and time-bound. SMART goals help clarify expectations and give team members clear stepping stones to follow. That way, new hires are less likely to feel overwhelmed or unengaged. 

The specific goal and success metrics you set for your new hire will depend on their particular role and level within the company. Check out some examples of 90-day SMART goals for different employee positions:

Writer: Successfully publish three articles for one of our clients, which includes taking each article through the entire publishing process from QA to internal edits, client edits, and final edits. 

Customer support: Work with team members to close 30 tickets, which includes learning the internal computer system and solving an array of unexpected tech issues. 

Agency: Collaborate with stakeholders to write one promotional piece. Then promote the piece to bloggers and successfully get it published on at least three websites relevant to the client.

While the new hire’s first 90 days should focus on helping them get comfortable in their new role, adding measurable goals to their action plan can give them a project to work on so they don’t feel like their only purpose is to shadow others. 

Step 4: Give them a mentor

A 30-60-90 day plan isn’t a document you’ll hand over to your new hire and then simply send them on their way to complete their duties. This document should be a reference for your new hire while they collaborate with you and other team members to accomplish tasks. 

When writing your plan, assign the new hire a mentor to give them any advice or guidance they might need. This person will be their go-to guide during the first few weeks for any questions. A good mentor can help orient your new hire so they don’t feel overwhelmed by their new work environment.

Make sure to set your new hire up with a mentor who isn’t their manager. That way, they have someone they can turn to with questions about team synergy and team norms . As their manager, you can focus on providing bigger picture guidance about long-term goals and team collaboration best practices.

Step 5: Set up regular check-ins

An important thing to remember when creating a 30-60-90 day plan is to stay flexible. Even if you feel like your plan outlines exactly what you hope for your new hire to accomplish, there’s no guarantee that the first 90 days will go as expected. 

For example, another team may need help from your new hire a week into their employment, which can derail the SMART goals you initially set for them. It’s also possible that your new hire will learn at a slower or faster pace than you expected. When you understand that the plan is an outline and not a schedule, you’ll feel better about the work you’ve put into it.

Elements of a 30-60-90 day plan

The elements of a 30-60-90 day plan are unique to the team member joining your organization, but the framework of the plan should look similar.

The essential components of a 30-60-90 day plan include:

Company mission: Briefly state your company’s mission at the top of the 30-60-90 day plan to give your new hire an idea of what your company stands for. 

Guiding points: Guiding points may include information about your company culture and elaborate on your business’ core values . For example, these points may include things like: “Ask questions… Value relationships… Have a team mindset… Put your health first…”

Meet the team: In this section, include pictures and blurbs of the people your new hire will work with closely. This can be a good reference for the new hire as they try to learn names and team roles. 

First day overview: The first day overview is the only section of the 30-60-90 day plan that lists out a detailed schedule for the new hire. While this schedule may change, do your best to let your new hire know what to expect on their first day of work , including log-in information or how to set up their email and phone voicemail. That way, they don’t come in feeling lost and unsure about what to do or where to go. 

Top priorities: In the top priorities section of the plan, include an overview of the new hire’s job responsibilities and any needs you hope for them to fill in their new role. 

SMART goals: As mentioned above, the SMART goals you list in the 30-60-90 day plan should be measurable, job-related goals you hope the new hire will achieve within their first 90 days. 

Resources: In the resources section, list links to the company handbook, job description, team directory, and other relevant resources. You can add any resources to this section that you think the team member will find useful as they familiarize themselves with the company and the job.

30-60-90 day plan example

Your new hire will use their 30-60-90 day plan as a roadmap for success as they navigate the challenges in their first months of onboarding. Break down SMART goals and objectives into manageable chunks and include a mix of personal goals and company goals to help new team members settle in.

You should further develop these objectives by including success metrics and KPIs when applicable. This will help people stay motivated and track progress effectively.

Here’s a 30-60-90 day plan example to get you started.

Goal 1: Complete all required onboarding and compliance training modules.

Metric: Completion of all training modules confirmed by human resources.

Example: A new manager at a tech company uses the first 30 days to complete all human resource-led compliance training sessions to ensure they understand the legal and ethical standards required by their new role.

Goal 2: Build relationships with at least 10 new colleagues across different teams and departments.

Metric: Number of introductory meetings or coffee chats held.

Example: A new contributor in a marketing department sets up coffee chats to connect and make a positive first impression with peers in other departments, such as sales and product development.

Goal 3: Develop a solid understanding of the company's products, services, and key processes.

KPI: Score at least 85% on a knowledge assessment test to measure understanding of key information.

Example: A sales manager spends their first month attending product demonstrations and shadowing senior sales calls to observe the nuances of the company's offerings and sales techniques.

Goal 4: Establish a consistent morning routine to improve punctuality and productivity.

Metric: Days arriving at least 15 minutes early tracked over the first month.

Example: A new hire decides to start each day by reading industry news for 15 minutes to stay informed and arrive early to prepare for the day ahead.

Goal 5: Identify and document at least three areas for process improvement or inefficiencies.

KPI: Submission of a detailed report with actionable recommendations for optimization.

Example: A new project manager uses workflow analysis tools to track the time spent on various project stages, identify bottlenecks, and propose solutions to improve efficiency.

Goal 6: Join company-sponsored clubs, sports teams, or volunteer initiatives.

Metric: Participation in at least two different company-sponsored activities.

Example: A new sales manager joins the company's soccer team and the volunteer committee, which allows them to build relationships outside of formal work settings and demonstrate team spirit.

Goal 7: Complete an online course or certification relevant to your role or industry.

KPI: Acquisition of a new certification within the 60-day period.

Example: A new contributor in data analytics enrolls in a certified online course on advanced data visualization techniques to improve their skill set and contribute more effectively to ongoing and new projects.

Goal 8: Establish a healthy work-life balance by scheduling regular exercise or self-care activities.

Metric: Number of weeks adhering to the twice-weekly exercise or self-care schedule.

Example: A human resources manager starts attending yoga classes three times a week after work and using a wellness app to schedule and track sessions.

Goal 9: Propose and implement at least one process improvement or cost-saving measure.

KPI: Documented percentage improvement in efficiency or reduction in costs.

Example: After reviewing existing procurement processes, a new manager proposes a new vendor management system that reduces order times and costs by 15%. They then highlight the direct impact of their initiative on the company's bottom line.

Goal 10: Seek out a mentor within the company who can provide guidance and support.

Metric: Successful identification and commencement of mentorship sessions.

Example: An e-commerce contributor uses LinkedIn to identify and approach a senior leader within the company known for their expertise in developing sales plans and sets up bi-monthly mentorship sessions.

Goal 11: Deliver a training session or knowledge transfer to team members on a specific topic.

KPI: Percentage of attendees who can successfully pass a follow-up knowledge test.

Example: A new manager organizes a workshop on effective sales techniques, using real-world examples from recent successful deals to boost the team's skills and confidence.

Goal 12: Identify and pursue a professional development opportunity outside of work.

Metric: Registration for a relevant professional development activity.

Example: A new hire attends a regional conference on digital marketing trends to network with industry leaders and bring back valuable insights to inform the company's new online marketing strategies.

Not sure where to start? Check out our example 30-60-90 day plan template below for inspiration on how to optimize your onboarding process.

Use this 30-60-90 day outline as a framework to build and customize a plan that works for each new hire that you onboard.

Streamline the onboarding process with work management tools

Printouts and documents quickly become out of date. Keep your onboarding process flexible by creating your 30-60-90 day plan with project management software . Once you share the plan, you can easily monitor your new hire’s progress—plus assign day-to-day action items to keep things on track.

FAQ: 30-60-90 day plan

Why have a 30-60-90 day plan?

Having a 30-60-90 day plan sets clear objectives and benchmarks for personal and professional development over a 90-day period. This type of plan helps individuals organize their priorities, measure their progress, and establish a structured approach to achieving their goals. Whether you're starting a new position, launching a project, or trying to implement a change, having a 30-60-90 day plan can ensure you are focused and hit the ground running.

When should I use a 30-60-90 day plan?

A 30-60-90 day plan is particularly useful when starting a new job, taking on a significant project, or undergoing a transition in a professional role. It helps hiring managers integrate new team members more effectively by facilitating quick acclimatization and productivity. These plans also work well for promoting internal changes or strategies within an organization by acting as a roadmap to align measurable objectives with practical action steps.

What should be included in a 30-60-90 day plan?

A well-crafted 30-60-90 day plan should include specific, measurable goals for each of the three periods. 

The first 30 days are typically focused on learning and integration, where you should include objectives related to understanding company goals, procedures, and tools. 

The next 30 days (the 60-day mark) often shift towards more active involvement, which can include starting new projects and building relationships. 

By the final 30 days, the plan should focus on implementing changes and taking on more significant responsibilities, such as long-term goal setting.

How can a 30-60-90 day plan help you succeed in a new job?

A 30-60-90 day plan can help your success in a new job by providing a clear outline of what to accomplish and when. This strategic plan encourages a proactive approach to learning, relationship-building, and skill development. 

Initially, it helps you quickly absorb the necessary information and company culture. As the plan progresses, it assists in demonstrating your value through early contributions while establishing your presence and impact within the team.

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30-60-90 Day Plan: A Guide (With Templates)

A 30-60-90 day plan is essential for onboarding effectively at any company, as it help outlines expectations for an employee to meet when entering a new job.

30-60-90 Day Plan Definition

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should be striving for during the first 30, 60 and 90 days on the job.

Whether you’re starting a new job, or you’re a manager bringing a new employee onboard, we’ve compiled a comprehensive set of tips to create 30-60-90 day plans that will support successful onboarding .

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should meet during the first 30, 60 and 90 days on the job. Typically provided for new employees on or before their first day of work, they are a common component of companies’ onboarding processes, as they’re used to set up a new employee for success right away. 

The plan “needs to be some kind of structure that you mutually agree on, a structure that is outcome-focused and that helps people go towards maximizing their contribution to your company as fast as possible,” Rik Haandrikman, vice president of growth at Bitrise , told Built In. “Without a plan, it’s a mess, and 30-60-90 days works.” 

At Bitrise, 30-60-90 day plans tend to be pretty high level, with a few bullet points for each milestone. The first 30 days are all about understanding the context of the business. At the 60 days, employees should be proposing concrete steps to reach an outcome, and by day 90, the company wants to start seeing deliverables.

30-60-90 day plans can also be shaped by both a manager and the employee to fit mutual needs. This is where a manager provides overall support and makes sure company-wide tasks and department-specific KPIs are covered, but leaves enough room for the employee to set their own goals too.

These plans can be so flexible that some companies, like  Instawork , even use a 14-30-60 day plan. “It’s really important to get things going quickly,” said Sumir Meghani, co-founder and CEO of Instawork. 

Adriana Roche, chief people officer at Mural , suggests managers have a 30-60-90 day plan ready for a new employee but to sit down with them to discuss and modify the plan as needed.

“The important thing is that you fill this out before the person starts. So on day one, you sit down with them, and you walk them through this journey,” Roche said. “The person feels like they’ve co-created their onboarding versus just having something handed to them.”

Benefits of a 30-60-90 Day Plan

Makes employee onboarding structured and approachable.

30-60-90 day plans are a digestible way to help an employee transition into their role smoothly, have a vision for their position and not feel too overwhelmed. 

“We’re just trying to distill [work] down to something that’s achievable in the foreseeable future. Most people can get their heads around three months,’” David Ciccarelli, CEO of Voices , told Built In.

Boosts Employee Confidence and Sense of Belonging

These plans can give employees a consistent introduction to the company and help them feel confident about joining.

“If you do it well, you create a sense of cohesion with the people, so creating a sense of belonging, and then getting people ramped up as quickly as possible.” Roche said. “They’re going to feel much more engaged because they’re feeling like they’re having an impact from the get-go.”

Useful for Transitions Into New Roles or After Leaves

30-60-90 plans don’t have to be just for new employees, Ciccarelli said. You can use them to help someone transition into a new role or acclimate again after a leave .

“Any kind of re-entry, the 30-60-90 day plan is a great level set,” Ciccarelli noted. “In consideration of a promotion, that actually is much more meaningful because somebody has the context of what are the big objectives of the year.”

More on Onboarding How 15 Companies Nail The Employee Onboarding Process

To make a 30-60-90 day plan, it’s helpful to know common goals associated with each major milestone. Here’s what you can expect to accomplish or see from employees 30, 60 and 90 days into a new job.

30 Days Into a 30-60-90 Day Plan

Complete common onboarding tasks.

The first 30 days in a new job should be all about creating a foundation of knowledge before diving in head first. These types of tasks can include:

• Reading company handbooks and guides.
• Learning company culture and history.
• Learning company processes around benefits, requesting time off, etc.
• Gaining access to and learning how to use tools and systems (email, chat, software tools).
• Attending coffee chats or onboarding sessions offered by your company.

Meet Managers, Team Members and Collaborators

At many companies, part of onboarding can look like having 15- to 30-minute one-on-one meetings with team members or collaborators. It’s especially important to meet with your manager on the first or second day of a new job to discuss what their expectations are. 

“The list of people your manager is getting you to talk to, those are your performance review people,” said Alexandria “Lexi B.” Butler, who has worked in tech for several years and is the founder of Sista Circle: Black Women in Tech . “Literally your manager is telling you, these are the people that I will talk to to see if you get a raise.”

New hires will want to ask their coworkers about what they do, how their jobs impact one another and their overall thoughts on company culture and processes.  

Some companies have a buddy system for new employees, where they can get to know someone else at the company who they can go to for guidance that isn’t their direct manager.

“We make sure that we also have a peer onboarding partner, so really having a buddy with somebody, a safe space where you can ask those questions that you perhaps wouldn’t want to ask of your manager,” Rebecca Port, chief people officer at 10x Genomics , told Built In. “Someone who can help you understand the context of the why behind things.”

Go Over Responsibilities and Company Dynamics

During these first 30 days, take time to go over the responsibilities in the job description and start to think of a plan to tackle them, plus focusing on learning the company dynamics, according to Annabel Maw, director of communications at Jotform .

“It’s mostly just getting a really good framework and foundation for how the company operates and how the product works, and then just understanding the competitive landscape too in the industry,” Maw said.

60 Days Into a 30-60-90 Day Plan

Have steps to reach a goal and start to contribute.

Before the first 60 days, many companies expect that there will be outlined steps for meeting an employee’s initial goals or completing first projects.

By day 60, Ciccarelli said Voices employees are expected to have an understanding of the product and be able to give a product demonstration, which is a rite of passage for new employees. At Bitise, Haandrikman said employees should strive to start making an impact on the business after the first 30 days by outlining specific steps to reach a goal.

Deepen Colleague Relationships and Discuss Projects

Conversations with colleagues should continue after the first 30 days, Butler said, and these conversations should go even deeper to help employees learn about how they are performing against expectations so far.

90 Days Into a 30-60-90 Day Plan

Have an outcome to share and make suggestions.

By the end of an employee’s first 90 days, they are often expected to have an outcome to share with the company, such as completing a key first assignment or goal. It’s also not too early to start making enhancements at the company by day 90, Haandrikman said.

Reflect and Review With Your Manager

At an employee’s 90-day review with their manager, Butler suggests asking these questions:

• What have I done well? 
• What can I work on? 
• How do you see me in this role evolving in the next year?

These questions will help you to understand your strengths and where you stand out — your special skills and abilities that will help shape your career. 

“Now people have gotten to know you. They’ve gotten to see your strengths and your weaknesses because everybody has them,” Butler said. “You start creating your career … people just start seeing it, and in those 90 days, people will start giving you those tidbits.”

30-60-90 Day Plan Templates

While 30-60-90 day plans can be highly personalized to the employee, a template is a proven way to help a manager get started and make sure they don’t forget all of the essential tasks needed for onboarding.

These 30-60-90 day template ideas — whether provided by a company or used for personal progress tracking — can be used to outline and track expectations for new employees.

Simple 30-60-90 Day Plan Template 

Voices’ 30-60-90 day plan template, as shared by Ciccarelli, fits on one page and is in bullet form. This type of template is effective for making plan notes in a simple format that can be fleshed out later. It also implements a SMART goal template, which gives employees direction for writing clear goals. 

Visual 30-60-90 Day Plan Template 

As for Mural’s 30-60-90 day plan template, this example is highly visual and maps out a path for an employee to follow over the course of the first three months. Templates like this can keep the 30-60-90 day plan fun and light-hearted, and provide images alongside goals to help employees better visualize what they should accomplish.

Create Your Own 30-60-90 Day Plan Template

It also doesn’t have to be all up to the company to provide a plan to follow.

For Butler when she enters a new job, she creates an Excel document with tabs for 30, 60 and 90 days. She has columns for the tasks she’s working on and the feedback she receives. For items she’s told to keep working on after the first 30 days, she copies them to the 60 day tab, and so on. 

She also said working with software tools like Workday has been a helpful way to keep both the employee and manager accountable with documenting progress.

In many cases, how well an employee follows a 30-60-90 plan can be a strong predictor of their future success at the company.

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a document that outlines expectations or goals new employees should meet within their first 30, 60 and 90 days at a company.

What should be included in a 30-60-90 day plan?

A 30-60-90 plan should include:

• Defined goals or expectations a new employee should meet by day 30, 60 and 90
• Information about onboarding, training and key employee documents or systems to access
• Information about who to contact or what other resources to reference to help reach the defined goals

Great Companies Need Great People. That's Where We Come In.

The Ultimate 30-60-90 Day Plan (Free Template, Examples & Generator)

So, you've started a new job or are about onboarding a new team member. What's next?

Starting a new job can be exciting and daunting at the same time.

How can you or they ensure a good impression and get the most out of your first few months?

Having a plan with clear goals and strategies can really make a difference.

A 30-60-90 Day Plan is a great way to start. It gives you a clear guide for your new responsibilities and helps you show your value to the team and company.

In this article, I'll show you how to create a winning 30-60-90 Day Plan: what it is, why you need one, what to include, and how to quickly assemble it.

And, of course, I include examples, free templates, and even an AI-powered plan generator.

Let’s dive in!

What is a 30-60-90 day plan?

30 60 90 Day Plan is a detailed schedule that spans over 30 days and includes specific goals and an action plan . Each phase builds upon the previous one, resulting in a clear guide to maximize efficiency and achieve clear results in those precious 90 days.

During job interviews, being asked for a 30-60-90 day plan is common as a test of whether you'd be a good fit for the role, your commitment, and your ability to be an asset to the company.

A 30-60-90 day plan is also a powerful tool for managers and employees during transition, such as starting a new job, taking on a new role in a company, or embarking on a new project.

• ‍ 30 Days - This is focused on getting up to speed quickly in the new role. Key goals are building relationships, learning the organization's goals/strategy, understanding the job's responsibilities, and identifying early wins. ‍
• ‍ 60 Days - This phase is about analyzing, learning, and further integrating into the organization. Goals include gaining a deeper knowledge of systems and processes, identifying issues/challenges and solutions, and establishing credibility. ‍
• 90 Days - By this point, an employee should fully function and contribute to their role. Goals are to finalize goals/metrics, deliver on initial objectives, and determine longer-term goals and areas for professional development.
• Beyond 90 Days - This extends the timeline for full integration and performance. Goals may involve executing larger projects, achieving key metrics, and cementing status as a highly contributing team member.

The structured timeline helps focus efforts during onboarding and transition periods. It helps align manager and employee expectations and establish clear goals.

The benefits and use cases of a 30-60-90 day plan

As mentioned, a 30-60-90 day plan can be helpful for many different purposes. To be specific, it makes your life easier in these ways:

30-60-90 day plan benefits

The 30-60-90 Day Plan is useful for showing off your skills and dedication.

It's definitely a blueprint for your first days that can help you make a great impression. Some benefits of having a concrete 30-60-90 day plan to mention:

• Show off your preparedness to be a top candidate
• Connect the company's goals and objectives to your work
• Stay focused on your goals by laying them out in advance
• Smoothly transition to your new role by setting smart goals for learning and contributing
• Prove your potential for growth and leadership by achieving your goals
• Think of it like a GPS for your career - it'll help you stay on the right path and reach your destination. It's not just a plan; it's your roadmap to success.

30-60-90 day plan use cases

1. in a job interview.

Go into battle with a secret weapon. A comprehensive plan can showcase your understanding and preparedness for the position you're applying for.

If the hiring manager requests a 30-60-90 day plan, seize the opportunity to exhibit your strategic thinking skills .

And even if they don't, proactively present one to make a significant impression and set yourself apart from other candidates.

2. When onboarding new hires

Starting a new job can be tough, especially if it's remote. New employees can feel lost and unsure of what's expected of them.

A 30-60-90 Day Plan can be really helpful in setting clear goals for the first three months so that a new hire can get off to a strong start. It doesn't have to be fancy. An onboarding plan in a simple Word document still works well, if you can make sure it covers everything they need to know, what they need to do, and when for all of that to help your new team member gradually integrate into the team and get familiar with their new job.

Getting new hires up to speed quickly benefits everyone, so plan ahead! ‍

3. From an individual contributor to a team manager

As a new manager, transitioning from an individual contributor to a leadership role comes with increased responsibilities and expectations.

"The skills and methods required for success as an individual contributor and those required for success as a manager are starkly different—and that there is a gap between their current capabilities and the requirements of the new position." -  HBR

For those who start managing a team, a 30-60-90 day plan is essential because they’re converting their independent working process to a team-oriented approach.  There are many things for a manager to learn to maintain contribution and coordinate a team. It's really a big shift!

The plan will outline many not-as-usual works to build relationships with your team, streamline working process, meet your stakeholders, and whatever to establish your management role in the first important months.

5. When you get a new project

Project managers can't live without planning tools , or project management system. I agree! But before you start getting bogged down in all the details, it's more important to have a clear direction in mind. That's where a 30-60-90 day plan comes in handy.

The plan will sketch out what success looks like to you and help you prioritize your objectives and strategies when you're dealing with big projects. Then, you can stay organized, plan ahead, and lead your projects with clear goals and a solid monitoring process. Plus, the set milestones and timeline ensure that you don't take on too much at once, while still driving urgency and progress.

How to create a 30-60-90 day plan

As you get an idea of a 30-60-90 day plan, we will delve into the necessary components of a good plan. From there, you can structure your own plan and quickly adapt it for any purpose, either for work or personal use.

1. Goals and Objectives

Setting the right goals and objectives is the most important. As John Doerr shares in his  TED talk :

It almost does not matter how much you know; what matters most is how well you execute. It all comes down to excellent execution when it comes to setting the right goals.

The SMART framework is a critical one to apply for a 30-60-90 day plan, which questions you until your goals are truly smart.

• Is your goal specific enough?  Instead of setting a general goal like "increase sales," a specific goal would be "increase sales leads by 10% within the next 30 days."
• How do you measure progress?  Establish measurable criteria to track your progress. This involves identifying quantifiable indicators that will help you determine if you are meeting your goals. For instance, if your goal is to improve customer satisfaction, you can measure it by tracking the number of positive customer feedback or the increase in customer ratings.
• Is your goal realistic?  It's good to set the bar high. But it's even better if you can see yourself hit the finish line. Unattainable goals only lead to frustration and demotivation. Consider your available resources, capabilities, and constraints when setting your goals.
• Does your goal align with overall objectives and priorities?  They should contribute to the success of your plan and be relevant to your role and responsibilities. This helps you stay focused on what truly matters and avoid wasting time on irrelevant tasks.
• By when do you want to achieve this goal?  This creates a sense of urgency and helps you prioritize your tasks effectively. Can you recall how long open-ended statements like "I will host a bonding activity with my team." stay on your to-do list? Instead, "I will arrange weekly team lunch from next week to enhance connection." or "I will organize a get-to-know-each-other activity for my team in the next company meeting." increase the likelihood of your action.

Goals will be different from person to person, depending on your role and your job. However, there are several types of goals you should consider to put into your plan.

Performance goals  

Performance goals are centered around improving your performance in specific areas related to your role or job function. For example:

• Achieve sales targets by increasing revenue by 10% in the next quarter.
• Improve customer retention rates by implementing a customer loyalty program.
• Enhance employee productivity by reducing project turnaround time by 20%.

Learning goals

‍ These goals involve acquiring new skills or knowledge that will contribute to your professional growth. For example:

• Attend remote work training sessions or workshops to enhance leadership skills.
• Complete industry certifications to expand your expertise.
• Master a new software tool to streamline workflow processes.

Innovative goals

‍ These goals focus on identifying and implementing innovative ideas or processes to improve efficiency, effectiveness, or customer experience. For example:

• Introduce new technologies to automate repetitive tasks and increase productivity.
• Streamline workflows by implementing project management software such as planning tools or task tracker tool.
• Develop creative marketing strategies by using AI marketing tools to reach a wider audience.

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Personal goals

‍ These goals prioritize your personal development, well-being, and finding a cultural fit in the workplace. They can vary from enhancing communication skills, building relationships, practicing self-care and stress management, and more. For example:

• Join company yoga sessions to relax after work and connect with other like-minded colleagues.
• Enhance communication skills by attending public speaking workshops.
• Practicing stress management techniques like mindfulness meditation or regular exercise.

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2. Action Items and Action Plan

Small yet mighty, action items are the superheroes of productivity. How can you transform big goals into concrete achievements? What do you plan to that pave the way for set objectives?

Keep breaking them down into actionable steps and create a list of specific actions that precisely outline what needs to be done – your detailed action plan and action items . By diligently implementing this detailed list, you can streamline your efforts and focus solely on executing each task, ensuring efficient progress toward your desired outcomes.

AI tools, like our AI  Action Plan Generator, can help you automatically generate action items in seconds:

3. Deliverables & Measures of Success 

In any winning 30-60-90 day plan, success is measured through deliverables and key performance indicators (KPIs). Deliverables are like fruits of your labor, proving your achievements and success. They entail:

• Deliverables:  Tangible outcomes include a comprehensive project report, a successful team collaboration initiative, or an innovative solution to a longstanding challenge.
• Measures of Success:  Establish quantifiable benchmarks or indicators to demonstrate your progress. These measures objectively evaluate your performance and help determine if you have achieved your targets or milestones. 

For example, if your goal is to improve customer satisfaction, a measure of success could be an increase in customer satisfaction ratings or scores. You can set specific targets for achieving a 10% improvement in customer satisfaction ratings within the first 30 days, 20% within 60 days, and 30% within 90 days. 

If your objective is to enhance productivity, a measure of success could be the percentage increase in productivity metrics, such as units produced per hour or tasks completed per day. 

4. Additional Elements

Additional elements can be incorporated into a 30-60-90 day plan to enhance its effectiveness. These elements act as supporting pillars, providing a pool of unblockers to finish your work.

• Resources:  Identify and secure the resources needed, whether budget allocation, specialized software, or additional team members, to achieve the desired goals.
• Stakeholders:  Engage and involve key stakeholders, such as team members, mentors, or senior leaders, to foster collaboration, gather feedback, and build a support network.

How to write a 30-60-90 day plan?

Briefly, here are steps for you to start crafting your 30-60-90 day plan: 

• Begin with your purpose. If you write it for a particular job, comprehensively understand the position and its expectations. 
• Next, define clear and specific goals for each timeframe, outlining what you aim to achieve within the first 30, 60, and 90 days. 
• Break them into actionable tasks and projects that will contribute to your goals. 
• Add ways to track progress and measure your success.
• Regularly review and revise your plan as needed, seeking feedback and alignment from relevant stakeholders. 

We gather a list of prompting questions to help guide you along the way. Going through each question thoughtfully, enhance your plan, and then craft a template to present it. 

Need more help? Talk to Lexi, share insights about your role and objectives, and let her suggest a personalized 30-60-90 day plan for you.

Free 30-60-90 day plan templates to present your boss.

The core of a 30-60-90 day plan lies in its essence –goals to be accomplished during your first three months. And how you present your plan tells your style, preferences, and purpose.

Think about how you want to communicate your ideas effectively, whether through a detailed document using the Word template, a visually engaging PowerPoint presentation, or a structured table in Excel. It's all about finding the format that best suits you and allows you to present your plan with clarity, confidence, and impact. 

These free 30-60-90 day plan templates may be just what you need.

1. Comprehensive Document - Word / Google Docs Template

The Word template is the most straightforward format for creating your 30-60-90 day plan. It provides a simple and flexible structure that allows you to delve into detailed explanations, narratives, and context for in-depth information.

It is highly recommended for personal use, as it allows you to customize and personalize your plan according to individual specific needs and aspirations. 

2. Dynamic Presentation - PowerPoint / Google Slide Template

The PowerPoint template offers a slide-by-slide structure that allows you to present your plan in a visually appealing and organized manner. You can include goals and key points on each slide by month, along with supporting visuals or graphics, or even a Gantt chart to enhance understanding and engagement. 

This template is ideal for presenting your plan to stakeholders, managers, or colleagues.

3. Structured Table - Excel / Google Sheet Template

This Table template is designed to provide a concise and organized presentation of information in a structured format. It is handy for monitoring deadlines, tracking progress, and navigating your work with a straightforward layout and additional formula.

30-60-90 Day Plan For Your Interview 

For those who are preparing a plan for your interview, some questions might still float in your head.  How can I know what is expected of me when I do not even work there yet? 

Let's review your job description and the standard requirements of your position. You can also ask for specific projects or initiatives the company has in the pipeline. 

Let's take an example, imagine you are in the final phase of a job interview for a marketing specialist position.

The interviewer inquires about your approach to promoting a new product, indicating that they seek a candidate who can develop innovative marketing campaigns, with a couple of new products in the pipeline.

To demonstrate your suitability for the role, you could prepare a 30-60-90 day plan that focuses on this particular responsibility.

30-Day Plan

Objective: 

During the first 30 days, I will familiarize myself with the company process and protocol, with products, and with our target market.

Key Actions:

• Schedule introductory meetings with key stakeholders and team members.
• Deep dive into product details through meetings with product managers and the development team.
• Conduct market research to understand the target audience and competitors.
• Review previous marketing campaigns to identify strengths and areas for improvement.
• Establish key performance indicators (KPIs) for tracking marketing efforts.

After the first month, I will: 

• Successfully build relationships with project stakeholders and other team members
• Have a thorough understanding of the product, and present my market research findings
• Propose at least three ideas to improve previous campaigns, and establish new KPI tracking.

60-Day Plan

During the next 30 days, I will develop and implement a comprehensive marketing strategy for the new product.

• Conduct a detailed analysis of the target market, competitors, and internal capabilities.
• Create a master marketing strategy and identify targeted campaigns across various channels.
• Find potential partnership opportunities for co-marketing.
• Identify key stakeholders and/or team members that should collaborate on the project. 
• Enhance brand visibility through PR initiatives and participation in industry events.

After the second month, I will develop a marketing strategy for a new product and collaborate with other team members to successfully execute it. 

90-Day Plan

During the next 30 days, I will optimize marketing efforts, expand market reach, and improve customer acquisition and retention.

• Track marketing ROI and provide actionable insights.
• Stay informed about industry trends and competitor activities.
• Identify and target new customer segments or markets.
• Work with sales and customer success team to finalize acquisition and retention initiatives.
• Propose new initiatives based on lessons learned and updating trends.

After the third month, I will present the results of active campaigns and my timely adjustments to improve their performance by 20%. I will be able to plan and propose a quarter plan based on my probation experience and research, including a smooth cross-functional collaboration.

30-60-90 Day Onboarding Plan For New Employees

When bringing new people to the team, having a solid plan saves much of your time.

The plan for the first three months at work with guidelines, goals, and resources results in two things. First, new hires have appropriate time to digest information and new responsibilities. Second, they have clear directions on what and how to perform, and where they can go for FAQs or support.

This plan should be tailored to the specific job they're taking on.

In the first month , the main goal is to get them up to speed on the company and their role. That means completing onboarding sessions, reading up on essential docs, and meeting everyone they'll work with.

The following 30 days should shift towards actively contributing to projects and taking ownership of tasks. Collaborating with team members, seeking additional responsibilities, and participating in cross-functional initiatives will help develop a deeper understanding of the organization's processes and systems.

And by the end of the first 90 days , they should be able to handle projects independently and be a real asset to the team. It's key to customize the plan and offer training or mentorship opportunities too. That way, new hires can get settled in and succeed in their new gig!

30-60-90 Day Plan For a New Manager

During the first 30 days of your manager position, step back to learn about your team and practice observing everything through an overall lens.

Schedule effective team meetings with your team to learn more about their work and backgrounds. Establish effective team communication channels and review existing team processes. To expand your knowledge and skills, consider enrolling in managerial courses and identify your way of management. 

Moving into the 60-day plan, the focus shifts towards leading and empowering the team, driving projects to completion, and encouraging collaboration. In this phase, you should be able to delegate tasks, create a team culture and improve team alignment on every project. 

By the 90-day mark, the new manager should aim to drive continuous improvement, develop team members' skills, and contribute to strategic goals. Listening to the team and regularly asking for feedback will help you to assess your success when transforming into a higher role. 

30-60-90 day plan for Executives

Executives are expected to have a broad and forward-thinking perspective regarding planning. Instead of focusing too much on day-to-day operations, they should prioritize the company's vision and mission, and develop strategies that will lead to long-term success and prosperity.

Here are a few things you shouldn't miss in your first three months:

• Quick wins.  Identify low-hanging fruit and immediate opportunities for improvement that can be implemented within the first 30 days. These early wins will help establish credibility and build momentum. However, don't make a sweeping change. You might not want to disrupt the current systems and hurt the relationship that you're trying to establish.
• Be a friendly observer.  Try to understand the organization's structure, culture, and existing processes as much as possible in the first month. By approaching with a sense of curiosity and attentiveness, executives can gather essential information and lay the groundwork for informed decision-making and effective leadership in the future.
• Plan a great first impression.  It sets the tone for how people perceive your leadership abilities and builds trust. You might need a well-prepared speech to show your genuine interest in understanding the organization and its people, and how you will become their reliable leader onwards. As they said, good things come to those who plan.
• Strengthen the talent pool.  Identify high-potential employees and invest in them. Great leaders create more leaders. A solid management team by your side will help you lead more effectively and enhance company culture. Creating a development plan to cultivate the growth of exceptional performers and provide support for those who have room for improvement.

Wrapping it up

To sum it up, making a great 30-60-90 day plan is all about connecting your personal goals with what the company wants to achieve.

By carefully breaking down the important tasks and goals, you can smoothly move into your new role and have a successful journey. It's important to stay flexible, adaptable, and proactive throughout the process, so you can make changes and improve as you go.

A well-crafted 30-60-90 day plan not only shows your commitment and drive, but also sets the stage for long-term success and growth within the company.

30-60-90 is not the only approach to show your drive in the new role, but showing your best self at work with productivity and effectiveness during the onboarding period are also very important.

Here are our tips for you to work smarter, not harder:

• Productivity: Task Tracker , Time Management App , Time Management Tools , Planning Tools , How to Use AI , AI Websites , Free AI Tools , AI Productivity Tools , AI Recruiting , AI Accounting , and AI Marketing Tools
• Engagement: Employee Management Software , Employee Engagement Tools , Employee Engagement Survey Providers , Employee Surveys , Employee Survey Tools ‍
• Collaboration: Virtual Meeting Platforms , Virtual Workspace , Remote Collaboration Tools , Remote Communication Tools
• Workplace: Desk Booking Software, Room Scheduling Software

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At FlexOS, we want to help you stay ahead in the future of work.

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The Ultimate Guide to a 30 60 90 Day Plan (with Examples)

With such a traumatizing time for the economy, planning for the thir decade of the 21 century is getting more hectic. Learning, implementing, and executing goals is becoming harder as people grapple with these harsh living times. That's why it is essential to have a workable plan for facing the inevitable. 

One of the best ways to see a strategy to fruition is to utilize the 30-60-90-day plan. This type of plan divides objectives into segments of 30-day goals: Moreover, it has sub-sections containing the goals for the three segmentation periods.

Read on to discover why the 30-60-90-day plan is so prevalent in the business world. 

What is a 30 60 90 Plan

A 30-60-90-day plan is a document containing the goals of its creator and the strategies to apply in beating the deadline of achievements. These goals are segmented into time frames of 30 days each hence the name 30-60-90-day plan.

The main characteristics of these objectives are: 

achievability 

specification

manageability  

One can create such plans at the beginning of their achievement plan: They can also utilize them whenever a new need arises that requires achievement within a specific timeframe. 

Furthermore, businesses are free to utilize one in their achievement plans, making it easier for workers to board and work towards achieving the goals.

To best utilize the plan, know its benefits and how to create a flexible template that easily adapts to your objectives. 

Let's start with the benefits of 30-60-90-day plans.

Why are 30 60 90 Plans Useful

For directors.

Directors can utilize the 30-60-90-day plan in their directory role. 

They can develop goals that propel the business forward and segment them into actionable, achievable goals. Then they can settle on the timeframe to achieve these objectives within a stipulated period. 

Directors may finally create and document the 30-60-90-day plan for accountability purposes.

For managers 

Managers stand to benefit a lot from the 30-60-90-day plan. 

They can easily break down the organization's objectives into manageable tasks. Then, they can redistribute these tasks to the respective workers. 

Managers can use the 30-60-90-day plan to assess how effectively the workers pursue the stipulated objectives. 

For internal promotion 

A 30-60-90-day plan might be a handy tool for evaluating candidates for internal company promotion. 

How? By asking promotion contenders to achieve a particular goal using this segmented-days plan. 

Through their created plans, the recruiter can access the capabilities of the individual. Such assessments can be in terms of priority setting, time management , and the ability to plan effectively .  

For Interview presentation

Hiring managers may ask the potential candidate to think about their objectives. Then, the manager might request the candidate to explain how they will achieve their goals using the 30-60-90-day plan. 

This task usually gauges how the potential employee might strategize their approach to the job roles, how they'd organize their time, and how they would prioritize their tasks.

Thus, for a job seeker, it is best to formulate such plans in your career development: They will save you the nerve-racking discomfort of trying to develop one in an interview.

What You Should Include in a 30 60 90 Day Plan 

Knowing the elements of a 30-60-90-day plan is essential before putting ink to paper and creating one. They include: 

Each section of a 30-60-90-day plan must contain high-priority objectives. 

For example, the plan should have priorities for different phases, such as:

learning internal processes of implementation

proposing required solutions to specific problems

determining the role to perform

These priorities need to be more specific than the focus element.

Typically, any new plan should have a period for learning, implementation, and execution of achievement methods. 

It is also advisable to have room for flexibility in shifting or changing the project's aims. This is to accommodate any new findings obtained during the learning and implementation stage of the 30-60-90-day plan. 

Remember, focus can shift due to the unforeseeable circumstances of life itself. 

Objectives are simply another name for goals. 

It is essential to set specific aims to achieve any objective. These goals should blend into the priorities and focus element of a 30-60-90-day plan. 

Therefore, break your goals into the following categories for a more straightforward implementation:

Learning objectives should have goals that impact skills and knowledge to achieve the ultimate objective. They might also contain methodologies for acquiring and absorbing the information learnt.

Performance goals: such goals include the tangible things one desires to accomplish at the end of the plan. To set them, settle on what to achieve in a 30-day segmentation of the 90 days. 

Personal aims: these objectives aim to determine your plan's goal and help determine the viability of achieving the dream. 

Metrics are the systems of measurements that aid in tracking the progress of your 30-60-90-day plan. 

Without them, it would be impossible to determine the plan's success.

How to Write a 30 60 90 Day Plan and Examples 

Having goals in your 30-60-90-day plan is the first hurdle to overcome. 

Thus, it would help if you had quantifiable and actionable goals. Furthermore, the goals should be SMART (specific, measurable, achievable, relevant, and time-bound). 

Below are some questions to aid you in setting the objectives of your plan:

What exactly are my plans?

Which goals are the main priorities?

Are there methods that I can use to measure my progress?

After establishing them, it is time to write your plan down. Below are the steps of how to go about it:

Draft an overall template

Create a template for your 30-60-90-day plan. If you find difficulty in formulating one, don't worry. There is an example included towards the end of this article. 

You can twerk it to become a (workable) template for you.

Nevertheless, a template should have segments for the 30,60 and 90 days. 

It should also have a corresponding section for your goals and the actions to conduct.

Establish the goals

As said earlier, the goals need to be SMART. In other words, they should propel you to focus on achieving specific objectives at the end of your planned journey. 

Such goals can be performance goals, learning objectives , or personal purposes . 

Thus, create a general list of these objectives and categorize them into your template's appropriate segment. 

Determine 30-day targets

This 30-day period should be primarily for learning how to implement the actions to achieve the goals. 

Hence, list the goals that involve learning about the process as you test what works and what to discard. 

Identify the 60-day objectives

This next section should have the goals that relate to contributions. Here, the objectives need to be about implementing the observations obtained during the first 30 days. 

In other words, this section contains the initiative goals. 

Determine the 90-day goals

The 90-day is all about identifying the goals that are polishing up on the purpose (s) of the 30-60-90-day plan. Here is where you cater to your overall personal goals.

If the final days are for effectively and appropriately finishing the plan, they should focus on utilizing the experience and knowledge from the elapsed 60-days. 

Implement the actions to undertake 

First, confirm your goals by date and type. Then, make a list containing the actions you will use to assess the results of your objectives.

Example of a 30-Day Plan for New Employee

Focus : learning

Priorities : 

Understand the roles of a given job position. 

Look into the expectations of what the business has for that work description. 

Learning the processes and procedures of conducting work in that organization.

Learning Objectives:

Go through the company's documentation and the employee handbook.

Enquire from colleagues and supervisors about the company procedures and processes regarding work.

Access the company's database and try seeing how everything fits together to achieve the mission and vision of the business.

Performance goals:

Request feedback from the boss and the subordinates. (Metric: the scorecard of the input)

Settle on a task to complete within a stipulated period. (Metric: The completion of the mission within the period)

Personal aims:

Schedule a meeting with the company's H.R. and get to learn more about the job roles. (Metric: met with the H.R. until the positions become second nature)

Set up meetings with work colleagues with whom you'll constantly collaborate throughout your work. (Metric: understanding the interconnection of the colleagues' roles with your rules)

Example of a 60-Day Plan for New Employee

Focus: Implementation

Priorities: fully integrated into the active role, having a reduced desire for guidance. Look into how best I can impact the business within the given function of the job position. 

Learning objectives:

Complete a training course or tutorial on enhancing productivity in each job role. (Metric: course completed)

Look for a role model to emulate that seems to do their tasks effortlessly, mastering their craft. (Metric: contacting a role model and agreeing to work together)

Ask a seasoned workforce member to observe and evaluate my work within 30 days. (Metric: obtaining valuable feedback from the member)

Look into the critical performance index regarding how I have performed in the active role. (Metric: the scorecard 

Personal aims: 

Have a meeting with any other colleague that I haven't gotten to interact with. (Metric: objective achieved)

Example of a 90-Day Plan for New Employee

Focus: Execution of improvisations

Priorities: start looking into the other goals set for the rest of the year. See how best to incorporate strategies that seem productive at the end of the day.

Analyze the scorecard of my performance while identifying the areas that need improving. (Metric: observing the values of the scorecard) 

Learn about my strong points and plan my tasks according to how best I can complete them efficiently and effectively. (Metric: the creation of a work schedule that blends seamlessly with my abilities and shortcomings)

Improving how I perform my core roles at a higher level than the scorecard indicates. (Metric T.B.D.)

Formulate a new strategy that improves the working processes of an organization. Later, pitch the improvements to my superiors. (Metric: presenting my ideas and obtaining relevant feedback about them)

Sign up for extracurricular activities enacted within the business. (Metric: Actual signing up of the events)

What should a 30-60-90-day plan include?

As stated in the elements section of this article, a 30-60-90-day plan should have:

The set objectives

Metrics for gauging the performance of the plan

Set priorities of the required tasks

The focus point of conducting the plan

What template works best for creating a 30-60-90-day plan?

No 30-60-90-day plan is set in stone. 

You may look at examples of existing plans and exchange their content for your own. Nevertheless, looking for an example that best portrays your desired objectives is best.

What‘s Next

A 30-60-90-day plan should establish guidelines that propel you to achieve both short- and long-term goals. 

So, take your time and evaluate the goals you want to achieve. Then, align the 30-60-90-day plan to your mission. Commitment is key!

Cole is a freelance writer with over a decade of experience. With an educational background in journalism, public relations, and social media, she has a passion for storytelling and providing useful and engaging content.

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Last updated March 21, 2023

How to create a 30-60-90 day plan

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Kat Boogaard

Writer, Culture Amp

Starting a new job feels a lot like drinking from a firehose. While both the new employee and their manager are eager to reach the point of self-sufficiency and full productivity, there’s a steep learning curve to get there.

New hires need to learn who does what (and everybody’s name). They need to be briefed on the company’s mission , vision, values , and policies. They need to learn the systems and software. And that’s all before they touch any of their actual job responsibilities.

It’s a lot – and a 30-60-90 day plan helps managers and new hires align expectations and tackle those crucial early days with a clear sense of direction.

In this article, learn:

• What is a 30-60-90 day plan
• What's in a 30-60-90 plan
• What a 30-60-90 plan looks like
• An example of a 30-60-90 plan
• Best practices for designing a 30-60-90 plan

What is a 30-60-90 day plan?

A 30-60-90 day plan is a written document that outlines the objectives and milestones for an employee's first three months with the company . It details what the employee is expected to focus on as well as what they are expected to achieve by day 30, 60, and 90 of their employment.

This plan can be created by the employee’s manager, the employee themselves, or the human resources department.

However, it’s most effective when it’s a collaborative effort between the employee and their new manager. This gives them an opportunity to establish trust, forge a solid bond, learn about each other, and ensure they’re on the same page about what the next few months will look like.

After the employee and manager complete the plan, they should store it in a place that’s accessible to both of them and also share it with human resources so that there’s a record of what was agreed upon.

What does a 30-60-90 day plan include?

Much like any other career development plan , there isn’t a one-size-fits-all mold for a 30-60-90 day plan. Exactly what’s included can run the gamut depending on the specific role, company, or industry. A new sales hire might have specific sales targets to reach, while a new engineer might be focused on understanding the development environment or other learning objectives.

At a basic level, a solid 30-60-90 day plan will cover:

• Monthly vision or theme : Starting a new job involves an avalanche of information. Setting an overall theme or focus for the month helps to provide some structure and clarity.
• Goals or objectives : This is the meat of the plan. What are the expectations for each month? What should the employee work on?
• Success indicators: How will you and the employee know when they’ve been successful? What metrics do they need to meet, or what boxes do they need to check?

Your plan can be relatively simple. New hires are already buried under piles of paperwork, policies, and handbooks. So think of the 30-60-90 day plan as a high-level overview of what they need to work through – rather than an in-depth resource where everything is spelled out in detail.

What does a 30-60-90 day plan look like?

The 30-60-90 day plan is a living document accessible by the employee, the manager, and the human resources department. You might need to update it as the employee gets up to speed or as plans change.

If you’re looking for a starting point, here’s a helpful 30-60-90 day plan template and an example of what it can look like when you fill in the details.

30-60-90 day plan template

[Employee Name]’s 30-60-90 day plan

Employee: [Employee Name]

Manager: [Manager Name]

Position: [Job Title]

Start date: [Date]

Month #1: First 30 days

You’ll focus on: [Overarching theme or vision for the month]

You’ll work on:

• [Objective or task]

You’ll achieve:

• [Metric or milestone]

Month #2: First 60 days

Month #3: first 90 days, 30-60-90 day plan example.

Andy Bernard’s 30-60-90 day plan

Employee: Andy Bernard

Manager: Michael Scott

Position: Sales Development Representative

Start date: March 13, 2023

You’ll focus on: Groundwork

• Reviewing the employee handbook and company policies
• Learning about each department’s role and members
• Completing new hire enrollment and paperwork
• Navigating Salesforce system and processes
• Detailed understanding of who does what on the team
• Completed enrollment in benefits and other HR systems
• Surface level understanding of Salesforce

You’ll focus on: Relationships

• Forging relationships with key sales accounts
• Building rapport with the rest of the sales team
• Understanding our various vendors and suppliers
• Personal meetings and introductions to each of your key sales accounts
• One-on-one meetings with each of the sales staff
• Presentation from each of our major vendors

You’ll focus on: Productivity

• Updating your own accounts in Salesforce
• Prospecting for new business
• Establishing your own process for nurturing existing business
• Passing grade on the Salesforce proficiency test
• Closed reorders with at least three existing customers
• At least three new prospects in the pipeline

Making the most of a 30-60-90 day plan

A 30-60-90 day plan doesn’t need to be exhaustive and detailed in order to be helpful – it simply needs to give a new employee a clear understanding of what to do as they get started with your organization.

The template and example will set you on the right course, but here are a few more important things to remember as you hash out these plans with new team members.

1. Consider employee career goals

The new hire was brought on to support broader team and company objectives. But onboarding is also a fragile time in the employee experience – an estimated 30% of new hires quit within the first 90 days of getting hired.

The 30-60-90 day plan can’t be focused exclusively on squeezing every last drop of value and productivity out of a brand-new employee. Create a mutually beneficial plan that highlights that they made the right move by choosing to work for your organization.

To do this, include some early objectives that support any career goals the new hire has already shared with you. For example, if they mentioned excitement about being a champion and advocate of the company, provide the opportunity to attend a few industry events in their first few months.

2. Maintain realistic expectations

You and the entire team are excited to have that person onboard – and they’re excited to be there. But enthusiasm doesn’t change the fact that starting a new job is a daunting experience.

Figures vary, but it can take anywhere from eight weeks all the way up to nine months for a new hire to achieve full productivity. Expecting an employee to make a meaningful impact on your organization within a couple of weeks only sets you and your new hire up for disappointment and failure.

Working collaboratively on the plan will help keep expectations in check. It’s also worth reviewing past plans for similar roles and soliciting feedback from people in similar positions to understand what’s reasonable within the first three months.

3. Get specific

There’s an overarching expectation about onboarding: that the new hire learns to do their job. However, “learn to do your job” isn’t helpful direction for new employees when they’re just getting their feet wet

As the above 30-60-90 day plan example and template show, it’s important to be as clear as possible about exactly what the employee is expected to do during that time frame – and how they’ll know if they’re successfully meeting those expectations.

While you don’t want to micromanage, remember that new employees don’t always have the necessary visibility and context. You might need to be a little more explicit and directive in those first weeks and months than you would like to be moving forward.

Your 30-60-90 day plan is just the start

The 30-60-90 day plan is a crucial piece of your onboarding process – but it’s not the whole process.

This plan exists to give new employees a framework to follow as they get up to speed on their role and your organization, but you’ll want to supplement it with other important parts of your onboarding process like:

• Mentoring or shadowing programs
• On-the-job training
• Team bonding and social activities
• Regular opportunities for employees to provide feedback

When only 12% of employees strongly agree that their organization does a solid job with onboarding, those early weeks are your chance to set yourself apart and prove to your new employees that you’re invested in their success – not just for the first 90 days, but for the long haul.

Set every employee up to succeed

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What Does a 30-60-90 Day Business Plan Look Like?

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• Business Planning & Strategy
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What Is the Difference in a Development Plan & a Strategic Plan?

Timeframe for training & mentoring, how to motivate complacent employees.

• How to Plan and Prepare for Safe Work Practices
• Short-Term, Medium-Term & Long-Term Planning in Business

When you hire a new employee, both you and the worker must make adjustments. The first 90 days of the new employee's tenure can be a trying time. One method that both parties can use to smooth out the transition period is the development of a 30-60-90 day business plan. You can determine the level of skill and preparation a new employee has when he presents his plan, while employees can show their understanding of your business's needs.

Purposes of the Plan

Business owners use 30-60-90 plans developed by job applicants to determine which prospective employees have a firm grasp on the objectives of the new position. These plans shows you how the applicant can go from a promising prospect into a full contributor. The plans establish the goals the new employees expect to meet, their strategies for their first three months and the steps they plan to take to meet those goals.

The First 30 Days

The 30-day portion of plan includes completion of introductory tasks. You review the prospect's plans for her first month on the job to see how she plans to adjust to the new company culture. Take note of how the prospect plans to communicate with supervisors, follow company policies and learn about procedures and technologies.

For instance, you would consider a new salesperson's 30-day plan to research the needs of current customers and discuss the capabilities of various product lines. The worker may decide to shadow a stellar salesperson, review product catalogues and contact current clients to receive feedback on products and services.

The 60 Day Section

While the first 30 days of the plan involve the "ramping-up" processes, the next 30 days describe how the worker takes what he has learned and applies it toward accomplishing the appointed tasks. The 60-day section shows you how the worker expects to contribute toward achieving the company's goals. As an example, a computer software company would examine how a programmer plans to spend the first 30 days learning the firm's technology. He may spend the next 30 days improving the firm's latest release through debugging, testing new features to ensure full functionality and seeking constructive criticism from coworkers on improving his work.

90 Days of the Plan

The 90-day section of the plan shows you the steps the workers will take from novice to leader. This section displays the initiatives the employee wants to demonstrate and how the company will benefit from those actions. Just as the first 30 days were about the employee learning the ropes and the second 30 days involved applying those lessons, the third 30-day period is when you see the worker take a more proactive stance.

For example, a worker in a media company may start suggesting long-term video or written story ideas with robust research needs and extensive legwork as well as discussing methods to promote the content after it is created.

• Business Insider: Follow The '30-60-90' Plan When Starting A New Job
• SelfGrowth.com: Use a 30/60/90-Day Business Plan for Job Interview Success

Living in Houston, Gerald Hanks has been a writer since 2008. He has contributed to several special-interest national publications. Before starting his writing career, Gerald was a web programmer and database developer for 12 years.

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30 60 90 Day Plan for Business Development Manager – Explained

 Stepping into a new role can be like navigating uncharted waters, and having a clear, structured plan is akin to having a trusted compass. 

A Business Development Manager (BDM) is crucial in an organization for identifying new business opportunities, building relationships with potential clients, and driving revenue growth.

For a new BDM, a structured plan is essential to navigate the competitive landscape effectively, establish clear goals, and make for an impactful business growth.

30 60 90 day plan for Business Development Manager is that structured plan that isn’t just checklist but a strategic guide to help a new BDM not only acclimate to the new position but also to thrive in it.

Whether you’re a seasoned professional BDM looking to refine your approach or a newcomer eager to make your mark, this plan is designed to set you on a path to success, making your first three months as impactful as possible. 

So, let’s get started on this exciting journey.

What is 30 60 90 day plan approach?

The 30 60 90 day plan is a strategic framework used primarily by professionals starting in a new role or by those seeking to revitalize or refocus their work in an existing position. 

First 30 Days – The Learning Phase:

This initial phase is primarily about orientation and absorption. It involves understanding the company’s culture, products, services, systems, and structures.

Newcomers familiarize themselves with the team, management, and their specific role. It’s about asking questions, observing workflows, and starting to identify areas of potential improvement or change.

The goal is to build a solid foundation of knowledge about the organization and its processes.

Next 30 Days (31-60) – The Integration Phase

This period is about starting to integrate more deeply into the organization by beginning to apply the knowledge gained in the first month.

In this period, professionals need to develop deeper relationships with colleagues, start to implement initial ideas and strategies, and take on more significant responsibilities. It’s a time to start setting short-term goals and demonstrating value.

Final 30 Days (61-90) – The Execution Phase:

This phase is centered on fully executing and optimizing the strategies and plans formulated in the first 60 days.

This is the time to establish oneself as a valuable and effective member of the organization who is capable of driving results and achieving set goals.

This phase is all about implementing key initiatives, refining strategies based on feedback, and starting to measure outcomes. It’s also a time to set longer-term goals and solidify one’s place in the team.

Benefits of 30 60 90 Day Plan Approach:

Here are some key benefits of 30 60 90 day plan:

• It offers a clear roadmap for the first three months, helping to manage time and priorities effectively.
• Helps in setting realistic, achievable goals for each phase, ensuring that one’s efforts are aligned with the company’s expectations and needs.
• By breaking down the first 90 days into phases, it becomes easier to track progress and make adjustments as necessary.
• This approach helps in managing the often overwhelming experience of starting a new role by providing a step-by-step plan.
• Successfully achieving the milestones set in the plan can build confidence and establish credibility with colleagues and management.

What is role of Business Development Manager?

The role of a Business Development Manager is multifaceted and pivotal to the growth and success of an organization. 

They are strategists, relationship builders, researchers, and negotiators all rolled into one, and their work directly impacts the business’s bottom line and future prospects

Here are the key responsibilities and functions of this role:

Identifying New Opportunities: One of the primary roles is to identify new business opportunities. This could include finding new markets, new partnerships, new ways to reach existing markets, or new product or service offerings to better meet the needs of existing markets.

Building and Maintaining Relationships: They are responsible for building relationships with potential clients, partners, and sometimes even competitors. This involves networking, attending industry events, and setting up meetings to explore potential collaborations.

Market Research and Analysis: Conducting thorough market research and analysis to understand trends, identify opportunities and threats, and gain a competitive edge is a critical part of their job. This information helps in making informed decisions and developing strategic plans.

Developing and Implementing Growth Strategies: Based on their research, Business Development Managers devise growth strategies. This includes setting goals, defining target markets, and determining the best approach to reach these markets.

30 60 90 Day Plan for Business Development Manager

Embarking on a new role as a Business Development Manager can be both exhilarating and daunting, and this is where the 30 60 90 day plan comes into play and it acts as a crucial roadmap for success.

Let’s read in detail about 30 60 90 day plan for Business Development Manager:

The First 30 Days for Business Development Manager  

The first 30 days are about acclimating to the new environment, understanding the foundational aspects of the company and the role, and preparing for active contribution in the subsequent months. It’s a period marked by observation, learning, and strategic planning.

Week 1-2: Orientation

Understanding Company Culture and Values

In the first week or two, a Business Development Manager (BDM) should prioritize understanding the company’s culture and values. Understanding the culture includes learning about the company’s mission, vision, and the values it espouses.

This knowledge is crucial because it shapes how the BDM will approach business development, ensuring their strategies and communication align with the company’s ethos. It also helps in understanding the behavioral expectations within the company, how decisions are made, and what drives success in this particular environment.

Familiarization with Company Products/Services

Alongside understanding the company’s culture, the BDM needs to familiarize themselves thoroughly with the products or services the company offers. This involves not only understanding the features and benefits of these products/services but also gaining insights into how they meet the needs of the current market.

The BDM should spend time learning about the unique selling propositions of the products/services, how they compare with competitors, and any existing customer feedback or case studies.

Introduction to Team Members and Key Departments

The initial weeks are also the time for the BDM to be introduced to team members and key departments within the organization. Building these relationships is vital, as business development often requires cross-departmental collaboration.

Understanding the roles and responsibilities of different teams and how they contribute to the organization’s overall goals aids in identifying potential internal resources and support systems. This step is about more than just putting names to faces; it’s about starting to build a network within the organization that the BDM can collaborate with and rely on for information, support, and to drive initiatives forward.

Week 3-4: Integration

Initial Meetings with Key Stakeholders

During weeks 3 and 4, a Business Development Manager (BDM) should start having initial meetings with key stakeholders. These stakeholders can include senior management, major clients, and important partners who have a significant impact on the business’s development and growth.

The purpose of these meetings is to build relationships, understand their expectations and perspectives, and gain insights into how the business development role can best support and align with their objectives.

These discussions provide valuable information about the company’s strategic direction, priorities, and challenges, which are crucial for the BDM in shaping their strategies and initiatives.

Begin to Understand the Sales Process and Client Management Systems

At this stage, the BDM should also begin to get a grasp of the company’s sales processes and client management systems. This involves understanding how the sales team operates, the stages of the sales cycle, and how clients are acquired and retained.

Familiarity with the client management system is important, as it is often the repository of crucial client information and history. Understanding these processes and systems is essential for the BDM to identify areas where business development efforts can align with and support sales activities, and to spot opportunities for improving client engagement and acquisition strategies.

Initial Analysis of Current Business Development Strategies

The BDM should now start conducting an initial analysis of the company’s existing business development strategies. This involves reviewing current strategies, assessing their effectiveness, and identifying areas for improvement. It’s important to understand what has been working well and what hasn’t, and why.

This analysis will help in formulating new strategies or refining existing ones to better meet the company’s goals.

Setting Personal Performance Benchmarks

By the end of the fourth week, it’s time for the BDM to set personal performance benchmarks. These benchmarks should be specific, measurable, achievable, relevant, and time-bound (SMART).

They will serve as a personal gauge for measuring the effectiveness and impact of their work in the role. This could include targets related to the number of new client relationships established, improvement in sales metrics, successful launch of new business initiatives, or enhancement of client satisfaction levels.

Setting these benchmarks early helps in maintaining focus and drive, and provides clear goals to strive towards in the coming months.

Learn more about: Key Performance Indicators for Business Development Manager

The Next 30 Days (31-60) for Business Development Manager 

For a Business Development Manager, the key objective for days 31-60 is to focus on developing a strategy and make a plan for initial implementation of that strategy.

Week 5-6: Strategy Development

Deep Dive into Market Research and Competitive Analysis

During weeks 5 and 6, the Business Development Manager (BDM) should focus on conducting an in-depth market research and competitive analysis. This involves gathering and analyzing data about current market trends, customer needs and preferences, and identifying key competitors and their strategies.

Understanding the market landscape is crucial for recognizing opportunities and threats. The BDM should look for gaps in the market that the company can exploit, trends that can be capitalized on, and competitive weaknesses that can be turned into advantages.

Identifying Potential Clients and Partners

Another critical task for the BDM in these weeks is to identify potential clients and partners. This process should be guided by the insights gained from the market research. The BDM should focus on prospects that align with the company’s strategic objectives and where the company’s offerings can provide significant value.

This involves segmenting the market, identifying key decision-makers, and understanding their needs and challenges. Additionally, exploring partnership opportunities can open new avenues for business growth. This could include alliances with complementary businesses, channel partners, or industry influencers.

Developing a Tailored Business Development Strategy

Armed with comprehensive market insights and potential client and partner information, the BDM should now focus on developing a tailored business development strategy. This strategy should outline clear objectives, target markets, value propositions, and the tactics to reach and engage potential clients and partners.

It should also include plans for leveraging existing relationships and networks. The strategy should be aligned with the overall business goals and should detail the resources required, timelines, and key performance indicators (KPIs) for measuring success.

Week 7-8: Initial Implementation

Begin Outreach to Potential Clients and Partners

In weeks 7 and 8, the Business Development Manager (BDM) should start active outreach to the potential clients and partners identified earlier. This involves initiating contact through various channels such as emails, phone calls, networking events, or direct meetings.

The purpose of this outreach is to establish communication, introduce the company and its offerings, and explore opportunities for collaboration or sales. This step is crucial in expanding the business’s client base and forging strategic partnerships.

The BDM should use personalized approaches tailored to each potential client or partner, emphasizing how their needs can be met through the company’s services or products.

Start Implementing Developed Strategies

With the groundwork laid in the previous weeks, the BDM should now begin implementing the developed business development strategies. This includes putting into action the plans and initiatives designed to reach new clients, enter new markets, or launch new products or services.

Implementation might involve overseeing campaigns, managing new initiatives, or directly engaging in business development activities. It is important to ensure that the execution of these strategies is in line with the set objectives and is carried out efficiently.

Initial Review of Strategies’ Effectiveness

Towards the end of this phase, it’s crucial for the BDM to conduct an initial review of the strategies’ effectiveness. This involves assessing the outcomes of the implemented strategies against the set KPIs and objectives.

The BDM should look for indicators such as an increase in leads, engagement levels with potential clients, feedback received, and any initial deals or partnerships formed. This review helps in understanding what is working and what isn’t, providing an opportunity for early adjustments and refinements.

The Final 30 Days (61-90) for Business Development Manager

The next days 61-90 are crucial for solidifying the gains made in the initial phases and setting a trajectory for ongoing growth and success in the role of a Business Development Manager. They combine strategic expansion with a focus on sustainability and long-term planning.

Week 9-10: Strategy Optimization

Analyzing Outcomes and Feedback from Initial Strategy Implementation

In weeks 9 and 10, the focus for a Business Development Manager (BDM) shifts to analyzing the outcomes and feedback from the initial strategy implementation. This is a critical assessment phase where the BDM evaluates the effectiveness of the strategies that were put into action during the previous 30 days.

The BDM needs to review key performance indicators (KPIs), sales data, client feedback, and any other relevant metrics. This analysis helps in understanding which aspects of the strategy are working well and which ones are not delivering the desired results. It’s also an opportunity to gather insights on market response, client satisfaction, and overall impact of the business development efforts.

Refining Strategies Based on Data and Feedback

Based on the analysis conducted, the next step is to refine and adjust the business development strategies. This refinement process should be data-driven, taking into account the insights gained from the analysis.

The BDM should identify areas that require changes or improvements – this could include tweaking the approach to client engagement, modifying outreach methods, or adjusting the value proposition to better meet market needs.

Further Integration with Sales and Marketing Teams

Further integration with sales and marketing teams is essential during this phase. The BDM should continue to work closely with these teams to ensure that the refined strategies are well-supported and effectively executed.

This collaboration might involve coordinating joint efforts, sharing market insights, aligning on messaging and campaigns, and working together on client acquisition and retention strategies. The BDM’s role in bridging the gap between business development, sales, and marketing is crucial for creating a cohesive approach to achieving the company’s growth objectives.

Week 11-12: Expansion

Scaling Successful Strategies

During weeks 11 and 12, the Business Development Manager (BDM) should focus on scaling up strategies that have proven successful in the initial implementation phase. This involves expanding these strategies to reach a broader audience or to deepen market penetration.

For instance, if certain approaches in client acquisition or partnership development have yielded positive results, the BDM should look at ways to amplify these efforts. This could mean increasing the resources allocated to these strategies, extending them to new geographical regions, or applying them to different market segments.

Exploring New Market Opportunities

Another critical objective for the BDM at this stage is to explore new market opportunities. Based on the insights gained from the earlier market research and the success of initial strategies, the BDM should identify and assess potential new markets for expansion.

This could involve diversifying into different industries, targeting new demographic segments, or offering new products or services. Exploring these opportunities requires careful analysis to understand the market dynamics, competition, customer needs, and potential barriers to entry.

Setting the Stage for Long-term Growth and Partnerships

In the final weeks of the 90-day plan, the BDM should focus on laying the groundwork for long-term growth and sustainable partnerships. This means not just looking at immediate gains but also planning for future development.

It involves establishing relationships that can evolve into long-term partnerships, creating strategies that are scalable and adaptable over time, and building a robust pipeline for continuous business opportunities. Additionally, the BDM should also consider how to maintain and nurture existing client relationships and partnerships, as these are crucial for long-term success.

Final words

30 60 90 day plan for Business Development Manager is one of the most effective planning framework and tool for any new professional in this challenging role. Remember, the key to truly excelling in this role lies in your ability to adapt, learn continuously, and stay agile in the ever-evolving business landscape. Keep revisiting and refining your strategies, nurturing those valuable relationships, and always keep an eye on new opportunities. Most importantly, don’t forget to take a moment to appreciate your progress and the milestones you’ve achieved. Your first 90 days are a blueprint for your career path ahead, and from here, the possibilities are limitless. So, go ahead, make your mark, and keep soaring to new heights in the world of business development!

About The Author

Tahir Abbas

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Successful 30-60-90 day plan

Ivan Andreev

Demand Generation & Capture Strategist

ivan.andreev@valamis.com

December 27, 2021 · updated April 2, 2024

17 minute read

A 30-60-90 day plan can help you prove to a new employer that you know your role within a new company. It demonstrates that you understand the position’s responsibilities and are prepared to tackle them, starting on day one.

A successful plan also helps you to better adapt to your new role and work environment.

What is a 30-60-90 day plan?

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A 30-60-90 day plan is a formalized document containing intents, goals, and actions that a new employee plans to execute to maximize his efficiency in a new role.

A 30-60-90 day plan can be used in any position or company.

For a regular employee, a 30-60-90 day plan is a way to show the interviewer that you know what to do and have a plan for this new role . It is a type of preparation that a prospective employee might opt to create before their interview, or it might be something an interviewer requests applicants to create.

For executive positions, the purpose of the plan is the same, the only difference is the scale of the plan, or the department level that it would apply to. A prospective manager would prepare the plan to show what they will do to succeed in the role.

The plan should demonstrate that new employees are able to set goals that are in line with the company vision.

This plan is ideal for those who are seeking to make a strong positive impression during an interview.

It demonstrates what you will bring to the job, highlights your seriousness about the position, and shows that your goals dovetail with those of the company.

No matter the level of the role, a strong 30-60-90 day plan can be an asset during the interview process.

Regular level employees can show the value that they will bring to the team, and higher level employees can demonstrate how their leadership will create positive effects within their team or department.

Many hiring managers want to see that their new hires are serious about their jobs and career. This plan gives insight into how a new hire plans to fulfill the goals of their new role, their understanding of various processes and how they tackle challenges.

While it is most commonly used for those who are beginning new positions, it can also be used to work on a new project. The same template can be helpful to set actionable goals and achieve them in regards to a new project that you are working on.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

A 30-60-90 day plan is a helpful tool for both the candidate and the organization.

When a candidate writes a good plan, they demonstrate competency, while potentially impressing hiring managers.

The organization can then use the plan to judge the potential candidate for suitability within the role, department or team.

Here are a few of the benefits of creating one:

1. Increased chances of being hired

Because you will be doing your homework before the interview, it proves that you are a committed team player.

This often impresses your interviewer and can give you a larger chance of being hired.

2. Positive impression on the interviewer

If you are a new employee or a potential hire, a 30-60-90 day plan can show to your employer that you know what you are doing. It demonstrates that you have a plan in place.

Prepare it prior to your interview even if your interviewer doesn’t request one.

3. Smooth onboarding

Starting a new job can be rough sometimes. A 30-60-90 day plan helps you to better integrate yourself into a new team and makes a smoother transition for you.

In creating this plan, you will have to research the role, the tasks you will be assigned, and set out plans for completing them.

In doing so, you’ll be formulating solutions, considering the best plan of attack, and gaining a deeper understanding of the job. This will help set you up for success from day one.

4. Increased productivity

Because you will have a clear goal to work toward in your first 90 days, you have better focus and increased productivity.

Each day, you should know exactly how your tasks fit into the bigger picture of your 30-60-90 day plan.

There are four key areas that should be included in your 30-60-90 day plan:

• Personal goals
• Actions and metrics

In each phase of your plan, you should have something that you are focused on learning.

This might mean meeting with your team to understand their pain points. It might mean learning the ins and outs of your company’s product to make better sales pitches.

Particularly in the first 30 day phase, you should be doing a great deal of learning.

This is part of your plan that should start to take shape. In what areas can you improve performance (either your own or the company’s)?

This should help you to better align your personal responsibilities with the mission of the team you work with.

Start to narrow down what the priority is so that you can better set personal goals in the next section.

This is the best place to mark down exactly what you want to accomplish.

Make sure that you have some insight into your goals and why they are essential to achieve.

This helps to keep your focus clear and doesn’t allow you to lose sight of the company’s mission.

Action and metrics

This is the stage where you determine how you will measure your progress toward your goals.

How will you know when you have achieved a goal? It is important to have specific qualifying action steps behind each one of your goals so that you do not lose momentum.

• If you want to improve your sales pitch, then you might sit in on a sales call with a seasoned salesperson three times this week.
• If you want to reduce the budget, you might have a goal to spend 10 percent less on office supplies.

Whatever your goal is, you need to have an action step associated with it to help you measure your progress.

During the first thirty days in your new position, you spend as much time as possible learning about your company processes, your team, product or the services you sell. This might involve things like:

• Interviewing team members to assess their strengths
• Joining staff on sales calls to learn more about the product or service
• Interviewing customers to learn more about their needs
• Spending time with customer service to determine where your product or services fall short
• Pinpointing current goals and seeing if progress is being made
• Reviewing the budget

Once you have a firm grasp on who you are working with and how you are expected to perform, it is time to implement new aspects of your role.

For regular employees , the focus should be stepping more fully into your role. You have taken the time to learn what that role is, now you should be beginning to deliver results and reaching good working performance.

For higher level employees , like executives or managers, you will start setting new goals for your team. Create goals based on the information you learned during the first thirty days. This is the time for you to share your new goals with the team and start to hold them accountable for the changes.

Regardless of the level of your role, this is a time for you to set goals along with actionable steps you can take to achieve them.

All goals should be specific and measurable. You should also be able to achieve them within a specific timeframe.

TIP: Set a clear metric so you will know when you have achieved each goal.

For example, if your goal is to improve your sales pitch, you might have a metric of observing a more seasoned sales professional in a number of phone calls. You might also have them listen in on a few of your sales calls to offer constructive feedback .

As you move into the first ninety days of your position, you should be ensuring that your performance is in line with company goals and the goals for your specific role.

You should have a solid foundation of knowledge regarding your job, the ability to complete your tasks properly, and an understanding of how your performance helps the organization.

For employees, this is a prime moment to look towards leadership opportunities. Ask yourself ‘what path do I want to take with this organization?’ and begin to set yourself up for that journey. Take initiative and reach out to stakeholders who may be able to help you.

For management level employees, this is when you can start to make bigger changes. Look at the overall picture of your company or department and determine where changes can be made. Ensure that each team member is where they are supposed to be, review the budget, and replace ineffective processes with new ones.

Much like your goals set for the first sixty days, all goals here should still be measurable, time-bound, and specific. While this is bigger picture thinking, each goal should still be realistic and attainable.

While some hiring professionals will come directly out and ask you for a 30-60-90 day plan, many will not.

It is still an excellent idea to create one to show just how you will stand out in the workplace.

As you begin to write this plan, you should ask yourself: What changes would you make and how would you go about your new role in the first ninety days? This will help you create a solid plan that will impress hiring managers.

1. Identify the company’s mission

You can’t create a plan until you have a clear idea of what the company is looking for.

You should spend a great deal of time researching its mission, core values, and any information you can find on its current processes or products.

Each plan should be catered specifically to the culture of the company you are applying to work for.

2. Thoroughly understand the job description

You should tailor your plan to the position that you are applying for instead of overreaching your bounds.

You might have many ideas for the company as a whole, but pay careful attention to the job description.

• What is the role?
• What would your responsibilities be?
• What expectations does the company have?
• Is there a probation period?

3. Explain your plan thoroughly

When you head into an interview, you must prepare a copy of your 30-60-90 day plan.

It can be in the form of a PowerPoint presentation, slides, or paper.

However, you should do more than just slide it across the desk and hope that they understand it. Present it to the interviewer in detail.

4. Don’t be ashamed to brag

Present your plan in great detail.

When you discuss the goals you want to set, it is important to relate these goals to accomplishments you have had in the past.

What have you done that was similar at another company? Focus on your future at this new company but don’t forget about all of the amazing things you have done in the past!

5. Identify your priorities

Setting goals can be challenging if you aren’t aware of your priorities.

Why were you hired for this exact position? Maybe your goal is to solve a specific problem within the team, or perhaps you just need to be the best you can be with your current responsibilities.

Take a few moments to think about the bigger picture of what your job should look like, and then move forward from there.

6. Set measurable goals

All goals that make it onto your list should have a means for you to measure the outcome.

Make sure that you identify how you will measure success on each of the goals that you set.

Try to list quantitative data to support your goals, such as revenue increases, increased website views, and positive customer reviews.

7. Remember to course-correct

Sometimes, starting a new position or project can be overwhelming.

You might set up your plan with the best intentions, but things can change.

If a piece of your plan no longer seems relevant or helpful, it’s okay to have the flexibility to course-correct. Change up your goals if you need to.

8. Don’t be afraid to ask questions

You’ll never get to know your team members or your products unless you are willing to ask good questions.

Spend time with your interviewer or the company representative if they are eager to communicate with you.

Ask any questions you may have about your role and what is expected of you so that you can form clear goals for your plan.

If you are an executive or a manager who has direct reports, your version of a 30-60-90 day plan might look a bit different than a junior employee’s plan.

Here are a few tips to help you get started with your own plan.

1. Take time to learn about direct reports

During your first thirty days, you should be setting aside a large portion of your time to interview your direct reports.

Find out information about them as a person, such as their dreams and goals for their position.

• What are the pain points of their job?
• What barriers are there that stop them from achieving their goals?
• How would they solve those problems?

You should know what their strengths and weaknesses are so that you can see areas where they can improve.

In meeting with each person individually and attentively listening to them, you create a good impression, gain a deep, functional knowledge of your new department, and often will get insight on how to solve these problems.

All of this information can help you to see the current reality of the work environment.

As a new manager or executive, you might be able to help influence change in a way that would boost team morale and productivity.

2. Inform yourself

Consider this step as an extension of the previous one.

Not only should you gather all of the information possible from your recruits, you should spend a lot of time in your first 30 days reading reports, reviewing documentation, talking to other managers, and meeting with higher level executives.

This is the time to ask as many questions as you can, making notes on where you see issues or potential solutions.

3. Create an atmosphere of trust and alignment

During the first 30 days, work to gain the trust of those who will be working under you.

In many organizations, a new manager can represent a threat to how things work, and employees might be resistant to big changes.

You can build this atmosphere by making an effort to get to know them and listening to their thoughts, issues and solutions.

Never diminish the thoughts or opinions of your reports. If you think that they may be wrong, simply ask more questions to better understand their unique point of view. It could be that they are seeing a problem that you don’t.

By working hard at this, you can set yourself up to have a team that trusts that you will be working with their best interests in mind, as well as the organization’s.

4. Identify your strongest employees

By the end of the first 30 days, you should be able to pinpoint who your strongest employees are.

These people will form your A-team, and will be of great service to you.

These are the employees that you will want to include in important projects, as you can depend on them to drive other employees towards reaching their goals.

By having at least a few good employees who you can depend on, you can concentrate more easily on higher level issues, comfortable in the knowledge that your team will be fine without micromanagement.

Through this process, you should also be able to see where skills gaps are in your team, and begin identifying ways to close those gaps.

Plan out ways to invest in your team and grow their strengths.

5. Set SMART goals

Once you enter the second thirty days, it’s time to get some goals down on paper.

You have spent 30 days learning the lay of the land – now you should be in a position to identify issues and solutions.

Upon hiring, you will have been given a solid idea of what the organization expects of you.

After 30 days, you will be able to create actionable goals, begin implementing changes, and really stepping into your role.

6. Review processes

During the second thirty days, you should also be paying close attention to how the processes within your department work.

Often, a fresh set of eyes can see problems – and solutions – to processes that didn’t scale well, are no longer optimized, or otherwise simply don’t work as well as they could.

It is easy to get bogged down with ‘we’ve always done it this way’ and not see how change can be a positive.

As you learn how things are done, and why, you will likely be able to identify better ways of getting things done.

7. Implement changes to meet company goals

You should take everything you learned in the first 60 days, and implement changes in the final 30 days.

• Reduce bottlenecks,
• Implement new processes,
• Introduce new staff or training methods,
• Bring new ideas to achieve better performance.

From the executive level to the day-to-day management of your team or department, you should be leaning in, contributing what you can, asking questions, and generally participating to the best of your ability.

8. Identify your staffing needs

As you enter into your final 30 days, you should have a solid handle on how things are run in your department, and how capable your staff is.

Now is the time to take a close look at your staffing needs and see if they are being met.

• Are there bottlenecks in one department, holding things up for everyone else?
• Are there certain employees that need to take time for training before they can perform up to expectations?
• Could things be made smoother with new hires to help ease the workload?

Look at the short, middle, and long-term goals you have set. Create a hiring plan with those in mind.

9. Conduct regular meetings

Throughout this process, you should be checking in with your team on a regular basis.

You should have weekly meetings with your team to track progress and see how things are progressing on the goals set for the sixty- and ninety-day portions of your plan.

Depending on your work environment, these may be one-on-one meetings or a weekly team gathering.

Figure out what works best for your business, and then make these meetings a mandatory part of the company culture.

Try a 30-60-90 day plan template from Altassian in Trello.

Develop and maintain a strategy-driven learning culture

Upgrade your organization’s learning culture with clear, actionable strategies to address the challenges.

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