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10 Free 30-60-90-Day Plan Templates in PPT & ClickUp

Praburam Srinivasan

Growth Marketing Manager

February 14, 2024

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Starting a new job can be stressful. What exactly are you supposed to be doing? Who can you ask for help? And how do you know if you’re meeting expectations? 👀

The more clarity and guidance a new employee has, the more likely they are to be able to hit the ground running and start contributing to the business as soon as possible. That’s where a 30-60-90-day plan template is worth its weight in gold, both for new hires and hiring managers. ✨

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

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A 30-60-90-day plan template describes all the tasks to be done in the next three months, complete with objectives and goals, with milestones at 30, 60, and 90 days. 🛠️

A 30-60-90-day plan template can be used by hiring managers to help oversee new staff members or by the new hires themselves. But these kinds of templates aren’t restricted to new employees—in fact, a 30-60-90-day plan template can be used by anyone who needs a project plan with clear milestones. 

In the context of the hiring process, these serve as goal-setting templates to support new hires so they can quickly acclimatize to their work environment and their new company culture. A 30-60-90-day plan template can help them understand the scope of work of their new role.

This kind of template can also help new hires learn how to prioritize tasks and gain knowledge about who the key stakeholders are in the project management structure so they can start to build relationships. With clear expectations in place, new employees know exactly what to do from the get-go, reducing stress and overwhelm, promoting self-discipline , and setting them up for success.

For hiring managers, a 30-60-90-day plan template helps them empower new staff during the onboarding process. It ensures new hires are working on the right tasks in alignment with the company’s goals. And it serves as an employee monitoring tool , too, which is very useful when preparing performance evaluations.

In a wider context, project managers and entrepreneurs can also use a 30-60-90-day plan template as a strategic planning tool to help them prioritize projects , create a scope of work , set measurable key goals, and track the progress of their new initiatives. 📚

A good 30-60-90-day plan template is editable and helps to streamline tasks and optimize productivity in alignment with a business plan . The template:

• States the company’s mission and how the new team member’s role contributes to that
• Breaks long-term goals down into short-term ones that can be achieved in the next 30, 60, and 90 days
• Ensures that all goals are SMART goals—that is, specific, measurable, achievable, realistic, and time-bound
• Makes priorities clear so employees can deal with urgent and important tasks first
• Specifies key metrics that serve as performance indicators, making the deliverables of the new job measurable
• Names key stakeholders and clarifies what their roles are
• Lists resources that new employees can turn to for support

In a sentence, it provides very clear expectations, making it easy for the new employee—or the project manager or entrepreneur using the 30-60-90-day plan template—to meet them. 🤩

10 Free 30-60-90-Day Plan Templates to Use in 2024

The good news is that you don’t have to start from scratch when you’re putting together your 30-60-90-day plan. There are plenty of free templates available online, each of which has a slightly different focus.

Choose your free 30-60-90-day plan template based on your goals and how much detail you want to include. 

Can’t decide which one works best for you? Don’t worry, we’re here to help. Here’s our rundown of the best free 30-60-90-day plan templates out there. ✨

The ClickUp 30-60-90-Day Plan Template is a boon for hiring managers. It helps create a structure for onboarding new hires so they’re up to speed within the first three months.

The Onboarding Plan provides a roadmap for them to follow, breaking down specific goals into tasks that they will accomplish in their first month, their second month, and their third month. Meanwhile, the Onboarding Board displays friendly reminders of what they’re aiming to achieve. And with custom fields that specify the Onboarding Stage and Who’s in Charge of each task, new staff members will feel supported from their very first day.

The template also includes a calendar to help schedule all those onboarding tasks , and a chat feature so workers can connect to their new team members and quickly reach out for help when they need it.

And for a quick overview of all the new hire’s tasks, four colored tabs show tasks that are complete, in progress, still left to do, and on pause while waiting for input from someone else. 📚

Much like a 30-60-90-day plan template, this beginner-friendly ClickUp Daily Goal Template helps you and your new hire plot their objectives for the next 30, 60, or 90 days—or however long you want—and then set tasks to help them accomplish them.

These objectives could be professional performance goals or personal goals. Along the way, the template reminds you to check that the goals are SMART—specific, measurable, achievable, realistic, and time-bound (in other words, they have a target date for completion).

The tasks appear in Daily Notes. For each note, you can add attachments and specify a note type, for example, whether it’s a Task, a Reflection, an Idea, or a Gratitude.

You can also step back to see the bigger picture in the full Notes List. Colored status icons give you a quick understanding of which tasks have been completed, which have been reviewed by other stakeholders, and which are still to do, so you can support your new team member as they move toward their goals.  

The ClickUp Employee Onboarding Template gets your whole team on the same page when you have a new joiner. Furthermore, it keeps everyone aligned with team goals during the onboarding process.

This kind of template will clearly lay out the new hire’s job description, including the mission and vision for the role and the key responsibilities of this new position. Onboarding objectives for the chosen time frame are listed, along with key upcoming tasks.

A custom field lets you specify which tasks need to happen during each week of onboarding, while ClickApps help you set priorities, estimate time frames, list multiple assignees where necessary, and highlight any dependencies related to tasks.

Colored tabs make it easy to see which tasks are completed, which are in progress, and which are still left to do. New employees can also flag work that is ready for review or where they need help. 👀

ClickUp’s SMART Goal Action Plan Template helps you set goals with your new employee and then helps them follow through on their objectives.

Custom fields allow you to specify the task type, set priorities, and list any obstacles that might get in the way of your performance goals.

The timeline gives you an overview of the whole project, while colored status fields show you whether a task is in the planning stage, ready to go but not yet started, in the process of being executed, completed, or at the evaluation stage.

You can also see how healthy a goal is looking—whether it’s currently on time and within budget—and track the task completion rate.

Support your team in their professional development with the ClickUp Employee Action Plan Template .

As a type of employee monitoring tool , this simple template can be used by team managers or human resources specialists to help team members set learning goals and create an action plan for their career development.

The Incident Report, Findings, and Indications of Progress sections are useful to log information about an employee’s performance or behavior in advance of a performance review with direct reports. There’s also a section for corrective initiatives that can be used to set realistic goals and measure success as the basis of a performance improvement plan . 🛠️

Another type of 30-60-90 day-plan template, the ClickUp Action Plan Template , is a whiteboard-like template that helps you set goals and manage your projects, whether that’s an employee onboarding process, a sales plan , a marketing plan, or your social media publishing schedule.

Add a sticky note for each task and move tasks among the To Do, Doing, and Done sections as your new hire works through them. 

Each category is divided into sections to make it clear whether the task is for daily, weekly, monthly, or quarterly review. Additionally, you can zoom in or out, depending on whether you want a big-picture or a task-focused view.

You can use the ClickUp SMART Goals Template as a 30-60-90-day plan template or set your own time frame, for example, a whole year.

Keeping goals specific, measurable, achievable, realistic, and time-bound increases the chances that your new hire will achieve them, especially if you’re using a template like this to organize them together.

Custom fields help answer important questions like why you’re setting this particular goal right now, whether your new staff member has the skills required to achieve it, who needs to be included, and whether it’s aligned with your team’s and your company’s overall objectives.

To keep your new hire motivated, colored status indicators tell them whether they’re off track, on track, or totally crushing it. 🤩

This simple 30-60-90-day PowerPoint Template is designed to assess a candidate’s suitability for a job during the final job interview stages. It allows candidates to demonstrate their understanding of their potential role description and their ability to prioritize, and also indicates their interpersonal skills and their passion for the job.

Presented in an infographic format, the first PowerPoint slide uses ClipArt icons, while the second one allows the user to create a process flow diagram with arrows. Each slide has three sections so the candidate can list their goals for 30-, 60-, and 90-day time frames.  

The default color scheme for this free 30-60-90-day plan template for PowerPoint is pink and blue, but that can be changed and customized to the user’s preference.

As another free 30-60-90-day-plan template for PowerPoint, this is a strategic tool designed to present 30-, 60-, and 90-day objectives and goals to an audience.

It can be used as part of the hiring process to evaluate the strategic planning and prioritization skills of candidates or to outline the goals and action steps of the potential new hire for your stakeholders.

You have a choice of three different designs with varying background colors, and although it’s designed as a PowerPoint presentation, it can also be used for a hard-copy paper presentation. 📚

Designed for new managers, this free 30-60-90-day plan template helps you create an action plan for onboarding a new team member. From creating a focus on learning in the first month to practicing and beginning to contribute in the second month, and finally applying what has been learned in the third month, these templates walk you through the process.

You can set priorities, create SMART goals and objectives in different categories, and set up metrics to track progress throughout.

With more than 73 sample plans, there’s bound to be a template that works for you. Choose from multiple formats such as Microsoft Word, Google Docs including Google Slides, and Apple Pages.

Now that you have access to all these templates, let’s take a look at some examples of how they can be used in different scenarios and industries.

30-60-90-Day Plan for a Sales Representative

First 30 Days:

• Understanding the Product and Market (Week 1-2): Dive deep into understanding the product or service you will be selling. Familiarize yourself with the unique selling points, user benefits, and competitors. Engage in training sessions, product demos, and competitor analysis.
• Getting to Know the Customers (Week 3-4): Start engaging with potential customers to understand their needs and problems. Engage in introductory calls and meetings to build relationships.

Next 30 Days (30-60 Days):

• Sales Strategy Formulation (Week 5-6): Develop a personalized sales strategy based on the product knowledge and customer insights collected. This strategy should outline your sales targets, the tactics you will use to reach them, and the timeline for achieving your goals.
• Initiating Sales (Week 7-8): Start implementing your sales strategy. Begin with initial sales efforts, follow-ups, and negotiations.

Final 30 Days (60-90 Days):

• Sales Process Optimization (Week 9-10): Gather sales data, analyze your performance, and identify areas of improvement. Optimize your sales process based on the data-driven insights.
• Sales Targets Achievement (Week 11-12): By the end of the 90 days, you should be in a position to achieve your preliminary sales targets. Continue to optimize your sales process and strategy for better results.

30-60-90-Day Plan for New Team Members

• Understanding Company Culture and Processes (Week 1-2): Take the time to understand the company’s values, culture, and processes. Attend orientation sessions and meet with team members to get a better understanding of your role within the organization.
• Getting to Know Your Team (Week 3-4): Build relationships with your team members and managers. Schedule one-on-one meetings to get to know their roles, responsibilities, and expectations.
• Learning the Job Requirements (Week 5-6): Deep dive into understanding your job role and responsibilities. Review any training materials or manuals provided by the company. Meet with your manager to discuss any questions or concerns.
• Contributing to Projects (Week 7-8): Begin actively participating in team projects. Offer your insights and suggestions, and take on tasks that align with your skills and interests.
• Taking on New Responsibilities (Week 9-10): With a better understanding of your role, take on new responsibilities and tasks. This will help you further develop your skills and contribute to the team.
• Reviewing Progress (Week 11-12): Schedule a meeting with your manager to review your progress and discuss any areas for improvement or development. Take feedback into account and continue to work towards excelling in your role.

A Free 30-60-90-Day Plan Template Is the Key to Onboarding Success

New hires need a lot of support during their first three months on the job as they learn what they need to do and adjust to the culture of their new company. Make the process much easier for everyone involved—the new employee, other team members, and their manager—by putting a clear plan in place.  

A free 30-60-90-day plan template helps you clarify objectives, set SMART goals, create tasks, and track the whole process. It also keeps your onboarding strategy aligned with company and team goals, while empowering and supporting your new hire through those tricky first 90 days. 🙌

Decide exactly what you’re looking for in a 30-60-90-day plan template, then choose from the free options available online.

For maximum versatility in your strategic planning and project management, it’s hard to beat ClickUp .

ClickUp offers a wide range of templates for every business process, including onboarding your new employee. It’s a one-stop shop that helps you improve planning, productivity, and teamwork—and take your business to a whole new level. 🤩

Questions? Comments? Visit our Help Center for support.

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• 30-60-90 Day Plan Template &...

30-60-90 Day Plan Template & Guide [+ Free PowerPoint & Excel Download]

30% of new employees quit within the first 90 days on the job. Creating a 30-60-90 day plan helps engage your new hires from the very start, setting them up for long-term success in record time.

What is a 30-60-90 day plan?

HR’s role in the 30-60-90 day plan

• Helping employees visualize how they align their work and goals to the business and connect day-to-day tasks to the larger purpose of work
• Working with managers and employees to create a clearly defined plan based on specific and measurable goals
• Regularly checking that the plan is being followed and key metrics are being achieved.

Benefits of a 30-60-90 day plan

For organizations.

• Better alignment : A structured 30-60-90 day plan ensures that the employee understands how their work contributes to shared objectives and the company’s strategic goals. This clarity encourages collaboration and helps team members work together more effectively toward common goals.
• Improved onboarding : Creating a smoother and more structured onboarding process with a clear plan reduces the time it takes for new hires to become productive contributors.
• Early identification of issues : By tracking an employee’s progress through the 30-60-90 day onboarding plan, managers can identify potential challenges or skill gaps early and enable timely interventions and support to keep the employee on track.

For employees

• Clear expectations : A 30-60-90 day plan provides employees with a clear understanding of what is expected of them in their new role, reducing uncertainty and anxiety.
• Goal-oriented progress : Employees work to achieve specific, measurable goals, which boosts their confidence and motivation as they see tangible progress.
• Accelerated learning and integration : A clear plan encourages rapid learning and adaptation to the new role, helping employees integrate more quickly and effectively into the team and company culture.

Types of 30-60-90 day plans

30-60-90 day onboarding plan for new employees.

• Clarifying the role of new employees, ensuring they understand their responsibilities and deliverables
• Providing valuable insights through discussions with new hires, giving managers a better understanding of their skills and abilities, as well as what they know about the business
• Facilitating the building of relationships with new hires through regular communication and check-ins
• Helping new employees manage their time effectively by providing focus and direction for their tasks during their first 90 days.

Learn how to effectively onboard new hires

The 30-60-90 day plan for an interview.

The 30-60-90 day plan for internal promotions

• Setting clear expectations aligned with high-level objectives
• Alleviating new job jitters by clearly reminding employees of priorities, empowering employees to self-manage their work, and supporting goal setting.

HR pro tip Adjusting the 30-60-90 plan for internal promotions is an excellent way to highlight and encourage the behavior that earned the employee their promotion in the first place. Work with them to outline their skills and the value they bring to their team, department, and the business, and then align these with their short- and long-term goals.

30-60-90 day plan examples

1. 30-60-90 day sales plan example.

2. 30-60-90 day plan for managers example

3. 30-60-90 day plan for executives example

4. 30-60-90 day plan for an internal promotion example

How to write a 30-60-90 day plan for new employees

Checklist: 30-60-90 day plan for new employees .

• New employee welcome
• Planning get-to-know meetings
• Clarifying short and long-term priorities
• Creating SMART goals
• 30-day goals
• 60-day goals
• 90-day goals
• Defining metrics of success
• Feedback and review checkpoints

1. New employee welcome

The welcome should include:.

• Role details
• How the role supports the broader organization’s objectives
• A summary of expectations and the support the employee should expect from their manager.

HR pro tip Personalize the welcome to the employee, their role, and how they will add value to the business, clients and colleagues. This will set the stage for a memorable onboarding experience.

2. ‘Get to know’ meetings

The ‘get to know’ section should include:.

• Who the employee is meeting, including their name, role, and responsibilities
• The key objective of the meeting
• Why this meeting will help the employee in their new role
• What topics should be discussed and suggested questions that the employee can ask to gain the most they can from the meeting.

3. Outlining high-level goals

The long-term goals section should include:.

• A list of outcomes-based goals to be achieved in 30, 60, and 90 days
• Context around how this goal relates to their position. For example: As a sales executive in this organization, one of your roles is onboarding new clients.
• A clear understanding that the employee should be aiming for fluency in their role by the 90-day mark and that this plan will help them achieve this goal.

HR pro tip Align long-term priorities to the organization’s key strategic goals. From there, work backwards to determine where the employee should be at the end of their first 90 days to be best positioned to support those priorities and which short-term goals need to be achieved within 30 and 60 days support key outcomes at the end of 90 days.

SMART goals

• Time-bound.
• Work with the new employee and their manager to define between three and five goals.
• Encourage the employee to learn as much as they can and to suggest which goals they believe they need to reach.
• Highlight that the employee is not working in a vacuum – they should be encouraged to ask questions, learn.
• It is important not to overwhelm the employee as this plan is formulated as the new hire arrives.
• Work with the employee and their manager to extend their roadmap, but make it clear that they are not expected to be able to meet these goals as they start their role.
• Ensure the employee understands this is the last month before they are expected to fully transition into their role.
• Set goals and expectations that can be used as the basis for the first performance contracting conversation.
• Allow the employee to also state what support they need during this last month to be able to fully transition into their role.

HR pro tip The third month is when the strategy mapped out during days 31 – 60 is executed. By this phase, the employee must be actively contributing to projects and working with their team to achieve results. Key metrics must reflect this.

4. Defining metrics of success

5. feedback and review checkpoints, hr’s role.

• The employee to give feedback
• The manager/leadership team to give feedback
• Metrics to be reviewed against goals
• Planning around additional support if metrics have been missed.

HR pro tip To support both managers and new employees in this journey, you can create a short template that helps them to document what was covered in the meeting, including a recap of goals, metrics, what was achieved and any key outcomes or learnings.

Free 30-60-90 day plan templates

30-60-90 day plan template: powerpoint.

30-60-90 day plan template: Excel

Nadine von Moltke

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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

Download Free

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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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The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

When you’re starting a new job, sometimes deciding whether to pack a lunch the first day is a struggle—forget about planning out the next few months. So if you’ve been asked to make a 30-60-90 day plan for your new job—or even earlier during the interview process—you might have a few questions like What? And How? And Do I really need a job or can I live off the grid in a cozy little cave?

But we promise, making a 30-60-90 day plan is possible and it can help you set yourself up for success at your new gig. We’ve got detailed instructions on when and how to make a 30-60-90 day plan, plus a template to guide you and an example to inspire you.

What is a 30-60-90 day plan?

A 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It lists your high-level priorities and actionable goals, as well as the metrics you’ll use to measure success in those first three months. Done well, it will help you make a positive first impression on your new employer—or the hiring manager you hope will be your future boss.

Download The Muse’s 30-60-90 day plan template here .

When to make a 30-60-90 day plan

Many 30-60-90 day plans follow a similar structure, but the level of detail may vary depending on your situation. There are two main times when you might make one: preparing for an interview or starting a new job.

Note: If you’re a manager who wants to make an onboarding plan to help your new hires hit the ground running (without constantly having to ask you what they should do next), you should consider using our self-onboarding tool , a template for outlining your month-one goals for a new hire, as well as creating a week-by-week plan with a thorough list of meetings, readings, and tasks they should tackle in their first month on the job.

For an interview

If you’ve made it to a late-stage job interview, you may be asked something along the lines of, “What would your first 30, 60, or 90 days look like in this role?” It’s a good idea to prepare to answer this regardless of what level role you’re interviewing for, but it’s more common for higher-level positions.

With interview questions  like this, the hiring manager is likely trying to understand your thought process going into the job more than anything. They want to know: Do you understand the role and what it would require of you? Can you get up to speed quickly and start contributing early on? Do your ideas show that you’re the right candidate to fill this particular position?

Even if you’re not explicitly asked this interview question, coming prepared with a plan can help you wow the hiring manager and stand out among other applicants. “Employers are looking for people who are agile and proactive,” says leadership consultant Michael Watkins, author of The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter . “By talking about how you would approach your first 90 days, you demonstrate agility and proactiveness.”

In other cases—more commonly for higher-level management or executive roles—you may be asked to do an interview presentation . Creating a 30-60-90 day plan to present is a great way to show the hiring manager that you understand the challenges a company or department is facing and you have a clear plan for tackling them.

Be sure to include a few specific ideas in your interview presentation—depending on the role you’re interviewing for, that could be suggestions for ways to cut costs, increase sales, or improve customer satisfaction. You want to convey: “I’ve got five good ideas, and when you hire me, I’ve got 50 more,” says career coach Eliot Kaplan , who spent 18 years as Vice President of Talent Acquisition at Hearst Magazines.

For a new job

If you’re starting a new job, your new manager may explicitly ask for a 30-60-90 day plan in writing, or you may want to create one for yourself to help ease the transition to your new role. In either case, the goal is to set yourself up to hit the ground running—and to be sure you’re running in the right direction.

“If you come in without a game plan and try to tackle everything, you’re going to get nothing done,” Kaplan says. “Come up with a couple things you can accomplish successfully.”

If you’ve already started the position, you’ll have access to internal resources and your new coworkers, which will make it easier to create a detailed, realistic plan. If there are things you’re unsure about—like goals, expectations, or typical benchmarks—ask! You’ll likely impress your new colleagues with how proactive you are, but more importantly, you’ll gather the information you need to be successful.

Elements of a 30-60-90 day plan

Before you’re ready to get down to the details of your 30-60-90 plan, you’ll want to think about the high-level elements it needs to include. As the name suggests, you want to think of your plan in three 30 day phases that translate to your first 30, 60, and 90 days on the job. For each phase, you’ll need to:

• Determine a specific focus
• Set your top priorities
• Make concrete goals that support those priorities
• Determine how you’ll measure success

Here’s how to fill in the major parts of your plan for each of the first three months: 

Your specific monthly focus might change based on your role and the company, but typically, the broad focus of each 30-day period will look similar:

• The first month (days 1-30) of a new job is about learning.
• The second month (days 31-60) is about planning and beginning to contribute
• The third month (days 61-90) is about execution and—when applicable—initiating changes to the status quo.

Within those broad monthly buckets, outline your high-level priorities for each phase. For instance, your priorities for different phases could include learning internal processes, performing your role independently, or proposing solutions to a problem facing the company. Your priorities should be more specific than your focuses, but broader than individual goals.

Setting goals is all about making a plan for how you’ll achieve your overarching priorities. For each phase, set goals that ladder up to your stated focus and priorities. (See our example 30-60-90 day plan below for inspiration.) If it’s helpful, break your goals into categories like learning, performance, and personal goals.

• Learning goals: To set these, ask, “What knowledge and skills do I need to be successful? How can I best absorb and acquire that information and those abilities?”
• Performance goals: These are concrete things you want to accomplish or complete as part of your new role. To set these, ask yourself, “What progress do I hope to make within the first 30/60/90 days?”
• Personal goals: These goals are more about getting to know the people you’ll be working with and finding your place within your new company or team. To set these, ask, “Who are the key people I need and want to build relationships with? How can I establish and foster those relationships, so that I’m seen as trustworthy and credible?”

For each goal, determine at least one metric you’ll use to track your progress. Ask yourself, “What does success look like and how will I measure it?” Not sure how to do that? Keep reading!

6 tips for writing a 30-60-90 day plan

So how do you figure out your focus, priorities, goals, and metrics for a brand new role? You’ll need to gain a deeper understanding of the challenges that the company or department is trying to solve and reflect on how you can make a positive impact within the first 90 days. Here are six tips to make that easier:

1. Think big picture .

Before you start writing out specific goals and metrics, reflect on your overall priorities. “Start with what’s important to you and work out from there,” says Muse career coach Yolanda Owens . “What are the things you’re going to need to know in order to be successful? Use [those] as your compass.” Identify why they hired (or are looking to hire) you, and set priorities that deliver on that purpose. For mid- and high-level roles, you’re likely being brought in to solve a specific problem or lead a particular project. For more junior roles, your priority can be getting up to speed on the basics of your role and how the company works.

2. Ask questions .

Whether you’re new to a company or still in the interview stage, asking questions is crucial. In order to set realistic goals and metrics that ladder up to your high-level priorities, you’ll need a baseline understanding of the status quo. Ask things that start with, “What’s the average…” or “What’s typical for…”

You can ask your new coworkers these questions or use early stage interviews to ask questions that could help you make a 30-60-90 day plan later on. Muse career coach Tamara Williams  suggests asking up front, “What can I tackle in the first 90 days that will allow me to hit the ground running as well as make a significant impact in the organization?”

3. Meet with key stakeholders.

Establishing healthy working relationships is key to success in any role. If you’ve already started the job, set up meetings with the following people within the first 30 days:

• Your manager
• Other coworkers on your team with whom you’ll work closely
• Other colleagues who are in your role or a similar one
• Any cross-functional partners (on other teams) you’ll work with regularly
• Any external partners (outside of the company) you’ll work with regularly
• Your new direct reports (if you’re a manager)

In each meeting, learn about your coworkers’ roles within the company—and also get to know them as people. Ask lots of questions about the company culture, internal processes, reporting structures, team and company challenges, and other questions that come up as you’re learning the ropes. It’s important to have these conversations before you make plans to change the way things are currently run.

“Too many times, [people] come into the role and say, ‘At my last company, we did it this way,’” Williams says. “That turns people off. You need to be a student before you become a teacher.”

4. Set SMART goals .

Once you’re clear on your high-level priorities, set specific goals that ladder up to your priorities for the 30-, 60-, and 90-day phases. These goals should be SMART: specific, measurable, attainable, realistic, and time-bound.

For example, instead of “Understand our SEO,” a SMART goal would be, “Within the first 30 days, identify our top 10 target keywords and assess how we’re currently ranking for them.”

5. Determine how you’ll measure success.

This will likely be different for each of your goals. Metrics are often quantifiable (revenue, pageviews, etc.), but some goals might have more qualitative metrics, like positive customer feedback. However, try to make even qualitative metrics measurable—for instance, the number of five-star reviews you receive.

6. Be flexible.

Don’t worry if you don’t end up following the plan precisely. Every job is different, so tailor your plan based on what you know about the role and organization, but accept that it will likely change. Ask for feedback throughout your first 90 days (and throughout your tenure at the company). If you have to course-correct as you go, that’s totally fine.

If you’re a team lead or executive, consider adding, “Conduct a SWOT analysis of my project, team, the department or the company as a whole,” to your plan during month two or three. SWOT simply stands for strengths, weaknesses, opportunities, and threats. Once you complete this exercise it might help you adjust the rest of your plan as well as set longer-term goals and strategies.

Also, don’t stress about the length of your written plan—it’s the quality that counts, Kaplan says. “I've gotten [90-day plans] that were two pages long and were perfect, and ones that were 40 pages long and were useless.”

30-60-90 day plan template

If all that feels a bit overwhelming, or you’d just like some more guidance, check out our (free) downloadable 30-60-90 day plan template .

Not a fan of our formatting? (Or just need the words and nothing else?) Copy and paste the text below for each month of your plan.

My 30-60-90 Day Plan

Prepared by: [Your name] Prepared for (optional): [Hiring manager or manager’s name, Company Name] Date: [MM/DD/YYYY]

Days [1–30/31–60/61–90]

Focus: [Your focus for your first month]

Priorities: [Your priorities for your first month]

Learning Goals

• [Your first goal.] ( Metric:  [How you’ll measure your first goal])
• [Your second goal.] ( Metric: [How you’ll measure your second goal]
• [Your third goal.] ( Metric: [How you’ll measure your third goal])

Performance Goals

• [Your first goal.] ( Metric: [How you’ll measure your first goal])

Personal Goals

30-60-90 day plan example

Use our 30-60-90 day plan template to start creating your own plan. If you’re stuck on how to fill it in, this example can provide some inspiration.

Focus: Learning

Priorities: Get up to speed on my role, team, and the company as a whole. Understand the expectations my manager has for me, learn how the internal processes and procedures currently work, and start to explore some of the challenges facing the company and my role.

Learning goals:

• Read all of the relevant internal materials available to me on the company wiki or drive and ask my manager for recommendations of articles, reports, and studies I should review. ( Metric: Reading completed)
• Get access to the accounts (email, task management software, customer relationship management platform, etc.) I’ll need to do my job. Spend time familiarizing myself with each of them. ( Metric: Task completed)
• Listen to five recorded sales calls by seasoned teammates. ( Metric: Five sales calls listened to)
• Meet with someone on the account management team to learn about what new clients can expect from the onboarding process. ( Metric: Task completed).

Performance goals:

• Make my first sales calls to key clients and prospects. ( Metric: Three sales calls completed)
• Ask my manager for feedback on my output and performance. Document the feedback so I can incorporate it in my future performance. ( Metric: Task completed)

Personal goals:

• Meet with my manager and as many other new coworkers as possible. Introduce myself and learn about their roles within the organization. ( Metric: Five meetings held)
• Set up recurring meetings with everyone I’ll need to work with on a regular basis—including cross-functional and external partners. ( Metric: Regular meetings set and attended)

Focus: Contributing.

Priorities: Perform my role at full capacity, with a decreased need for guidance. Start to explore how I can make a unique impact within my role and the company.

• Complete an online training course to learn how to better use our customer relationship management platform. ( Metric: One course completed)
• Shadow a seasoned member of the team, listen in on at least three of their sales calls, and document what I learn from observing their approach. ( Metric: Task completed)
• Make five sales calls a week to key clients and prospects. ( Metric: 20 calls completed)
• Ask a seasoned member of the team to observe at least one of my sales calls and give me feedback about how I can improve. ( Metric: Task completed)
• Listen to at least four of my own recorded calls and note self-feedback ( Metric: Four calls listened to)
• Ask for feedback from my manager and coworkers, and document the feedback so I can incorporate it in the future. ( Metric: TBD)
• Schedule coffee or lunch with someone from the company I haven’t gotten to know yet. ( Metric: Task completed)

Focus: Taking initiative.

Priorities: Start assuming more autonomy and finding small ways to practice leadership skills. Start to explore goals for the rest of the year.

• Identify and sign up for a conference, webinar, or online course that will aid in my professional development. ( Metric: One conference, course, or webinar signed up for)
• Analyze my performance so far and establish key metrics I care about (sales, leads, revenue, etc.). Implement a test to try to improve that metric. ( Metric: Task completed)
• Perform my core responsibilities at a higher level based on the metrics I outlined. (Close more sales, increase revenue, etc.) ( Metric: TBD)
• Develop an idea for a new project or initiative I can spearhead, and pitch it to my manager. ( Metric: Task completed)
• Complete the project or initiative I outlined and get feedback from key stakeholders. ( Metric: Project/initiative completed and feedback received from three key stakeholders)
• Get involved extracurricularly within the company by signing up for the corporate volunteer day or a company-sponsored club or sports team. ( Metric: Task completed.)

With our 30-60-90 day template, examples, and guidelines, you’re well-equipped to land the job you’re after or tackle your first 90 days in your new role. Happy planning!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.

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.

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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

Strategic plan vs. work plan: what's the difference, how to create a work plan (with template), the power of professional learning communities, 10 organizational skills that will put you a step ahead, how long should you stay in a job this guide will help you figure it out, get smart about your goals at work and start seeing results, how to make yourself indispensable at work: pro tips, the secret to achieving job security — and why it matters, 6 chatgpt prompts to save time and boost productivity, how to create the perfect onboarding checklist for new hire employees, write a performance improvement plan (pip) that really works, how to make an action plan to achieve your goals and follow it, your 6-step guide on how to make an action plan for management, 4 easy ways to make one-on-one meetings more meaningful, new hire job orientation: 5 ways to set employees up for success, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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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.

Related resources

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4 ways to establish roles and responsibilities for team success

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Unmasking impostor syndrome: 15 ways to overcome it at work

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 .

30-60-90 Day Plan: 2024 Guide + Example

Updated: Apr 17, 2024, 11:50am

Table of Contents

What is a 30-60-90 day plan, benefits of a 30-60-90 day plan, elements of a 30-60-90 day plan, when to make a 30-60-90 day plan, how to make a 30-60-90 day plan in 5 steps, 30-60-90 plan example, frequently asked questions (faqs).

It can take new employees time to settle in and learn the ropes of a new position. However, employers want to see productivity sooner than later. This is why developing a 30-60-90 day plan is a good idea. It’s a plan that outlines target milestones for employees to hit in the first 30, 60 and 90 days of employment. Follow along to learn more about the 30-60-90-day plan and how to create your own. To help give your employees the best start possible.

A 30-60-90 day plan is a document that is created either by a new employee or a hiring manager and outlines the goals to be accomplished during the first three months of employment. It breaks goals down into 30-, 60- and 90-day increments. Employees work to hit set milestones that are aligned with the mission of the organization. The goal is to maximize employee output in the first days of being hired, days which can be overwhelming and confusing in many cases. The plan helps simplify what the employee should be doing and focusing on.

The 30-60-90 day plan can be written by the employee or by the hiring manager. Managers may want employees to create their own plans to get the buy-in for the milestones and goals.

What Makes a Good 30-60-90 Day Plan?

A good 30-60-90 day plan takes larger goals and breaks them down into smaller, more digestible milestones. The plan has an ultimate goal set for 90 days and shows steps that are accomplished along the way at the 30- and 60-day marks. While the goals should be accomplishable, they should also be challenging.

A good plan also aligns with the mission of the company. Managers want employees to work on goals that move the company forward. Otherwise, the company may not meet its objectives and goals.

When managers utilize a 30-60-90 day plan for onboarding new employees , they help identify the key goals for the employee in the early days of employment. Not only does it set the parameters for success, but it also empowers employees to manage their own work to a large degree. When employees know what is expected of them, they can spend their day focusing on achieving those goals rather than on tasks that don’t support the plan. The 30-60-90 day plan is the roadmap for success.

A good 30-60-90 day plan has common components that are designed to explain expectations clearly. The first element of the plan is to have the company mission or purpose of the work stated. Then, of course, there are the goals. Goals should be concrete with measurable objectives. A good 30-60-90 day plan also lists resources to help employees accomplish their goals.

Make a 30-60-90 day plan when you onboard a new employee. It will serve as a way to help transition them from a new employee to a valuable team member in a short amount of time. You can also use a 30-60-90 day plan when rolling out new initiatives. This will help existing employees understand the goals and provide a workable path to accomplishing them.

It may also be helpful for a prospective employee to create a 30-60-90 day plan when preparing for an interview. This will show the hiring manager that you are serious about hitting the ground running and making an impact toward objectives and goals.

A 30-60-90 day plan doesn’t need to be complicated. It simply outlines the main objectives of a new employee and gives them guidance on how to accomplish them.

Here’s how to create a 30-60-90 day play in five easy steps:

1. Write the company mission

The very first thing that you should do when creating a 30-60-90 day plan is to identify and write down the company mission. Remember that the plan should align with the company’s mission and goals. By having it on the page for the employee to review, you can help the employee understand their role in the bigger picture.

2. Create the first 30 days’ objectives

Write down the goals for the first 30 days. Limit the goals to three to five to keep things clear. For each goal, write down a key metric that will be used to measure whether the goal is achieved or not.

3. Create the next 60- and 90-day objectives

Just as you did for the first 30 days, write down key goals for the first 60 days. Remember to keep goals limited to three to five goals for clarity. Have a key metric stated for each goal. Do the same for the first 90 days.

4. Provide ample resources for the employee

Because the plan is a guide, you should include any relevant resources that will help the employee accomplish their goals. Resources may include listing certain people to speak with or using certain computer-led tutorials. Give the employee the resources needed to succeed with as little oversight as possible.

5. Evaluate progress

For a 30-60-90 day plan to work, you need to give it time (as the name suggests). Part of the plan is to give said time and then follow-up with an evaluation. Did the employee manage to use the resources provided to hit their objectives?

Plan For: Employee name Date: August 1, 2022

Company Mission: To help consumers find the right resources for retirement and invest their money with our firm.

Goal 1: To complete all onboarding training. All boxes should be checked as complete in the employee file. Goal 2: Review investment products and become familiar with the key benefits. Goal 3: Pass state and federal licensing requirements to sell investment products.

Goal 1: Make first sales calls to potential clients. Goal 2: Work with your manager to develop a key product list to offer clients. Goal 3: Get the first sale in the program.

Goal 1: Consistently make 50 outbound calls per day. Goal 2: Hold at least three sales appointments per day. Goal 3: Generate at least $500,000 in sales.

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Bottom Line

A 30-60-90 day plan is a great way to help onboard new employees (or get an edge in an interview process) because it shows the key objectives for the first three months of employment. It aligns with the company’s mission, helping the employee integrate quickly into becoming a valuable team member. Set realistic goals in a 30-60-90 day plan to see success and build confidence in new team members.

The 30-60-90 day plan is just one tool in the employer’s toolkit. For more insights into managing staff and building strong teams, check out our article on strategic human resource management .

How do I answer what I will do in the first 30-60-90 days?

Prepare for this question in an interview. Make sure you approach it from the perspective of the company’s goals and say what you plan on accomplishing based on what you know about the job description. Don’t hesitate to ask questions to clarify the role before answering the question.

How many slides should a 30-60-90 day plan be?

If you are presenting a plan in a PowerPoint, you want to use three to four slides. The first slide should outline the mission and overall objective of the company, while the next three slides review the goals. Use one slide for each month.

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

Here’s how to make a 30-60-90 day plan that will set employees up for success in their new roles.

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

Recent Career Development Articles

The Best 30-60-90 Day Plan Templates + Examples Of 2024

by Emre Ok August 21, 2024, 7:56 pm updated August 27, 2024, 9:25 am 6.5k Views

Getting started on a new role anywhere can be daunting and exciting and the first few months are crucial. That is where the 30-60-90-day plan comes in. They are a strategic tool to utilize to ensure a smooth onboarding process for new hires .

An effective onboarding is key if you wish to integrate your new employees well enough into your organization so that you won’t have to go into the same troubles of recruitment over and over which can prove to be very costly for any organization. So let’s get into it!

A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal-setting template as well! Don’t worry, just fire this up on a separate tab:

9 Free Goal Setting Templates.

Table of Contents

What Is A 30-60-90 Day Plan?

A 30-60-90 day plan is a framework that is structured into three different parts, outlining the first 30, 60, and 90 days separately in an effort to phase plans effectively. Let’s provide more detail into each part.

The First 30 Days

These are the very first days in your new role which means you will inevitably focus on learning and understanding your new environment. This will include resources such as company culture, protocols and processes, and key relationships within the organization.

These will be the very first days you’re familiarizing yourself with your new circumstances and a strong start at that will get you a long way. That is exactly what the first 30-day phase focuses on.

This also happens to be a great time to start exchanging positive feedback with your team and boost morale alongside employee engagement .

The First 60 Days

As you move into the second phase, the 60-day plan, the focus will switch to key projects and valuable contributions to the organization. This phase is where you should be getting into taking more initiative, collaborating with team members, and aligning on company goals on the job.

Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership. Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.

If you are looking for some fresh HR-related initiatives: Best HR Initiatives of 2024 .

The First 90 Days

When you reach the final phase, the 90-day plan, the objective is to have already achieved a valuable contributor position in your team. With a clear understanding of your role, your goals, and how you need to contribute to organizational objectives, you will be ready to finalize your onboarding.

Effectively spending your first 90 days will leave you already getting results, solidifying your role and establishing long-term strategies in your position and contributions.

Reviews after each checkpoint

Conducting 30-60-90-day reviews after each checkpoint is the best practice when it comes to an effective onboarding process . If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.

You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.

Wondering how you can conduct 30-60-90-day reviews inside Microsoft Teams? Here is a nifty little tutorial!

30-60-90 Day Plan Examples:

Example 1: 30-60-90 day plan for a sales manager:.

30 Day Plan:

• Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
• Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
• Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.

60 Day Plan:

• Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
• Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
• Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.

90 Day Plan:

• Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
• Implement sales training: Crafting an effective sales training curriculum is crucial before you start implementing a sales training program and tracking team members’ progress against development goals. This curriculum can significantly shape the trajectory of your salespeople’s success and ensure that your training efforts are strategic and impactful.
• Measure success: Develop metrics to track the success of new strategies and training programs. Share progress with the team and celebrate successes.

Example 2: 30-60-90 Day Plan For a Marketing Manager:

30 Day Plan :

• Meet with team members and key stakeholders to understand the current state of the marketing department, the key challenges and opportunities, and the short and long-term goals.
• Conduct a thorough analysis of the company’s current marketing strategy, including customer segmentation, brand positioning, and market trends.
• Develop a deep understanding of the company’s products, target market, and competitors.
• Review the marketing budget and allocate resources according to the priorities of the business.
• Identify areas for improvement in the marketing plan, such as optimizing the company’s digital marketing campaigns, improving the customer journey, or streamlining the sales funnel.
• Begin to develop and implement new marketing initiatives that align with the company’s goals and objectives.

60 Day Plan :

• Build a strong relationship with the sales team to better understand their needs and how marketing can support them.
• Identify and prioritize key marketing projects that will have the most impact on the company’s growth.
• Analyze the company’s marketing metrics and use the insights to refine the marketing strategy and make data-driven decisions.
• Optimize the company’s website, social media channels, and other digital assets to improve lead generation and customer engagement.
• Develop and execute a content marketing plan that aligns with the company’s messaging and brand voice.
• Explore new marketing channels and tactics to expand the company’s reach and build brand awareness.

90 Day Plan :

• Evaluate the impact of the new marketing initiatives and adjust the strategy accordingly.
• Collaborate with other departments to ensure alignment on messaging and branding.
• Develop a plan for ongoing measurement and analysis of marketing performance.
• Finalize the marketing budget for the upcoming year and ensure that it aligns with the company’s goals and priorities.
• Evaluate the marketing team’s performance and identify opportunities for professional development and growth.
• Present a summary of accomplishments and plans for the future to the leadership team.

Example 3: 30-60-90 Day Plan for a Human Resources Manager

• Get to know the company culture and values: Meet with key stakeholders, including the CEO, senior leadership, and department heads, to understand the company’s mission, vision, values, and culture.
• Evaluate existing HR policies and procedures: Review the current HR policies and procedures to identify areas for improvement or updating. Meet with HR staff and other department heads to get their feedback on what’s working and what’s not.
• Develop relationships with staff: Schedule one-on-one meetings with all HR team members to get to know them and understand their roles. Meet with other key staff to understand their needs and expectations of HR.
• Assess staffing needs: Work with department heads to identify staffing needs and develop a plan for recruiting and hiring new employees.
• Develop an HR strategy: Based on the information gathered, develop a comprehensive HR strategy that aligns with the company’s goals and objectives. Research current HR trends and create a strategy that is up to date.
• Implement HR strategy: Begin implementing the HR strategy, including changes to policies and procedures, and start recruiting new staff members.
• Develop and conduct training programs: Develop and conduct training programs for HR staff and other employees on topics such as performance management, diversity and inclusion, and employee relations.
• Improve employee engagement: Develop and implement initiatives to improve employee engagement, such as employee recognition programs, regular feedback sessions, and career development plans.
• Review compensation and benefits: Review the company’s compensation and benefits packages to ensure they are competitive and in line with industry standards.
• Conduct a compliance audit: Review HR analytics software and procedures to ensure compliance with federal and state regulations.
• Evaluate HR initiatives: Evaluate the effectiveness of HR initiatives implemented during the first 60 days and make any necessary adjustments.
• Develop long-term HR goals: Work with the senior leadership team to develop long-term HR goals and strategies.
• Improve communication channels: Develop and implement initiatives to improve communication channels between HR and other departments.
• Build external relationships: Build relationships with industry organizations and attend networking events to stay up-to-date on HR trends and best practices.
• Review recruitment process: Review the recruitment process and make any necessary changes to improve the quality of new hires.

30-60-90 Day Plan Templates

HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.

This particular 30-60 90-day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job. A template like this will allow the HR manager to set expectations and provide clear direction, which can help the employee stay focused and motivated.

Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.

The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.

What Are The Benefits Of 30-60-90 Day Plans?

• Clarifies Priorities: With the 30-60-90 Day plan, you’ll be able to map out your process and clearly identify your goals in the short and long term, allowing you to clearly see the road ahead.
• Demonstrates Initiatives: As 30-60-90 day plans provide an overview of all things during that time period whether it be a new project or an onboarding process, you’ll be able to see your initiatives clearly.
• Helps With Time Management: A well-organized plan creates an effective plan that will effectively use your time, leading to more productivity.
• Provides Structure: The structured nature of this powerful tool will come with a natural sense of direction which is an important motivator in any case, keeping you on track and striving forward.
• Facilitates Communication: The 30-60-90-day plan will create the space for feedback and open channels of communication, giving you and your team the right workspace to be in the loop and address any issues promptly.

What Are The Challenges Of 30-60-90 Day Plans?

As with all things, 30-60-90-day plans come with its own set of challenges that you need to be on the lookout for to effectively utilize this framework. Let’s take a look.

• Unrealistic Expectations: Just because it allows you to be structured, does not mean that you have to create them in a way that tries to push unrealistically ambitious goals on yourself and on your team. This can result in frustrations, lower morale, and engagement.
• Lack of Flexibility: Structure is an amazing friend to have yet the importance of agility and flexibility should not be ignored. In whatever case it is natural to hit bumps on the road that you’ll need to accommodate for and in that case, agility will be your new best friend.
• Overemphasis on Results: 30-60-90-day plans may give great results but their sole purpose is not the end goals. They exist also to create a smooth process overall that keeps you growing continuously.
• Misalignment with Organizational Goals: Always make sure to keep alignment with organizational goals during your process so as to avoid finding yourself no closer to your objectives at the end of your 90-day period, regardless of how organized you were.

If you successfully avoid these pitfalls when it comes to 30-60-90-day plans, we guarantee you’ll have a very fruitful 3 months that are bound to provide favorable results!

9 Useful Tips For Creating A 30-60-90-Day Plan

To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.

• Set SMART goals 
• Establish your employees’ priorities
• Promote career growth
• Encourage time to reflect on employee strengths and weaknesses
• Create goals for the first month, second month, and third month 
• Collect feedback from your peers and direct reports 
• Create opportunities for continuous learning about the company culture 
• Make adjustments when needed
• Follow up  

When To Use A 30-60-90 Day Plan

A 30-60-90 Day Plan can come in handy for several different situations. Let’s list some!

• A New Job: Getting started on a new role is a perfect use case for a 30-60-90 day plan. You’ll be able to map out your onboarding process to ensure a swift accommodation into your new responsibilities.
• Starting A New Project: Whether you’re leading or joining a new project, this 3 phase structure will give you the necessary framework that ensures productivity and gets you the results you seek.
• Preparing For Performance Reviews: 30-60-90-day plans can also be a useful tool when you’re preparing for performance reviews. It will allow you to structure your progress as you approach your evaluation.

Performance Management Software

Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.

This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:

That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:

Teamflect is an official Microsoft partner and the best performance management software for Microsoft Teams. With complete Microsoft Teams integration , Teamflect lets users manage tasks, set goals, exchange recognition, and conduct highly effective meetings, without ever having to leave Microsoft Teams.

As a highly efficient task software , Teamflect lets users assign and track tasks from inside even inside team chat, providing the perfect tool to make sure your 30-60-90 day plans are executed to perfection!

Other Teamflect features include but aren’t limited to:

• Employee Engagement Surveys
• An extensive library of customizable performance review templates
• Customizable employee recognition badges
• A strong meeting module with comprehensive meeting agendas
• So much more!

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

What are the benefits of 30-60-90-day plans?

Clarifies priorities and goals Demonstrates initiative Helps with time management Provides structure and direction Facilitates communication

What are some mistakes to avoid with 30 60 90 day plans?

Setting unrealistic expectations, neglecting prioritization, ignoring flexibility, and focusing only on the short term are some of the common mistakes to avoid when it comes to creating 30-60-90 day plans.

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Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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Free 30-60-90 Day Plan Template for Interviews

By Biron Clark

Published: November 8, 2023

Interview Preparation

Biron Clark

Writer & Career Coach

One of the best ways to stand out in your interview is to create a 90-day business plan (also called a 30-60-90-day plan) to show employers how you’ll help them in the first three months on the job.

Having a plan to learn the job and succeed quickly is going to set you apart from other candidates and make you more attractive to employers.

Let’s look at how to create a plan that will land you the job…

How to Create a 90-Day Business Plan for Job Interviews

I recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days.

So we’ll actually be creating a 30-60-90 day plan.

We’ll divide it into three periods, and you’ll outline different goals and milestones for each of the first three months.

I’ll help you do this below.

If you prefer to lump everything together into a single 90-day period, that’s fine too.

What to Write About in Your 30-60-90 Day Business Plan

In your business plan, you want to show the interviewer the following:

• You understand what the job involves
• You’re capable of quickly learning and performing the job duties
• You’re motivated to learn and do the work
• How you plan on learning and succeeding. Which specific steps will you take to reach your goals?

So let’s look at each 30-day period now, and what should go into each…

The First 30 Days

In the first part of your business plan, you’ll want to focus on training/learning.

The company likely has a training program (if you’re not sure, this is a good question to ask in the interview ).

So what is your plan to make the most of their training, and get up to speed quickly?

This could include reviewing and studying at home each night for the first week, staying 30 minutes late to review what you learned each day, finding a teammate to have lunches with, or finding a fellow new hire to review with (if you’re in a training class with multiple people).

Other things to talk about in the first part of your plan:

• How will you learn about the company’s products/services ?
• If you’re new to this industry, how will you learn the industry/market overall?
• How will you learn this company’s systems and procedures? (They might have an employee booklet you can review, so include some time to review this in the first 30-day period of your business plan.

Your goal in this section is to show them you have a detailed plan and a lot of motivation to learn the basics of the job and understand how they operate quickly.

The Next 30 Days

The next 30 days should focus on how you’ll learn and improve by “doing”.

By now, you should be able to start using what you’ve learned to perform some of the job duties on your own.

You might be interacting with team members, customers, etc. (this will depend on your specific position)

And while learning is still a focus here, you want to show them that you plan on being ready to work hands-on and learn in a real-world environment.

Also, a big part of this section should be getting feedback from your manager to see how you’re progressing.

What is your plan for checking in, receiving and organizing feedback, and using it to improve?

Most new employees wait for their manager to set up a meeting to review their performance…

Show the interviewer that you’re different – that you’ll take initiative and be responsible for this yourself.

Employers love when a job candidate seems proactive and self-starting.

The Final 30 Days

In the final 30 days of your 90-day plan, you want to show the interviewer that you’ll be ready to use everything you’ve learned to work independently.

You’ll be up-to-speed, contributing to the team’s efforts, and not requiring any more supervision/help than anyone else on the team.

You may also want to talk about ways you’ll go above and beyond the basic job duties now.

This could include looking for processes that can be improved, finding new ways to help the company get more customers, etc.

Also, you can still include steps for getting feedback and continuing to improve.

But it should be less of a focus here. The main focus now should be on contributions, independent work, and “taking off” with what you’ve learned.

What will you be able to do for them? What will you be contributing after 90 days?

Using S.M.A.R.T. Goals

When talking about a specific goal or objective in your 90-day job interview plan, try to use SMART goals whenever possible.

SMART goals are:

Saying, “I plan on being very good at serving customers after 90 days,” doesn’t say much.

However, it sounds a lot more impressive if you say something like, “At the 90-day mark, I plan on achieving 120% of the monthly goal for customer service calls taken, and I will achieve a customer satisfaction rating of 98% or greater.”

Using “Learning Goals” and “Performance Goals”

One strategy I’ve seen used very effectively is to divide your main goals for each 30-day period into two different categories: Learning Goals and Performance Goals.

You’ll have more Learning Goals than Performance Goals in the first 30-day period.

Then, as you move through the plan, you’ll gradually shift to having more Performance Goals, and fewer Learning Goals (but still some!)

You can also add one or two personal goals, such as having lunch with one new team member per week, or visiting the gym after work two nights per week to stay healthy.

Don’t worry if this sounds complicated. Coming up soon I’m going to show you a full example of a 90-day plan for your interview, that you can copy. 

And in that sample business plan, you’ll see the three different categories laid out (Learning Goals, Performance Goals, and Personal Goals).

Creating and Formatting Your 90-Day Plan

If you’re comfortable making a good-looking document in Microsoft Word, Google Docs, or some other word-processing software, feel free to use that to create your 30-60-90 day business plan.

Otherwise, I’d recommend using Canva.com .

The website has great templates for creating a PDF, and it’s free to use. I use it myself for creating images and PDF guides for this blog .

Make it EASY to Skim and Read

I’d keep the whole document to 1-2 pages maximum.

It’s an outline/presentation, not an essay. 

Try to avoid long paragraphs and giant blocks of text with no spacing.

Make it skimmable and easy to read.

Use headers, bullets, etc.

Here’s a full example of how you might lay out your 90-day plan…

30-60-90 Day Plan Template/Example:

0-30 Days: (Write your main focus and objective here. The priority should be learning and getting up to speed on the basics as quickly as possible. What will you need to learn to perform well in the job, and how will you learn it?) Learning Goals: Learn the company’s entire product offering Study the top 3 competitors’ product offerings to understand strengths/weaknesses Review training manual, and bring any questions to direct supervisor before the end of month 1 Listen to at least 4 sales calls per week with senior team members Learn all industry terminology so I’ll be ready to communicate effectively with prospects and customers Meet with supervisor at the end of each week to discuss progress, questions, and results achieved Performance Goals: Score 100% on the training manual examination on week 3 Personal Goals: Get coffee with each team member before the end of the first month 30-60 Days: (Write your main focus for the next 30 day period here. You should still be learning, but the focus now shifts to taking what you’ve learned and using it in the real world. You want to start doing the work and learning through experience). Learning Goals: Continue listening to 4 sales calls per week with senior team members Find team members to listen to at least 10 of my sales calls per week and provide feedback Meet with supervisor twice per week to ensure I continue learning and progressing as quickly as possible. This will include reviewing my sales call results and the tactics I’m using and working on as I listen to team members Take one free LinkedIn Learning course to improve my sales skills outside of work hours Performance Goals: Conduct a minimum of 12 sales calls per day Convert one sales call per week into a customer Qualify leads and do thorough research of potential clients before calling, so that at least 80% of prospects I speak with are fully-qualified for our products Follow up with each potential prospect/lead within four business days of initial conversation Personal Goals: Have at least two lunches with Supervisors or Team Leaders from other departments to grow my network and better understand how other areas of the organization work. 60-90 Days: (Now you’ll want to show that you’re ready to produce at a high level and be a valuable member of the team. Your learning is never fully done, but this section should talk far less about learning, and really focus on demonstrating what you’ll DO for the employer after 90 days on the job.) Learning Goals: Meet with supervisor once per week to track progress and continue learning sales tactics Performance Goals: Conduct a minimum of 25 outbound sales calls per day Convert 4 sales calls per week into customers Qualify leads and do thorough research of potential clients before calling, so that at least 90% of prospects I speak with are fully-qualified for our products Ask for referrals after each completed sale, and/or after determining a sale is not going to occur. Goal: Obtain five qualified referrals per week and contact each referral within 24 hours. Personal Goals: Join the gym and go every Monday, Wednesday, Friday for one hour minimum.

You can alter this example however you want. This is just one way to set up your 30-60-90 day plan for a job interview.

If you invest the time into creating a plan like this, it will make you stand out and will boost your chances of receiving a job offer.

And once you’ve created a template for yourself, you can re-use it for multiple interviews by changing the basic details to match each job.

How and When to Show Interviewers Your 90-Day Plan

The best time to mention your 90-day plan is at the beginning of the interview.

As you sit down, mention that you brought it by saying something like this:

“By the way – I put together a 90-day plan demonstrating some of the ideas I had for what I could accomplish in the first 3 months in the role. Whenever you think it fits well into the conversation, I’d love to show you some of what I was thinking.”

Now they’re immediately impressed with your preparation and effort, and they can decide whether they want to look at it immediately or discuss your 90-day plan later in the interview.

Either way, you won’t have to constantly think about finding the right to mention it, and you’ll make a fantastic first impression to begin your interview. 

The “Hidden” Benefit of Creating a 30-60-90 Day Plan for Interviews

The steps and free template above involve some work, so you may be thinking, “Is it really worth creating my 30-60-90-day plan for my interview?”

In case you’re on the fence, here’s one of the biggest benefits that you may not have realized.

Creating your plan doesn’t just show hiring managers you’re motivated and ready to hit the ground running.

It also better prepares you for the interview, and for responding to all of the questions that they’re planning on asking you.

You can’t create a 90-day plan without researching the team and company, reviewing the job description, etc.

So you’re going to have a big advantage throughout the interview in terms of showing your new manager that you grasp the role and know what’s needed in the first 30 days, 60 days, and beyond.

You’ll be able to ask better and more unique questions in the interview , too. While other candidates are asking simple questions like, “What is the company’s mission?” or, “What are the typical working hours?” you can ask advanced questions like:

“As mentioned in my 90-day plan, I’d like to be able to contribute <key goal> within the first 60 days. To do that, I’ll need to absorb as much information as possible in my first month. Can you share a bit about what type of training is provided to new hires, and what type of feedback I’d get from my new manager and team as I learn the fundamentals in those first 30 days?”

The bottom line is:

By creating a 90-day plan for your job interview, you’ll not only impress the hiring manager with your effort, but you’ll also be much better prepared for the interview as a whole so that you can land a new job faster.

Employers will see that you’re focused on being a high performer when starting a new job and that you’re already well-informed about the role and their needs and ready to contribute at a high level as soon as you’re hired. This will impress any hiring manager.

About the Author

Read more articles by Biron Clark

4 thoughts on “Free 30-60-90 Day Plan Template for Interviews”

Thanks for the generous guidance. I have a job interview coming and they said they will send me the topic for creating a 30-60-90 plan the day before the interview, but never created one before, so this was very, very useful!

Is there a template please that you have

This is very timely information. I was asked to bring a 90 day plan to my face to face interview later this week. Thank you!!

Hello have you got an example of your presentation x

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30 60 90 Day Plan Presentation Templates

Launching a business or stepping into a new role? Our 30-60-90 day plan templates can be your guiding star. Whether you’re an executive, manager, or new hire, charting out the first 90 days can provide clarity and direction. Explore a mix of free and premium presentation templates, tailored to suit both PowerPoint and Google Slides.

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• Present their vision during interviews or onboardings.

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Every ppt and plan ppt is designed keeping versatility in mind. Leaders can benefit from our 90 day plan for leaders; new team members can chart out their first few months with the 90 day plan for new roles. From free templates to premium, each template helps in making your content compelling. Moreover, our plan templates can be used seamlessly across Google Slides and PowerPoint, ensuring you present a 90-day plan or present a 30 60 or 90 day plan in PowerPoint with flair.

Remember, every goal begins with a vision, but the right plan template can help transform that vision into actionable steps. Explore, download, and let our templates illuminate your path.

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30 60 90 Day Plan Template

Customize, design, and edit the 30 60 90 Day Plan Template to map out your business goals over the next three months. The sleek blue and green design is perfect for managers and team leads to set clear goals and track progress. Explore more customizable plan templates on Venngage to match your various project requirements.

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A 30 60 90 day plan template is a document that helps users organize their thoughts, ideas, and goals in a way that makes it easier to achieve them. The template breaks down the goals into 30 days, 60 days, or 90 days, depending on how far ahead you are planning. You can use this template to break down your goals and make sure you're on track to achieving them. This template is beneficial as it allows you to track your progress and check whether you are on track or not. This can be done by comparing the actual results against the goals set out in the plan. You can also use this template to evaluate yourself at regular intervals so that you can identify areas where improvements are required to achieve better results. The benefits of using a 30 60 90 day plan template include increased productivity, increased focus and clarity, better time management skills, improved decision-making ability, less stress, clearer thinking and better results in all areas, especially in business. At Venngage, we provide a variety of templates for different

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Creative 30 60 90 Business Plan Template

Number of slides: 10

The 30-60-90-day business plan is an ambitious and aggressive technique to turn around processes or deliver new services in as short a time as possible. This slide deck will help you create a three-month plan which can drastically improve your business. The template will equip you with multiple tools to organize this plan as efficiently as possible. Use the 30-60-90 Matrix Slide, the 30-60-90 Timeline and the 30-60-90 Milestone slide to create a robust plan which can be delivered on time and cascaded across the whole organization.

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Free Creative 30 60 90 Business Plan Template

30-60-90 matrix slide.

Determine how you want to distribute your tasks throughout your three-month plan in the 30-60-90 Matrix. Each of the processes you want improved or implemented can be done at different stages throughout your plan depending on their prerequisites.

30-60-90 Timeline

This timeline slide can help you set up your deliverables for each unit of your 90-day plan. It is extremely useful in creating specific deadlines which can cascade onto bigger and bigger tasks that can ultimately help you achieve your ambitious goal.

30-60-90 Milestones Slide

It is efficient to have a broad goal in mind which you can break down into smaller milestones and assign each to the 30-60-90-day intervals. Those milestones need to be achievable and realistic in order to give your employees a sense of confidence that they can successfully accomplish the tasks at hand.

Set high standards

Get done the most you can do in this short time frame

Ensure a timely delivery

If you’ve committed for 90 days, make sure that your team has everything they need to deliver in 90 days.

Conduct your work properly

Always look at doing everything right the first time around

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Creating a 30-60-90 day plan for your first 3 months at work

There’s a lot to take in when you start a new role. Aside from learning how to do your job, there’s so much to remember: passwords, processes, colleagues’ names. If the onboarding period has you feeling overwhelmed, perhaps a 30-60-90 day plan can help smooth your transition. 

The first three months is usually a grace period, or probation period , when you can learn the ropes and feel comfortable with your responsibilities. It’s fair to allow yourself this time to acclimatise and get settled in your role. Creating a 30-60-90 day plan is a great way to set targets and action steps that will get you to the end of probation successfully. 

Keen to learn more? Read on to find out what a 30-60-90 day plan is, the benefits of using this strategy at work, and how to create your own.

• What is a 30-60-90 day plan?

Benefits of a 30-60-90 day plan at work

How to create a 30-60-90 day plan template, tips for creating a 30-60-90 day plan for managers and employees, what is a 30-60-90 day plan .

A 30-60-90 day plan is designed to help you set clear goals that will guide you through the first three months at your new job. Rather than looking at this period as a whole, this plan breaks the first 90 days down into manageable stages. Each stage has its own outcomes and goals, with a clear course of action to keep you on track for success.  

The ultimate aim is to make your onboarding as smooth as possible and help you become efficient in your role during those first months. It’s also to help you align with the company’s mission and vision, so you’re set up for long-term progression. 

Using a 30-60-90 day plan helps you adapt to your new work environment as quickly as possible. These kinds of plans offer a range of benefits, including:

• Clarity:  creating a 30-60-90 day plan helps you define your short and long-term  professional goals . This is a great way to provide a clear roadmap for success. 
• Faster integration: having a plan can help you settle into the company culture and work environment.
• Alignment with company objectives: a clear plan ensures your goals as a new employee are in step with the mission and vision of the company. This helps to create a sense of shared purpose with your colleagues and makes you feel like you’re contributing.
• Demonstrates initiative: as a new employee, creating a 30-60-90 day plan shows your initiative and proactive approach to your role, leaving a  positive impression on colleagues and supervisors.
• Measurable success:  the plan includes  SMART goals : specific, measurable and achievable goals, making it easier to track and celebrate your accomplishments within the first 90 days.
• Visibility to leadership:  sharing the plan with your supervisor shows that you are making a contribution to the company.
• Reduces onboarding stress:  having a structured plan in place can help  reduce the stress and uncertainty that often comes with starting a new job. This can allow you to focus on your new tasks and responsibilities.
• Basis for professional development: these plans can incorporate elements of skill development, training and  networking , showing a commitment to continuous  improvement and professional growth.

Most 30-60-90 day plans tend to follow the same structure, so they can be applied across a range of industries and positions. If you use a template, make sure you personalise your goals to your specific role. Here’s how you can create your own 30-60-90 day plan template. 

What to include in your 30-60-90 day plan

When creating your own plan, there are a few key elements that you should include to help boost your chances of success in your new role. 

Learning goals

Learning goals are specific objectives or targets that you set for yourself, to acquire new knowledge, skills or competencies within a set time period. These goals are focused on professional development and enhancing your abilities, knowledge base or performance in terms of your new position. When developing your own set of learning goals, it’s important to use the SMART method. That means that your goals should be specific, measurable, achievable, relevant and time-based. Here are some learning goals that you could set across the first 30, 60 and 90 days.  Learning goals – 30 days

• Get to know the company culture and process Attend onboarding sessions and engage with team members to understand the company’s internal processes. Become familiar with values and mission.
• Understand marketing tools and platforms Complete training on the company's marketing tools, including CRM systems, analytics platforms and social media management tools .
• Study current marketing campaigns Analyse and evaluate ongoing marketing campaigns to grasp the current strategy, messaging and performance metrics .

Learning goals – 60 days

• Execute my own small marketing campaign Plan and execute a small-scale marketing project under the guidance of a mentor to apply the acquired knowledge and skills.
• Advance training on specific platforms Take advanced training sessions or workshops on specific marketing tools or software that are crucial for the role. 
• Engage with other teams within the company Collaborate with other departments such as sales, product development or customer service to understand the cross-functional dynamics of the organisation

Learning goals – 90 days

• Develop a comprehensive marketing plan Create a comprehensive marketing plan for the upcoming quarter, incorporating insights from the first 60 days and aligning with overall company goals
• Implement data-driven decision making Implement data-driven decision-making processes by regularly analysing marketing performance metrics and adjusting strategies accordingly  
• Seek mentorship for career development Identify a mentor within the company or industry who’s willing to provide ongoing career guidance and mentorship

Performance goals

Performance goals are targets you set for yourself, to improve your productivity and contribution within a specific timeframe. When setting performance goals, it’s helpful to reflect on the progress you hope to make within the first 30, 60 or 90 days in your new role. Here are some examples of performance goals that you could use for a 30-60-90 day plan. 

Performance goals – 30 days

• Master product knowledge Demonstrate a comprehensive grasp of the company's products or services by completing the product training program and understanding the key features and benefits.
• Build an initial prospect list Research and compile a list of potential prospects or leads within the target market, laying the foundation for future outreach and engagement.
• Complete sales process training Complete training on the company’s sales process, including lead generation, qualification and conversion, to ensure I am working in line with company procedures.

Performance goals – 60 days

• Conduct initial prospect meeting Schedule and conduct initial meetings with at least 15 prospects to introduce the company's offerings and gather information about their needs and challenges.
• Attend sales strategy sessions Take part in sales strategy sessions to contribute insights and ideas, showcasing a proactive approach to collaboration and solution development.
• Meet sales quota targets Achieve at least 50% of the assigned sales quota for the first 60 days by effectively progressing leads through the sales funnel

Performance goals – 90 days

• Close first sale Close and secure the first sale with a new client, demonstrating negotiation and closing skills.
• Customer relationship development Establish strong relationships with at least three key clients, ensuring customer satisfaction and identifying opportunities for upselling or cross-selling.  
• Contribute to sales improvement Propose at least two actionable suggestions for improving the sales process or enhancing team efficiency based on observed patterns and feedback.

Personal goals

Personal goals refer to the objectives you set around forming connections with your teammates. Here are some examples of personal goals that you could include in your 30-60-90 day plan. 

Personal goals – 30 days

• Establish relationships Initiate conversations with my teammates; propose a team lunch or bring snacks to share.
• Explore the work environment Familiarise myself with the workplace culture, office layout and end-of-trip facilities to feel more comfortable. Find out how to submit expenses.
• Set up personal workstation Bring to the office: calendar, daily planner, mug, water bottle, spare phone charger, hand sanitiser, masks.

Personal goals – 60 days

• Engage in team activities Participate in weekly team-building outing or CSR activity. Join the board game club.
• Identify work-life integration strategies Investigate gyms/fitness centres near the office. Find a café or park to take breaks or destress in.
• Attend company events Go to any events or training sessions available, to get a deeper understanding of the company culture and meet new colleagues.

Personal goals – 90 days

• Contribute to a positive work environment Actively contribute to maintaining a positive work environment by supporting team members, offering assistance and joining extra-curricular activities.
• Establish mentorship or networking connections Identify potential mentors or networking opportunities to help with my  professional development.
• Celebrate achievements Celebrate the first 90 days, recognise my progress by reviewing the things I’ve learned over the past three months.

With the types of goals and how to include them in mind, let’s take a closer look at how to piece it all together. Here are a few tips to help you create your own 30-60-90 day plan.

Keep it short and simple 

Before you start creating your own 30-60-90 day plan, remember to focus on quality over quantity. Ideally, your plan should not exceed two pages in length. Keep it concise by taking out any unnecessary points and focusing only on actionable steps. Your plan should be easy to skim over, so you can easily refer back to it over the first 90 days.

Make it specific and actionable 

The key to creating an effective 30-60-90 day plan is to make sure it’s specific to your new role and that it’s actionable. While it’s important to include specific goals for the first three months of a new role, it’s just as essential to detail the steps you intend to take to achieve your goals and objectives. 

For example, a generic goal could be to increase social media engagement. Instead, you should aim to create goals with targets that you can measure. For example : boost social media engagement by 20% in the first 30 days through targeted content and daily interaction with followers.

Set SMART goals

The SMART goal framework is a popular approach for setting effective and achievable goals. By using the SMART goal framework, you’ll be better positioned to create goals that are well-defined, focused and realisitically achievable. 

One of your 30-60-90 day plan goals might be to double current sales. As you can see, this goal is vague and doesn’t follow the SMART approach. Instead, you could apply the SMART goal framework to create a more specific goal. For example: increase sales by 15% in the next quarter through targeted marketing efforts. By including an actual sales goal and a timeframe, this goal follows the SMART goal-setting method.

Adopt a growth mindset

A growth mindset is an attitude that your abilities, intelligence and talents can be developed and improved over time, through dedication, hard work and continuous learning. Adopting a growth mindset is central to success in a new role. When you embrace this type of mindset, you’re more likely to view challenges as opportunities and you’re more likely to be open to change.

The change that comes with starting a new job is an opportunity to learn new things and meet new people. And the changes will continue to come, whether you stay in your role or more to another one — so it’s important to keep an open mind, embrace any uncertainty and have a positive attitude towards continuous learning. 

Keep track of your progress 

It’s important to make sure the goals you set in your 30-60-90 day plan are measurable, so you can track your progress. These ‘success metrics’ should be in line with the company’s business goals, so you know that you are working towards the same objective as your teammates. 

For example, measurable goals that relate to your learning and development could include getting a Google Analytics certification, finishing five videos on digital marketing, or closing three sales. It all depends on your tasks and responsibilities as part of your new role. 

Creating a 30-60-90 day plan is a great way to fast-track your professional development when starting a new role. Beginning a new job can be overwhelming, which can impact your efficiency and overall job performance. But with a strategy in hand, you’ll have a framework to go back to if you start to feel unsure of what you should be doing. Use our template and examples to create your own 30-60-90 day plan, so you can feel more confident as you transition into your new role.

How flexible should the plan be? 

Every role is different, so it’s important to tailor your 30-60-90 day plan to suit your new job. It’s also worth approaching the first three months in a new position with an open mind and adaptable attitude. While creating a 30-60-90 day plan can be a great starting point to help you get through those first few months in a new role, it’s important to be flexible too. As you learn more about your tasks and responsibilities along the way, you might need to tweak your plan to suit. 

What if my goals change during the initial months? 

It’s normal for goals to change within the first 90 days of starting a new job. At the end of the 30-, 60- and 90-day stages, it’s important to check in with your plan to see how you’re progressing in terms of your objectives. You might find that you need to adjust your goals for the rest of the timeframe or overhaul them completely if your role is different from what you initially anticipated.

What is a good answer to the 30-60-90 day plan?

Although there’s no need to have a 30-60-90 day plan drawn up and ready to go for a potential job opportunity, it’s always worth reflecting on your goals and objectives if the question were to come up in an interview. Aim to provide a well-thought-out and realistic response that demonstrates your understanding of the role and the company.

For example, in the first 30 days, your primary focus might be understanding important processes and immersing yourself in the company culture. As you move into your second month, you might aim to start making a more significant impact and contribute more strategically. By the third month, your goal might be to solidify your position within the team and demonstrate your value to the organisation.

What is the process on a 30-60-90 day plan?

When you sit down to create your own 30-60-90 day plan, be sure to sections for learning, performance and professional goals for the first three months of your new role. Your goals should follow the SMART approach and they should align with the overall objectives of the organisation. Once you start your new job and begin actioning your strategies for achieving those goals, it’s important to regularly check in with how you’re progressing and make changes if you need to, to boost your performance along the way. 

What is your 30-60-90 day plan if you were rehired for the position?

At the end of the first 90 days of your new role, your manager might ask you what you would change about your plan if you were rehired for the same position. This is a great opportunity to reflect on your original 30-60-90 day plan, and think about which aspects worked and which areas could have been improved. 

Reflect on how effective the strategies were that you used as part of your initial plan, consider any feedback you received and think about what adjustments you could have made to boost your performance even more. 

What is the 30-60-90 day integration plan?

A 30-60-90 day integration plan is a roadmap that outlines your goals, actions and priorities during the first three months in a new role. One of the main aims of a 30-60-90 day integration plan is to bring a new employee up to the expected level of productivity and knowledge for their role by the end of the 90 days. These types of plans aim to boost job performance and efficiency within the first few months of starting a new role. 

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Don't Just Survive, Thrive: How to Create a 30-60-90 day Plan for Executives

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So, you've stepped into a new role as a new executive, maybe from a promotion or securing a new job, and are now in the position of laying out the roadmap for your team or company.

Where do you start?

As with any role, for the most part, it's expected that you know what you're doing, and it's time to hit the ground running, making a positive impact and proving your worth – all while learning the ropes, navigating new relationships, and figuring out the unwritten rules of the organization.

It's a lot to handle, and it's easy to feel overwhelmed.

But here's the secret weapon that can transform those first few months from a nerve-wracking ordeal into a strategic launchpad for future success: a well-crafted 30-60-90 day plan.

Think of it as your personal roadmap, guiding you through the critical onboarding phase, aligning with the company's mission, and setting the stage for long-term success. It's about more than just surviving those initial months; it's about thriving, making a lasting impression, and establishing yourself as a valuable asset to the team.

In this guide, we'll break down the what, why, and how of 30-60-90-day plans for executives. We'll explore the benefits, provide a step-by-step guide to creating your own plan, and even share a handy template to get you started.

Let's get right into it.

What is a 30-60-90 Day Plan and Why Should New Executives Use It?

A 30-60-90 day plan is a roadmap that covers your goals, plans, and ideas for the next 30, 60, and 90 days, also known as the next three months. This essentially breaks down your short, medium, and long-term , ensuring you have a focus, direction, and personal goals.

Now, you might be thinking, "I'm an experienced executive; I don't need a plan!" Trust me, I've been there. I once waltzed into a new role, brimming with confidence, only to realize I was stumbling around in the dark. I didn't fully understand the company culture , the team dynamics, or the key priorities.

It was a humbling experience.

That's when I discovered the power of the 30-60-90 day plan. More out of urgency than anything else. It's not about hand-holding or micromanaging; it's about providing structure, focus, and a clear path to success based on the job description.

Here's why every executive, no matter how seasoned, should embrace this approach:

• Smooth Onboarding: A 30-60-90 day plan helps you hit the ground running, accelerating your learning curve and ensuring a smoother transition into the new role and organization.
• Crystal-Clear Expectations: No more guessing games. This plan outlines clear objectives and priorities, so you know exactly what's expected of you and where to focus your energy.
• Accelerated Performance: By setting clear goals and tracking your progress, you can ramp up your performance faster and make a meaningful impact sooner.
• Proactive Impression: A well-defined plan demonstrates your initiative, proactiveness, and commitment to success, earning you credibility and respect from your stakeholders. Additionally, collaborating with your hiring manager on this plan can help address any concerns and align expectations.
• Confidence Booster: Let's face it: starting a new job can be nerve-wracking. A 30-60-90 day plan provides a sense of control and direction, boosting your confidence and reducing anxiety.

I've seen firsthand how a 30-60-90 day plan can transform an executive's onboarding experience. A colleague of mine once used this approach to navigate a particularly challenging transition. He not only exceeded expectations but also gained the trust and admiration of his team in record time.

So, whether you're a seasoned executive or stepping into a leadership role for the first time, a 30-60-90 day plan is your secret weapon for success.

As the title suggests, it's time to stop just surviving and start thriving.

How to Craft Your 30-60-90 Day Plan: A Step-by-Step Guide

Let's get into the making side of things - how to set up and run your own roadmap from your executive role.

As you can imagine, there isn't really a one-size-fits-all template. Your 30-60-90 day plan should be tailored to your specific role, organization, goals, and strategic initiatives. But here's a general framework to guide you, broken down into three important phrases.

Phase 1: The First 30 Days - Learning & Building Relationships with Stakeholders

Think of this as your "sponge phase." It's all about soaking up information, building relationships, and getting a lay of the land.

• Immerse yourself in the company culture: Understand the values, mission, and unwritten rules that make this organization tick. Understand the values, mission, and unwritten rules that make this organization tick. In a new company, it's crucial to align with the existing strategies and culture to ensure a smooth transition.
• Connect with stakeholders: Schedule one-on-one meetings, coffee chats, and informal conversations to build rapport and understand their perspectives.
• Deep dive into the business: Get a firm grasp on the current state of affairs, challenges, and opportunities.
• Identify quick wins: Look for areas where you can make an immediate impact and demonstrate your value.

Action Items:

• Schedule meetings with stakeholders: Your boss, team (both existing and new team members), cross-functional partners, and anyone else who can provide valuable insights.
• Conduct informational interviews: Ask questions, listen actively, and learn as much as you can about the organization and its people.
• Review company documents: Dive into reports, presentations, and any other materials that can shed light on the company's history, strategy, and challenges.
• Shadow team members: Spend time observing how your direct reports work, their processes, and the challenges they face.
• Set up regular check-ins with your supervisor or mentor: Get feedback, guidance, and support as you navigate your first few weeks.

Remember, the first 30 days are about laying the foundation for success. Focus on building relationships, gathering information, and demonstrating your eagerness to learn and contribute.

Phase 2: The Next 30 Days (Days 31-60) - Contributing & Strategizing Initiatives

Alright, you've got your bearings, built some relationships, and started to understand the lay of the land. Now, it's time to shift gears and start making your mark.

• Start contributing to projects and initiatives: Put your knowledge and skills to work and demonstrate your value to the team.
• Deepen your understanding of your role and responsibilities: Clarify expectations, set performance goals, identify key performance indicators, and ensure you're aligned with your supervisor.
• Begin formulating strategic plans: Identify areas for improvement, brainstorm solutions, and start developing a roadmap for the future. Understand your team's existing strategy to align your contributions effectively.
• Build trust and credibility: Continue to nurture relationships, deliver on your commitments, and establish yourself as a reliable and capable leader.
• Take ownership of specific projects or tasks: Volunteer for assignments that align with your skills and interests and demonstrate your ability to deliver results.
• Proactively seek out opportunities to contribute: Don't wait to be asked; look for ways to add value and make a difference.
• Conduct research and analysis: Gather data, analyze trends, and identify opportunities for innovation and growth.
• Present your initial findings and recommendations: Share your insights with key stakeholders and demonstrate your strategic thinking.
• Continue building relationships and fostering collaboration: Network with colleagues, attend industry events and seek out opportunities to connect with people across the organization.

This phase is about transitioning from observer to contributor.

It's about demonstrating your initiative, strategic thinking, and ability to get things done. Remember, it's okay to make mistakes along the way – it's all part of the learning process.

The key is to be proactive, seek out feedback, and continuously refine your approach.

Phase 3: The Final 30 Days (Days 61-90) - Executing & Leading

You've learned the ropes, built relationships, and started contributing. Now, it's time to step into your full leadership potential and drive real results.

• Execute your strategic plans and initiatives: Put your ideas into action and make things happen.
• Demonstrate leadership: Inspire and motivate your team, provide clear direction, and foster a culture of high performance. As an executive team member, your role is crucial in contributing to the strategic vision and creating performance goals.
• Solidify your position: Establish yourself as a trusted and respected member of the executive leadership team.
• Continue learning and adapting: Embrace feedback, seek out new challenges, and never stop growing as a leader. Maybe start running some team-building activities or working on the company culture.
• Implement your strategic plans: Set clear timelines, assign responsibilities, and monitor progress closely using performance metrics.
• Communicate effectively: Keep your team and stakeholders informed, provide regular updates, and address any concerns or roadblocks.
• Provide guidance and support: Be a coach and mentor to your own team members, helping them develop their skills and achieve their goals.
• Seek out feedback on your performance: Ask for constructive criticism from your supervisor, peers, and team members. Use this feedback to identify areas for improvement and continue growing as a leader.
• Continue building relationships and expanding your network: Attend industry events, connect with thought leaders, and stay abreast of the latest trends and best practices.

This is your time to shine. You've laid the groundwork, built relationships, and developed a strategic vision. Now, it's time to execute, lead with confidence, and make a lasting impact on the organization.

30-60-90 Day Plan Template for Executives

Feel free to take and adjust the outline above, but if it doesn't really fit what you're looking for or what your needs are, I've taken the time to thin out the template so it's a bit more basic, ready for you to instead your own goals and journey.

Copy and paste it out, put it in a Word document, put it on your wall, or whatever you want to succeed.

Template Structure

• Phase 1 (Days 1-30): Learning & Building Relationships
• Key Goals: (List 3-5 key goals for this phase)
• Action Items: (List specific actions to achieve each goal, including engaging with each team member)
• Metrics for Success: (Identify how you'll measure progress)
• Phase 2 (Days 31-60): Contributing & Strategizing
• Action Items: (List specific actions to achieve each goal, including collaborating with team members)
• Phase 3 (Days 61-90): Executing & Leading
• Action Items: (List specific actions to achieve each goal, leveraging team member strengths)

Tips for Customizing Your Plan:

• Be Specific: Avoid vague goals like "learn about the company." Instead, set specific objectives like "conduct informational interviews with all department heads."
• Prioritize: Identify the most critical goals for each phase and focus your energy on those.
• Be Flexible: Things change, and that's okay. Be prepared to adjust your plan as needed.
• Seek Feedback: Share your plan with your supervisor or mentor and get their input.
• Track Your Progress: Regularly review your plan and track your progress toward your goals.

Remember, your 30-60-90 day plan is a living document. It's a tool to help you navigate your new role, not a rigid set of rules. Use it as a guide, adapt as needed, and most importantly, don't be afraid to ask for help along the way.

Need a little extra guidance in crafting your plan or navigating your new role?

Consider connecting with an experienced executive mentor on Mentorcruise . They can provide personalized support, advice, and accountability to help you thrive in your new position.

Check out our exclusive team of mentors and coaches today who have worked and thrived in some of the largest companies in the world, including Google, Microsoft, Uber, Netflix, Stripe, and so many more.

This kind of experience can increase your success rates tenfold, so get in touch and see what we can do for you today.

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