30 60 90 days business plan

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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Kimberlee Leonard has 22 years of experience as a freelance writer. Her work has been featured on US News and World Report, Business.com and Fit Small Business. She brings practical experience as a business owner and insurance agent to her role as a small business writer.

Free 30-60-90-Day Business Plan Templates and Samples

By Joe Weller | September 4, 2020

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In this article, we’ve compiled a variety of useful 30-60-90-day business plan templates. Download them in PDF, Word, and Excel formats for free.

On this page, you’ll find a one-page 30-60-90-day business plan template , a sample 30-60-90-day business plan for startups , a sample 90-day business plan template with timeline , and more that you can use to develop an actionable plan.

Simple 30-60-90-Day Business Plan Template

Use this simple 30-60-90-day business plan template to map out main goals and deliverables. You can easily break down your high-level plan into bite-sized chunks to create an effective roadmap for accomplishing business goals. Add key tasks and descriptions, assign ownership, and enter deadlines to keep plans on track.

Download Simple 30-60-90-Day Business Plan Template

Word | PDF | Smartsheet

One-Page 30-60-90-Day Business Plan Template

Document key goals and tasks with this single-page 30-60-90-day business plan template. This template can help you create a high-level view of main business objectives and track the status of your goals in an organized and scannable manner. 

Download One-Page 30-60-90-Day Business Plan Template

Word | PDF  | Smartsheet

Sample 30-60-90-Day Business Plan for Startup 

Use this sample 30-60-90-day plan as a basis to build out and develop your organization’s startup business plan. This template enables you to produce and implement a plan of action — from idea conception to business plan finalization. There is also space to detail main goals and deliverables, assign task ownership, and set due dates to ensure your plan stays on track.

‌Download Sample 30-60-90-Day Business Plan for Startup Template 

Sample 90-Day Business Plan Template with Timeline

This sample 90-day business plan template is customizable and doubles as an action plan and timeline so you can track progress in 30-day increments. Easily break your plan into phases, then add key tasks, task ownership, and dates for each activity. You can also fill in and color-code the cells according to the respective start and end dates to create a visual timeline. 

Download Sample 90-Day Business Plan Template with Timeline - Excel

30-60-90-Day Business Plan to Increase Sales (With Gantt Chart)

Use this template to develop a 90-day action plan to increase sales for your business. This customizable template is designed to help you reevaluate and improve your sales strategy and business plan. Broken up into 30-day increments, this template comes pre-filled with actionable tasks, like defining and prioritizing goals, conducting market research, evaluating current processes, finding untapped opportunities, and refining your sales plan to reach sales goals.

Download 30-60-90-Day Business Plan to Increase Sales

Excel | Smartsheet

For additional resources to create and enhance the sales plan portion of your business plan, visit “ All about Sales Plans: Definitions, Tips, and Free Templates .”

30-60-90-Day Business Plan for Marketing

This 30-60-90-day business plan for marketing features a simple and scannable design to help stakeholders track the progress of key marketing goals and activities. Use this customizable template to provide an overview of main objectives and the status of tasks you need to complete.

Download 30-60-90-Day Business Plan for Marketing

Excel | Word | PDF

For additional resources to help develop the marketing plan portion of your business plan, view “ Free Marketing Plan Templates, Examples, and a Comprehensive Guide .”

Purpose of a 30-60-90-Day Business Plan

Unlike a 30-60-90-day plan used to interview for or transition into a new role, a 30-60-90-day business plan is a useful document for developing a roadmap covering the first 90 days of your business planning process.  

Small-business owners, entrepreneurs, and established organizations use a 30-60-90-day business plan to do the following: 

• Establish high-level goals, objectives, and deliverables for the first 30, 60, and 90 days.
• Align your team’s goals with overarching business goals.
• Outline key business activities needed to accomplish the established goals.
• Determine the necessary resources to effectively complete the tasks.
• Define success metrics.
• Assign activity ownership, define milestones, and create a timeline to keep the plan on track.

Looking for additional resources to help you develop your business plan? Visit the following pages for more free templates:

Simple Business Plan Templates

One-Page Business Plan Templates

Fill-in-the-Blank Business Plan Templates

Business Plan Templates for Startups

Business Plan Templates for Nonprofits

Streamline Your 30-60-90-Day Business Plan with Real-Time Work Management in Smartsheet

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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.

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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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Unmasking impostor syndrome: 15 ways to overcome it at work

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.

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 .

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

Emily Kho is a writer with a specialization in B2B, edtech and real estate. She has a degree from the William F. Harrah College of Hospitality at the University of Nevada, Las Vegas.

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

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

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

Easily automate HR processes

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

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

Benefits of a 30-60-90-Day Plan

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

For Employees

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

For Managers

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

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

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

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

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

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

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

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

Setting SMART 30-60-90-Day Goals

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

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

Sales 30-60-90-Day SMART Goals

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

Engineering 30-60-90-Day SMART Goals

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

30-60-90-Day Tips for Managers

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

Set Expectations

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

Foster Growth

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

Track Progress

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

30-60-90-Day Tips for Employees

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

Prepare Thoroughly

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

Set Milestones

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

Maintain Accountability

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

Conducting 90-Day Reviews

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

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

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

30-60-90-Day Plan Example

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

Days 1-30: Orientation

Days 31-60: Initial Contribution

Days 61-90: Full Integration

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

The Bottom Line

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

Frequently Asked Questions

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

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

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

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

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

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

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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

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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?

What makes a good free 30-60-90-day plan template, 1. clickup 30-60-90-day plan template, 2. clickup daily goal template, 3. clickup employee onboarding template, 4. clickup smart goal action plan template,  5. clickup employee action plan template, 6. clickup action plan template, 7. clickup smart goals template, 8. powerpoint simple 30-60-90-day template by slidemodel, 9. powerpoint 30-60-90-day plan powerpoint template by slidehunter, 10. google docs 30-60-90-day plan for new managers template by sample.net, 30-60-90-day plan examples.

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. 🤩

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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:

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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 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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• Collaboration: Virtual Meeting Platforms , Virtual Workspace , Remote Collaboration Tools , Remote Communication Tools
• Workplace: Desk Booking Software, Room Scheduling Software

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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 Templates + Examples Of 2024

by Emre Ok August 21, 2024, 7:56 pm updated August 27, 2024, 9:25 am 6.4k 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.

Related Posts:

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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30-60-90 Day Plan

An individual's plan of action in the first 90 days of his employment

What is the 30-60-90 Day Plan?

The 30-60-90 day plan lays out the actions that an individual intends to take during their first three months on the job. Setting clear objectives and a vision for their skills in each phase of the plan, they make their transition to the new role smooth and easy.

Putting a 30-60-90 plan together requires a bit of research. However, investing one’s time and effort into it pays off big time for the individual.

When to Write a 30-60-90 Day Plan

There are two situations that would call for a 30-60-90 day plan:

1. During a Job Interview

If there’s one thing that can help a candidate stand out from other job seekers, it’s creating a 30-60-90 day plan. The plan doesn’t need to be perfect. The simple gesture that the interviewee took time to learn more about the company and create the strategy speaks volumes!

The good thing is that job seekers are free to present their plan as they see fit. They can write down their course of action on paper or give a PowerPoint presentation.

During the job interview, an HR manager looks for responses to questions such as:

• Does the candidate understand what the new role entails?
• Can they perform well on the job?
• Will they exceed the company’s expectations?

When the job seeker prepares a realistic 30-60-90 day plan for the recruiter, they answer all three questions at once. They demonstrate to the hiring managers that they are self-driven, possess a strong work ethic, and are devoted to success on the job.

2. During the First Week of a New Job

Another situation that warrants writing a 30-60-90 day plan is when an individual gets hired.

With such a plan, the hiring manager will get to learn how you conduct yourself and address any problems he sees. Ultimately, the plan helps the employee transition better into his new role.

How to Write a 30-60-90 Day Plan

Ideally, the individual should aim to write a page for every 30-day section. It should contain the specific actions that he or she plans to take while in their new position.

First 30 Days

For the first month or so, the employee should focus on training and learning the basics of the company. This includes the company’s systems, procedures that should be adhered to, products and services , software, vendors, and/or clients.

This then means that the majority of the things-to-do should fall along the lines of attending training sessions, gaining and mastering product knowledge, learning major corporate systems, meeting the members of his team, and reviewing company accounts. Essentially, it entails doing all the things one needs to do to get his bearings on the job.

Not every company is able to provide orientation to new employees. So, if the new worker demonstrates his ability to get up to speed all on his own, all the better.

Second 30 Days

With a good grasp of his/her working environment, the employee can now move onto more advanced tasks. They can start studying the best practices in the industry, create goals, meet up with their supervisor and get feedback on their performance, and build meaningful relationships with their co-workers.

The 60-day plan should also include items such as identifying potential mentors, evaluating the efficiency of the company’s processes and procedures, and continuing training. Generally, the second 30 days are about putting what the worker learned (during the first 30 days) into action.

Last 30 Days

At this point, the plan should demonstrate the employee’s firm grasp of the company and confidence in his abilities. Thus, he/she should be preparing to make breakthrough contributions to his team or department. The contributions may include finding new ways to improve customer retention rates or coming up with ideas to save the company money.

Instead of only identifying problems in the company, the worker should be at the forefront of brainstorming possible solutions. By now, the employee should be able to spearhead new initiatives and collaborate with other teams for the good of the company.

When they start to take on new projects, it won’t be long before they catch the attention of the company’s top executives.

Details are Key

The more details an individual can incorporate in his 30-60-90 day plan, the better. Specifics are important, especially if it’s a job seeker trying to impress a hiring manager.

So, whenever possible, the person writing the plan should find out the name of the software the company uses. Or, if they know the kind of orientation that new workers are put through, then that information should be included in the 30-60-90 day plan.

If a candidate wants to excel in an interview, he should be prepared to do both the expected and unexpected. One way to do the unexpected is to formulate their 30-60-90 day plan. The plan shows that they are ambitious and ready to start on their new role.

New employees should also consider preparing a similar plan during their first week on the job. It helps them to transition smoothly and learn the basics of the company.

More Resources

CFI is the official provider of the Financial Modeling and Valuation Analyst (FMVA)™ certification program, designed to transform anyone into a world-class financial analyst.

To keep learning and developing your knowledge of financial analysis, we highly recommend the additional CFI resources below:

• Corporate Development
• Key Performance Indicators (KPIs)
• Sense of Purpose at Work
• Time Management
• See all management & strategy resources
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Successful 30-60-90 day plan

Learn what a 30-60-90 day plan is. Discover how to write your plan and stand out in an interview. Bonus: template with examples for managers.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 27, 2021 · updated July 10, 2024

17 minute read

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

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

What is a 30-60-90 day plan?

When to use a 30-60-90 day plan, benefits of a 30-60-90 day plan, 30-60-90 day plan template with example, 30-60-90 day plan example, tips for creating your own 30-60-90 day plan, 30-60-90 day plan tips for executives and managers.

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

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

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

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

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

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

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

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

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

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

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

Career development plan template

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

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

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

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

Here are a few of the benefits of creating one:

1. Increased chances of being hired

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

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

2. Positive impression on the interviewer

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

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

3. Smooth onboarding

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

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

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

4. Increased productivity

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

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

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

• Personal goals
• Actions and metrics

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

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

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

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

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

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

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

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

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

Action and metrics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

1. Identify the company’s mission

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

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

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

2. Thoroughly understand the job description

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

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

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

3. Explain your plan thoroughly

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

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

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

4. Don’t be ashamed to brag

Present your plan in great detail.

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

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

5. Identify your priorities

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

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

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

6. Set measurable goals

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

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

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

7. Remember to course-correct

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

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

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

8. Don’t be afraid to ask questions

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

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

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

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

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

1. Take time to learn about direct reports

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

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

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

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

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

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

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

2. Inform yourself

Consider this step as an extension of the previous one.

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

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

3. Create an atmosphere of trust and alignment

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

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

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

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

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

4. Identify your strongest employees

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

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

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

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

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

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

5. Set SMART goals

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

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

Upon hiring, you will have been given a solid idea of what the organization expects of you.

After 30 days, you will be able to create actionable goals, begin implementing changes, and really stepping into your role.

6. Review processes

During the second thirty days, you should also be paying close attention to how the processes within your department work.

Often, a fresh set of eyes can see problems – and solutions – to processes that didn’t scale well, are no longer optimized, or otherwise simply don’t work as well as they could.

It is easy to get bogged down with ‘we’ve always done it this way’ and not see how change can be a positive.

As you learn how things are done, and why, you will likely be able to identify better ways of getting things done.

7. Implement changes to meet company goals

You should take everything you learned in the first 60 days, and implement changes in the final 30 days.

• Reduce bottlenecks,
• Implement new processes,
• Introduce new staff or training methods,
• Bring new ideas to achieve better performance.

From the executive level to the day-to-day management of your team or department, you should be leaning in, contributing what you can, asking questions, and generally participating to the best of your ability.

8. Identify your staffing needs

As you enter into your final 30 days, you should have a solid handle on how things are run in your department, and how capable your staff is.

Now is the time to take a close look at your staffing needs and see if they are being met.

• Are there bottlenecks in one department, holding things up for everyone else?
• Are there certain employees that need to take time for training before they can perform up to expectations?
• Could things be made smoother with new hires to help ease the workload?

Look at the short, middle, and long-term goals you have set. Create a hiring plan with those in mind.

9. Conduct regular meetings

Throughout this process, you should be checking in with your team on a regular basis.

You should have weekly meetings with your team to track progress and see how things are progressing on the goals set for the sixty- and ninety-day portions of your plan.

Depending on your work environment, these may be one-on-one meetings or a weekly team gathering.

Figure out what works best for your business, and then make these meetings a mandatory part of the company culture.

Try a 30-60-90 day plan template from Altassian in Trello.

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How to Create a 30 60 90 Days Plan: Ultimate Guide with Examples

Kate Williams

Last Updated: 11 June 2024

16 min read

Table Of Contents

• What is a 30 60 90 Day Plan?
• What are the Benefits of Creating a 30 60 90 day Plan?

Elements You Need to Create a 30 60 90 Day Plan?

A specific focus, top priorities, smart goals, smart goal: specific, smart goal: measurable, smart goal: achievable, smart goal: realistic, smart goal: timely.

• How to Create a General 30 60 90 Day Plan?
• Example of a 30 60 90 Day Plan

30 60 90 Days Sales Plan Example

• 7 Tips to Create an Actionable 30 60 90 Day Plan
• Wrapping it up..

Wondering how to create a 30-60-90-day plan to achieve your goals during the first 90 days at your new company? Well, when you land a new job, or when you want to create a business strategy, you feel like you’re on top of the world.

But, this excitement starts to fade once you realize you don’t have a plan to manage your work. You’ll be surprised to know that more than  80% of small business executives don’t have a strategic plan.

Hopefully, there is a way to create a goal-oriented plan to complete all your work and achieve the right success. It’s popularly known as a 30 60 90 day plan (for employees) or a 30 60 90 business plan(for businesses).

This plan will help you gather information, master new responsibilities, and leave an impact in your professional space. Are you a newbie trying to create a 30 60 90 day plan for your business? Don’t worry! Here’s everything you need to know about a 30 60 90 day plan and how to create one.

What is a 30-60-90-Day Plan? 

A 30-60 90-day plan is a plan most  businesses and sales managers use and follow to create tangible goals.   You can set goals and structure time with a 30-60-90 plan. Anyone can make these goal-oriented plans to keep track of their progress or to learn something. 

An amazing thing about this plan is that it can be applied to any team, task, or organization. For example, you can create a:

• 30 60 90 sales plan – for sales managers and executives
• 30 60 90 business plan – for SMBs or SMEs
• 30-60-90 plan for managers and team leaders
• 30 60 90 plan for a new job or an interview

If you are a new employee, setting a 30 60 90 days plan can help you set realistic goals to run smoothly. A quick heads up for the new employees: You can create a 30 60 90 days plan either d uring the final stages of an interview process or during the first week of the job.

What are the Benefits of Creating a 30 60 90 Plan?

• It shows how focused and serious you are about your role within a company.
• The 30 60 90 days plan represents how committed you are to contributing to the development of your company.
• The plan will help you realize and understand your responsibility clearly.
• The goals you’ll set will ensure your actions will be productive and timely.

Before going further, you may want to know about the elements of a 30 60 90 day plan. Like its name, you have to create a plan into three chunks- 30, 60, and 90 days.

In each 30-day phase, you’ll require: A Specific focus, Top priority, SMART Goals, and Success Metrics.

Before that, things will be smooth if you have an oven-ready template for this.

Here’s a ready-to-use first 30 days in a new job template.

Sign up for FREE to create a similar 30 60 90 plan template!

14-day free trial • Cancel Anytime • No Credit Card Required • No Strings Attached

You can’t create an actionable plan without a specific focus. If you are a business owner, your focus for the first 30 months should be on learning. You can focus on working towards your goal for the second month. For the final month, your primary focus should be to become a leader.

Similarly, your 30-60 90-day plan focus will revolve around learning, planning, contributing, and finally executing if you are a new employee. However, you can change your focus based on your job role or the company.

Your priorities should always be broader than your goals and more specific than your focus. Within this 30-60-90-day phase, you have to determine your top priorities. Your top priorities could include learning your company’s internal process, completing your role, finding solutions to resolve the company’s problems, etc.

87% of the people fail to gain success because their goals are not SMART. Setting SMART goals and having a well-put 30 60 90 business plan helps you fulfill your priorities with clear motivation and focus. SMART stands for Specific, Measurable, Achievable, Realistic, and Timely. Once you are all set with your priorities, set SMART goals to achieve success.

Here’s How You Can Create a SMART Goal-

Ask yourself the five ‘W’ questions to set specific smart goals. These questions are-

• Who:  Who is part of this goal?
• What:  What do you need to achieve?
• Where:  Where it will take place? Are you going to target a geographical or digital location?
• When:  When can you achieve this goal?
•  Why: Why these goals are important, and why do you need to achieve this? 

For example, a goal would be “I want to be healthy.” A more specific goal would be “I want to start jogging and work out to be more healthy.”

Without measuring criteria, you won’t be able to track your progress.  80% of businesses admitted that their goals are specific and measurable. To make your business goals measurable, ask yourself the following questions:

• How much/many?
• How would you know if you have fulfilled your goals or not?
• What will be the indicator of your performance progress?

For example, “I want to start jogging and work out every day to lose five pounds from my body.”

You must achieve the goals you set. If your goal isn’t attainable or achievable, then it’s not a SMART goal. Make sure to ask yourself these questions:

• Is this goal achievable?
• Do you have all the required resources to achieve this goal?

A SMART Goal should be realistic enough for you to achieve it. Ask these questions:

• Is the goal realistic?
• Do you have the proper resources to achieve the goal on time?

For example, “I want to lose five pounds within two months.” – This is a realistic goal. “I want to lose five pounds within two days.”- Unrealistic goal.

You have to make your goal time-bound to fulfill it successfully. Ensure your goal has a deadline. If you follow a start and end date, there will be no longer urgency or low motivation to achieve the goal. To set a timely goal, ask these questions to yourself:

• Does your goal come with a deadline?
• When do you want to achieve this goal?

For example, “I will start jogging and workout from the 1st of September, and I will lose five pounds by the end of November.” It’s best to break down your SMART goals into three categories: Learning, Performance, and Personal goals. 

Learning Goals

To set a clear learning goal, you can ask these questions to yourself-

• What skills or knowledge do I need to learn to achieve success?
• How can I gain those learnings and skills?

Performance Goals

These goals should only focus on things you want to fulfill as a part of your business plan or new job role. You can set the performance goals by asking yourself this question:

• What progress can I make within the 30-60-90-day period?

Personal Goals

You can set personal goals to build a good relationship with your company or business team. Setting a personal goal will help you to find your position within the company. You can create personal goals by asking yourself:

• With whom do I have to build relationships?
• Who are the key people I should network with?
• How can I create credibility, and trust and foster those relationships?

For each specific goal you made for the 30 60 90 days plan, you’ll need at least one metric to determine progress. For each 30 days goal, set a success metric for yourself that’ll track your improvement. 

You can ask yourself questions to set a success metric. For example, “What is success for me, and how will I measure it?”

How to Create a General 30-60-90-Day Plan?

• Create a 30 60 90 day Plan Template:  First draft a template (one example is included in this post) to create your 30 60 90 day plan. You’ll get free templates from websites like  HubSpot   and  Pinteres t. 
• Set Goals:  Decide and categorize SMART goals (learning, performance, personal goals) to make a list on your template.
• Set 30-Day Target:  The first 30 days of your new job or business will revolve around learning about the company.
• Set 60-Day Target:  Implement your learnings from the first 30 days to understand your responsibility in the company.
• Set 90-Day Target:  The last 30 days will be about leading a team. Use the knowledge you gained during the first 60 days to lead a team confidently. 

Here’s an Example of One Such 30-60-90-Day Plan

Your 30-60 90-day business plan will depend on your work purpose and priority. You can follow the below-mentioned 30-60 90-day plan template to learn how to create an organized business plan.

30 Days (First Month): Focus on Learning

The 30 days of the first month of our 30-60 90-day business plan will entirely be for your learning cycle. During this time, you will learn about the company, your part, and your position in the company. You will learn about your goal and activities within the company.

If you are already working in a company and seeking a promotion, creating a 30-60 90-day business plan won’t be a headache for you. If you are a newbie using a business plan can be a little tricky. You can resolve this by asking your company’s managers and colleagues some questions to create an outline for the plan.

60 Days (Second Month): Plan to be a Worker

In the second month, you have to start implementing the learnings you gathered during the first 30 days of your business plan. You can start working on your goal by using the learning from the first 30 days.

When you try to hone a new skill, you should accept criticism. In this stage, you should seek feedback from your superiors and colleagues. It can be via an online survey as well. In this second month, you can work on landing New clients and working on your weekly goals!

To create intriguing online surveys, you can sign up for SurveySparrow for free.

90 Days (Third Month): Plan to be a Leader

In the final month of your 30-60 90-day business plan, you should be confident about your responsibility and role in the company. In this final month, you will understand how your company runs, your duty, how one thing impacts another, etc.

You would also understand how realistic changes can benefit your company and co-workers. In this phase of your 30 60 90 days business plan, you will take the lead in performing tasks. You will handle essential projects and communicate with your colleagues to bring progress within the company.

Here is a template of  a 30 60 90 days sales plan  for a sales representative. If you want to inspire what goals you should set, consider this plan as your savior!

First 1-30 Days 

Focus:  Learning

• Learn about your role on the business team and the whole company
• Understand the expectations your company has for you
• Learn how the company’s internal and external process works
• Explore the challenges your company is currently facing

Learning Goals 

• Please read all the information about the company from its drive or wiki-page
• Gather articles and reports from the manager to learn more
• Get access to the company’s emails, CRM platforms, task management platforms
• Ask for the manager’s recommendation to learn about the leads and clients

Performance Goals:

• Complete your responsibility like making sales calls to clients
• Ask for feedback from your manager about your performance

Personal Goals:

• Meet and network with your managers and co-employees
• Set up meetings to introduce yourself

Second 31-60 Days

Focus:  Performing

• Learn how to make a profound impact on the company
• Learn how to complete your duty with full potential
• Conduct online training or course to know how to manage CRM platforms
• Listen to sales calls and document what you’re learning and observing
• Make sales calls to potential prospects and clients
• Ask a co-worker or manager to give you feedback about your sales calls
• Listen to your own sales calls and take notes on how can you make improvements
• Set meetings with clients or people from the company you haven’t met yet (Ask for lunch or coffee).

Final 61-90 Days

Focus:  Leading

• Start practicing leadership skills
• Make goals for the rest of the year
• Present your personal sales strategy
• Lead a conference, or development session professionally
• Write your sales strategy
• Develop a relationship with clients that results in sales
• Prepare a well-research sales strategy
• Lead sales meetings with your co-employees
• Represent your sales ability in front of your co-employee and manager

Use this 30-60 90-day  plan as an example or template to understand how to create your own sales or business plan. You might need to create online surveys to understand market strategies, employee preferences, and customer feedback  and make a complete plan. SurveySparrow can be your go-to platform for all your online survey needs, business goals and communication, aligned workflows, customer feedback, and employee satisfaction .

7 Tips to Create an Actionable 30 60 90 Day Plan 

1. Don’t create vague goals. When you create your own 30 60 90 days plan, make sure to think about your overall priorities. Before creating your 30-60 90-day business plan, learn why the company is hiring you. And create your priorities based on that.

For example, if you are getting hired for a senior-level job role, your responsibility will be to lead a team or resolve the company’s problem. Based on this responsibility, you can create your specific SMART business goal . 

2. Asking questions is a crucial thing to creating a specific and realistic goal. Whether you are a new employee or still in the interview phase, ask questions. You can ask your managers or new co-employees about the company and your role. It will help you to create more clear priorities in your 30 60 90 days plan.

3. Make the plan short and skimmable. Don’t write one-two page long extended plans in the 30-60-90-day plan template.

4. Avoid any misinterpretation of your plan by making it specific. Use the date, time, and numbers to make it a SMART goal.

5. Always have a growth mindset while following a business or sales plan. If anything goes wrong or not according to the plan, learn from the mistakes.

6. Developing a healthy relationship with your co-workers, clients, and potential leads is a key factor in your 30-60 90-day plan. If you are a new employee, always look for setting several meetings with your managers, colleagues, clients, potential leads, etc. You’ll get a fair share of experience this way.

For instance, ask questions to know more about them, the company culture, processes, challenges, and other relevant questions. 

7. It’s essential to decide how you’ll measure your success. Some success metrics are quantifiable, for example –  Revenues . And some are qualitative, for example,  customer feedback . Try to use qualitative metrics to measure your success.

Wrapping Up

Your 30-60 90-day plan is a conversational tool you should swear by to bring growth and development for you and your company. This plan will include a specific timeline, objective, and SMART goals to measure success.

The plan will help you understand your responsibility within your company. You will be able to show your skills better and be really productive.  Learning new work roles in just three months can be a hassle! But with our 30-60 90-day plan guidelines and examples, you’re all set to tackle the responsibilities in your new job role.

Happy planning! 

Product Marketing Manager at SurveySparrow

Excels in empowering visionary companies through storytelling and strategic go-to-market planning. With extensive experience in product marketing and customer experience management, she is an accomplished author, podcast host, and mentor, sharing her expertise across diverse platforms and audiences.

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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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Best Practices for 30-60-90 day sales plan

A new sales rep needs time to adjust to a new role, company or industry. Factoring in this period of change is crucial for a seamless transition. A 30-60-90-day sales plan provides structure and guidance when building a sales team .

In this article, we’ll define a 30-60-90-day sales plan and identify why it’s important. We’ll then discuss the benefits and when and how to use the sales plan. We’ll finish with examples and cover post-plan steps.

What is a 30-60-90 day sales plan and why is it important?

A 30-60-90 day sales plan is a three-month strategy designed to onboard new sales team members or sales managers. You can also use it to help guide reps in expanding to new territories or implementing new tools or processes.

The distinguishing feature of the 30-60-90 day plan for sales lies in the name. Each 30-day chunk represents a new area of focus:

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Days 1–30, Learning. Reserve the first month for learning. New hires should learn about the company’s products and services, sales process , geographical area and demographics. This builds a comprehensive picture of the company and the industry.

Days 31–60, Implementing. Design the second month around implementation. Integrate learning as you start tracking sales and performance.

Days 61–90, Improving. Focus the third month on analyzing the actions and outcomes of the previous 30 days. Identify strengths and weaknesses and set goals and plans for improvement.

Why focus is essential in sales and 5 steps to achieve it

Benefits of a 30-60-90 day sales plan

Whether using a 30-60-90 day sales plan to bring on a new hire or to make a great interview impression, an in-depth plan has a range of benefits.

Reduces the pressure of onboarding . A three-month plan clarifies expectations for a new employee. It helps them hit the ground running to ramp up productivity. It also lets them know where to focus their time and energy, minimizing the risk of burnout.

Offers clear goals for sales managers to monitor. When you set goals with measurable outcomes, you help sales leadership track progress. The goals provide a baseline for measuring success and help managers ensure the sales rep’s work aligns with company objectives.

Improves time management. Whether you’re a new manager, embarking on a new sales job or entering new sales territory , getting up to speed quickly can be a challenge. A 30-60-90 day sales plan encourages realistic time management.

Builds trust in a new work environment. A plan encourages conversations with managers and coworkers. It helps create a collaborative environment, building connections and, more importantly, trust in the work environment.

Develops a framework for continuous improvement. A 30-60-90 day sales plan template is a foundation for fast improvement. It also offers a framework for ongoing growth. Leaders can use the sections on implementing and improving as a template for development efforts going forward.

Makes a lasting impression (in the interview process ). Creating a 30-60-90 day sales plan for an interview shows initiative. It can help job seekers stand out in a sea of candidates.

Sales Motivation: 18 Tips to Keep Your Salespeople Happy

When to use a 30-60-90 day sales plan

A 30-60-90 day plan is most effective during career transition periods. The “learning, implementing and analyzing” structure is perfect for onboarding. It’s also helpful for continual improvement. Some of the most popular times to use 30-60-90 sales plans include:

Interviewing for a new sales position. Presenting an action plan shows hiring managers a candidate has done their research. It can also provide a great structure for onboarding if they get the job.

In the first week of a new job . A sales manager may provide a 30-60-90 day sales plan within the first week of a new hire’s start date. If a sales plan isn’t part of the standard company onboarding process, new employees may find it beneficial to draft their own.

As a new sales manager . A sales plan can help newly promoted leaders get up to speed so they know how to help their team accomplish company objectives. It can develop great sales managers by helping them make changes and implement feedback without disrupting processes that work.

When improving sales skills. If you’re looking to secure a promotion or boost company sales, a 30-60-90 day plan can help. It lets you create actionable steps with measurable outcomes to improve sales skills .

During times of change. Whether it’s starting in a new territory or switching to new processes or technology, a 30-60-90 day sales plan can help sales reps get up to speed quickly.

How to create a 30-60-90 day sales plan

A 30-60-90 day sales plan should be simple, concise and easy to follow.

It can be much easier to visualize a personal plan by using a template for reference. If you have a connection with a mentor or trusted peer, ask if they are willing to share their 30-60-90 day plan for sales.

What to include in a 30-60-90 day sales plan

While every sales plan will be different depending on intent, there are some basic elements common to all plans.

A focus for each time frame. As mentioned above, each month of the plan serves a different purpose. It may vary from plan to plan, but generally, the focus for each will be along the following lines.

Days 1–30: Learning, where the user spends time getting up to speed with the company and their role in it

Days 31–60: Implementing, where the user begins setting and working toward goals

Days 60–90: Improving, where the user and their manager evaluate performance and make changes

Company values and objectives. The plan should share the company mission and overall sales objectives . This will help the rep or manager align their efforts and keep the company on track.

Clear and measurable goals . Each phase of the plan should outline specific goals. These include learning goals, performance goals and personal goals. They should also be SMART goals – each should be specific, have a timeline to follow and include a way to measure progress and success.

Metrics. You need to know how you’ll determine the success of each phase. Your plan should break goals into activities with set metrics. For example, the goal “Learn about the company’s services” is vital but hard to measure. You can make it easier by breaking it down into achievable chunks with a clear metric:

Study company services for 30 minutes daily

Read a minimum of 30 customer reviews each week

Chat with a minimum of 1 colleague about company services daily

Metric: Able to discuss services on a customer call for 10 minutes without referring to company material

All these elements will help ensure your plan is useful and covers the basics. You can see a sample of specifics you might include in the sales 30-60-90 day plan examples below.

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

The length of a 30-60-90 day sales plan depends on the purpose of the plan.

In an interview scenario, for example, a shorter sales plan is a wise choice. It’s meant just as an overview of the candidate’s approach. It won’t go into the same detail as an action plan produced by the company.

Similarly, an internal employee who’s been promoted to a sales manager role might not need as much detail as an external hire. A longer, in-depth plan that tackles goals on a weekly/daily basis may be beneficial for a new role.

The sales plan should only be as long as it needs to be to cover all the elements listed above. If the plan meets the user’s needs, it is successful.

Sales 30-60-90 day plan examples

A 30-60-90 day plan template can make building a sales plan much easier. Here are examples of plans for new sales reps/job candidates and sales managers.

30-60-90 day plan: New sales reps/job candidate example

A 30-60-90 day sales plan created for a job interview contains much of the same DNA as a plan for a new hire.

Though plans created for the interview process may be shorter and less detailed, both share the same information. We’ve combined the two below to create a comprehensive plan for new hires.

Phase 1 (Days 1–30)

Complete all company sales training and onboarding tasks

Learn the company’s mission values and goals

Learn the names and roles of people within the team/company

Familiarize yourself with all company products/services

Research company target markets

Generate ideal customer profiles

Become familiar with the company’s competition/rivals

Phase 2 (Days 31–60)

Shadow a different member of the sales team each week

Mock selling calls with colleagues and managers

Communicate with leads to gain sales experience

Record all sales activities

Set sales goals

Create a customer list and begin optimizing

Phase 3 (Days 61–90)

Review your sales record and identify both strong and weak areas

Create sales goals for the upcoming month

Repeat and optimize strong sales areas

Trial new techniques and strategies for weak sales areas

Create a daily structure to maximize productivity

Set up meetings/calls with regional managers to discuss progress

30-60-90 day plan: Manager example

Although the plan follows a similar format, a 30-60-90 day plan for a manager is different from a new sales rep plan. It focuses more on building the team and understanding/improving processes. The goal is to improve at managing a sales team .

View each phase of the plan in detail below.

Complete all company training and onboarding tasks

Get to know each of your direct reports

Create connections within the company

Observe current workflows and document inefficiencies

Identify any sales management tools you may need (e.g., a CRM)

Familiarize yourself with team structure and individual strengths/weaknesses

Research your company’s competitors

Request company/managerial feedback from employees

Make one minor feedback-focused change

Request feedback from initial minor change

Identify gaps in the team (skillset, software, etc.)

Build data-driven reports for sales data

Create report-based sales goals for the month ahead

Make a minimum of one feedback-focused change

Request feedback on further changes

Set up meetings/calls with sales team members to discuss progress

Using the customer journey to achieve sales success

Best practices: Use software to create and track a 30-60-90 day plan

Building a sales plan takes time. The right tools can make planning and tracking goals much more efficient.

A solution like customer relationship management (CRM) software has a range of sales reporting and analytics tools that can help you determine goals and measure success, all under the same digital roof.

Here are some of the features to look for and how they can help:

Dashboards . Visual data representation can show you where performance is on track and where there may be room for improvement. Customize and share dashboards with others in the company to keep sales leadership and team members in the loop.

Customizable activities and goals . A CRM allows you to create goals based on deals or activities. Tracking these activities helps you know your reps have everything they need to do their jobs.

A good CRM will let you set goals and watch your team’s performance. You’ll see when a new hire is succeeding or is falling short of the mark. This will enable you to step in and make adjustments, like offering tailored training or extra coaching.

Sales forecasting . Forecasting can also help you set useful milestones. Users can create a clear sales forecast, view projected revenues and put numbers to the goals. Knowing what to expect can help you understand which deals and activities your reps should focus on to reach your sales targets .

Reports and insights . A CRM solution will generate reports that help you set and measure goals. Customize the metrics to measure a new hire’s progress on targeted KPIs.

For instance, generate reports that tell you which accounts bring in the most revenue. Get a clear understanding of progress by viewing reports on individual and team performance. See how many opportunities reps win or lose and understand why.

What next? How to follow up on a 30-60-90 day plan

The rigid structure of a 30-60-90 day plan provides a safety net for those in a transition period. It can also support ongoing growth as you continue the process beyond day 90.

You can repeat the two later phases of the plan (days 31 to 90) to put new goals into practice and evaluate as necessary.

Managers or new hires can modify the model to keep implementing and improving in 30-day cycles.

Final thoughts

From the interview process to the third month on the job. The 30-60-90 day sales plan is one of the most valuable tools for salespeople .

Whether you’re new to the industry, changing companies or refocusing a territory, a clever sales plan can make for a painless transition. Use software to keep track of your goals with data-driven visuals and make smart decisions faster with trackable metrics.

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30-60-90 Day Plan for Executives: The Ultimate Guide

19 powerful questions you need to ask.

If you’re taking on a new executive role, you will need a 30-60-90 day plan. The first three months are critical.  As the consultancy McKinsey notes, successful leadership transitions result in 90% higher likelihood that teams will meet their performance goals, whereas unsuccessful transitions result in 20% lower engagement and 15% lower performance.

It is true that some books and analysts overplay the importance of 90 days. Investors will give onboarding CEOs around eight months to define a strategic vision and almost 24 months to turn around the business.

However, it’s important to build credibility and momentum early , especially if you are at a lower hierarchical level than CEO, and a 30-60-90 day new leader plan is a key tool to force you to get organised, get strategic, and get moving.

The problem with most advice on 30-60-90 day plans for executives

The idea of a new leader 30-60-90 day plan for executives is common, and there are many articles, blogs and books on the topic. However, they tend to fall down in two ways:

• Longer articles are overly detailed.  These feel like using a computer using enormous ring-bound manual. Great for reference, but hardly as a day-to-day guide.
• Shorter articles are overly generic. “Build relationships with your team”, “Deliver some quick wins”, “Identify strategic priorities”. Who knew?!

Boston Consulting Group (2) asked 20 CEOs for their top advice about the first 90-100 days in position. Here are some of the key quotes. Personally I find this right up there in the 'overly vague' end of the scale!

“Diagnose first, decide second.”

“Follow your instincts.”

“Take notes, then prioritise and act.”

“Understand that as the head person, you have only three topics: people, strategy, and values. Everything else is secondary.”

“Find people you trust and use them for problem solving.”

A better, more agile approach to the 30-60-90 day plan for executives

Time for a new approach. In this article we provide:

• A one-page roadmap, a simple list of 19 powerful questions to be answering during this critical 90-day period as a new leader
• Something you can print , carry, and use to jot down thoughts against each question. This will help you see where you’re coming up short of answers, and be able to course correct as you go.
• A month-by-month roadmap , so you don’t have to be looking at all the questions all the time.

You can also download   a one-page PDF “cheat sheet” for simple reference by clicking the link below.

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NAILING YOUR NEW LEADERSHIP ROLE

Discover our 8-lesson course to maximise your impact in your new leadership role.

You won't find low-level management tips. You will find key mental shifts, insights and new ways of thinking to stretch you and help you step up to a new level.

Simply download the 18 question checklist using the button below and then we'll add you to this free course within 48 hours.

What mistake are you likely to make in your 30-60-90 Day Plan?

Korn Ferry researched leaders in Americas, Europe, and Asia and identified the top mistakes that senior executives make during their first 90-100 days:

• Failing to establish strategic priorities - 24%
• Waiting too long to implement change - 16%
• Committing cultural gaffes and/or political suicide - 16%
• Not spending enough face time with subordinates - 14%
• Getting sidetracked by “fire drills” — having a short-term focus - 11%

They also researched the top thing that a senior executive must build into their new leader 30-60-90 day plan to succeed:

• Articulate vision and goals - 25%
• Form and solidify a team - 25%
• Identify and address what’s important to key stakeholders - 16%
• Understand and adapt to the culture - 14%
• Identify the leverage points and the KPIs for success - 10%

Finally, Harvard Business Review surveyed executives to find the biggest errors and pitfalls in the first 90-100 days that impacted their ability to deliver the results they wanted:

• Poor grasp of how the organisations works - 69%
• Misfit with culture - 65%
• Difficulty creating peer alliances - 57%
• Lack of understanding the business model - 48%
• Ineffective decision making - 31%

Know thyself, executive

Review the lists above.  What's are the mistake you are most likely to make, when you rely on your instincts? What's the one thing you might overlook when constructing your plan?

New Leader 30-60-90 Plan for Executives: Overall Roadmap

There are 6 phases you need to be thinking through, and there are specific questions for each. You’ll notice that the first two of these are typically forgotten about by new leaders (at their peril!):

• Preparation: CHOOSE A WINNABLE GAME Before you accept the new executive role, there’s some due diligence you need to do. Use these questions to make sure your new position isn’t doomed from the start!
• Day 0: PREPARE FOR TAKEOFF This is the period between accepting the offer and turning up for the first day on the job. Most leaders fail to take advantage of this unique season, but it's a game changing opportunity to build relationships and insights before you arrive. Here are the questions you need to be asking during this period.
• Day 1: BE THE MANIFESTO Your first day sends a big message. Here's the one critical question you need.
• Days 2-30: FIND THE RALLYING CRY The first month of your executive 30-60-90 day plan is about understanding the people and the business issues, and validating your top strategic objective.
• Days 31-60: MAKE YOUR MOVE The second month of your executive 30-60-90 day plan is when you’re likely to make some major moves, in terms of people and projects.
• Days 61-90: KEEP IT UP The final month of your executive 30-60-90 day plan blends execution and preparation for the long term. Don't forget these questions as the honeymoon period draws to an end!

So, with the overall roadmap in mind, we can jump in to the questions. But for a deeper understanding, I recommend you check out the box below:

The power of CONTEXT to frame CONTENT

A piece of information, in isolation, is very difficult for us humans to process and evaluate. We need to compare it to something else. Apples to apples, or oranges to oranges.

It’s this CONTEXT that allows us to assign a level of "value" to the new piece of information.

Say I was talking to you about, say, some new videoconferencing software. Consider the difference between:

• “It’s so good you don’t need to spend $1000 on airfare each time you want to run a meeting. The software costs $50 per month.”
• “It’s so good it’s a real step up from using Skype for free. The software costs $50 per month.”

Similarly, when I coach leaders I often suggest they invent a catchphrase . It’s a great way to change culture and spread their way of thinking within their organisation.

The thing about a catchphrase is it needs context . Otherwise people won’t notice.

Simply saying “ we have a saying around here ” opens up a context for what is now going to be said. The expectation is that some valuable piece of insight and shared wisdom is about to be shared, and people listen up and pay attention.

The power of using CONTEXT to shape in your new leadership role.

There are six distinct phases to a successful 30-60-90 days as a new executive. The initial phases build context in a very specific way to make success way more likely. Indeed, one central phase is almost ALL about delivering a powerful context to the organisation.

New Leader 30-60-90 Day Plan for Executives: Preparation

CHOOSE A WINNABLE GAME.

Do your due diligence BEFORE you accept the role (which is a great reason to forward this article to anyone you know considering a job offer).

Before you sign on the dotted line, speak with different stakeholders  to validate that your 30-60-90 Day Plan for executives has a good chance of succeeding.  Here are 5 questions to ask.

Q1.  Is there a winning strategy?

You really want to know this before you start. You don’t want to get on a ship that’s already sunk! These follow-up questions can help you dig deeper (1):

• What's our sustainable competitive advantage?
• What are the risks, with collaborators, partners, trends?
• What essential capabilities are missing?

Q2.  Is there a readiness to change?

The lack of a winning strategy might not be a problem if the organisation is ready and willing to do what it needs to change.  But if the readiness to change is not where it needs to be, you are setting yourself up for failure from the outset unless you are a seasoned turnaround expert.

Q3. What exactly does success look like?

Many leadership roles are a poisoned chalice from the start because of unrealistic or conflicting expectations among stakeholders. Speak with them and listen carefully for contradictions, uncertainty or signs of internal conflict. 

Q4. Do I have the resources to succeed?

Specifically, make sure you that you have the necessary, authority, timeframe, and access to resources to be able to deliver against the success criteria you established in question 3.

Xavier took on a President role but failed to consider reporting lines and resources. He soon learned that his only direct reports were the heads of sales and business development. Marketing, finance, information, and HR didn't report to him. By taking the title of president, but not having the appropriate authority, he’d set himself up for failure from day 1.

Q5. Why did you offer the role to me ?

This gets at the tricky question of personal fit. You need to be ruthless about your motivation, your skill set and your cultural match - otherwise you and your employer will be both heading for a rude awakening in a few months time.

For example, I’ve seen a number of cases where a VP in a tech giant has jumped into a CXO role in a hot start-up or scale-up, only to be shocked at the lack of resources and the need to ‘roll up their sleeves’ in the new firm.

"I am personally very disciplined around the first 90 or 100 days. Spend massive time within the teams to get a grip on the business and the culture; assess top management; have a defined vision and first roadmap at the end of the period and communicate around it; get two to three concrete results to demonstrate momentum." - Thoughts on new leader 30-60-90 day plans from Pierre-Antoine Vacheron (CEO, Natixis Payments)

New Leader 30-60-90 Day Plan for Executives: Day 0

PREPARE FOR TAKEOFF.

“Day 0” is not just one day of the new leader 30-60-90 day plan: it's the period between your acceptance of the position and the first day on the job. Many executives ignore this period, with the excuse that they’re too busy handing over their previous role or taking a well-earned break.

However, this would be a mistake. The period is a fantastic time to prepare to hit the ground running and make an impression right on day 1. In the 'day 0 period', focus on drafting a messaging and communications plan, learning plan and stakeholder map.

Contacting key stakeholders before you begin will make a huge difference. If you do one thing from this entire article, do this!

You may like to contact:

• Your direct manager
• Board and advisors
• Your most relevant peers
• If possible, key customers and partners
• Key direct reports

Q6. What priorities do you see?

Get a sense of what your stakeholders see as the most important opportunities and challenges to address. This is a listening and rapport exercise. You're looking for direction from senior stakeholders, for mutual understanding with peers, and for an understanding of the needs and issues facing your own reports.

 Q7. How would you prefer we communicate?

Ask your stakeholders about how they would prefer to communicate: medium (email, call, coffee/chat,…), frequency, and how they prefer you to handle disagreements (for example: no-holds barred, discuss privately, or never, EVER, disagree with me!).

 Q8. What do I need to know about decision-making?

Ask how decisions get made.  Shaping decisions is going to be a key part of your 30-60-90 day plan, so find out about process, control points and vetos, who to keep in the loop, personalities to be aware of, and so on.

 Q9. How might I sabotage my own success?

This is a question to be asking yourself during this period. It's a great moment to reinvent yourself, up your game and play at a higher level, so consider how your default patterns of behaviour are most likely to undermine you in the early months.

By way of example, you might have a tendency to under-communicate (if you're an introvert), fail to listen deeply (if you're an extravert), frustrate operationally-minded folk with vague inspirational speeches (if you're a visionary), or fail to step back from immediate operational requirements to develop fresh new strategies (if you're a hands-on leader).

Identify one or two key tendencies to be aware of.

 Q10. What’s my leadership message?

This is the second question to be asking yourself during this 'day 0' period of your 30-60-60 day plan for executives.

Start preparing a ready-to-go message about who you are, why you’re here, what you believe in, and why people should listen to you. You’ll need to set some expectations from day one.

"I’ve reached out to some future colleagues and counterparts to introduce myself. You’re right—it is game changing. Everyone has reacted with warmth and candour, and it will make the first few weeks far more effective and enjoyable." - Nathaniel

New Leader 30-60-90 Day Plan for Executives: Day 1

BE THE MANIFESTO.

Your first day sends huge messages, and you want to get it right so that your 30-60-90 day plan starts off in the best possible way.

Here’s the one big question to ask yourself to prepare for that moment.

Q11. How will my first day communicate the values and the tone I want to set for the business?

Your first day on the job will be a crucial moment, and you have the opportunity to make the most of the insights you’ve gained in the previous phases to structure your day so your actions speak as loud as your words .

For example, if you have built a message around “listening to the customer", then set things up so that you do just that on your very first day.  If your message is that people are the most important part of the business, then how will you demonstrate that?

This checklist (from Bradt et al (1)) might give you a good first draft to work from:

• Early-morning meeting with your boss to reconfirm and update.
• Breakfast meeting with broad group to say hello (and not much more).
• One-on-one meetings as appropriate.
• Lunch with direct reports and their direct reports.
• Afternoon activity/meetings/walkabout to reinforce key message.
• End-of-day cocktails/coffee/social for more informal greetings.
• Courtesy notes, voicemail for thanks or follow-up as needed.

Karen was joining a bank to integrate three separate divisions. Each divisional leader had an off-site meeting already planned for her first two weeks, and Karen initially decided to use those as a chance to meet the key individuals. However, these separate meetings perpetuated the culture of three different divisions instead of a single unified entity.

So to change direction, Karen rented a theatre for Day One and invited the entire staff of all three divisions. Then she introduced herself to her entire staff of her single entity at the same time, before kicking off a social event that got the three divisions mingling. She did go to the old divisions’ meetings, but only after setting the stage for the new approach.

"As a new leader you are absolutely sure to feel imposter syndrome. Fight it: you’ve earned this and I’m sure you’re here for a reason. Put your head down and do the work, you will succeed!" - Thoughts on new leader 30-60-90 day plans from Gabriel Jarrosson (Founder, Leonis Investissement)

New Leader 30-60-90 Day Plan for Executives: Days 2-30

FIND THE RALLYING CRY

Days 2-30 of your new leader 30-60-90 day plan for executives are all about understanding the people and the business issues , and validating your #1 strategic objective.

Q12. Who should I be speaking to? Who'd you warn me against?

As you meet the most obvious stakeholders, get their view on the less obvious people to speak with. You’ll want to spend a good amount of time with people on the frontline of the business, such as salespeople and customers. But ask around for ideas.

 Q13. What is the festering wound that needs attention?

“Understand the problems that reside on the balance sheet and communicate them early. You get one chance to erase the mistakes of your predecessors. Identify and deal with these legacy issues immediately.

Unpleasant surprises—obsolete inventory, insufficient warranty reserves, excessive goodwill, unresolved customer disputes, and festering litigation—have a way of hiding behind the numbers.” As Boston Consulting Group.

 Q14. What’s the Rallying Cry?

Towards the end of the first 30 days you will probably want to bring your leadership team together to define the overall narrative of the business. This includes your purpose, your stakeholder expectations, your strategic anchors and definition of success

But most critical of all, this workshop needs to build agreement and clarity on the all-encapsulating phrase or tagline that defines the burning imperative in the business.

We call this " the rallying cry " - the #1 priority for the organisation right now.

Once you have this rallying cry dialled in, it becomes so much easier to communicate your vision of a better future and help the wider team understand how they can contribute to the new strategy.

"In your first 90 days don’t promise any answers. Promise to listen; promise to summarise and feed back what you learn; promise to use the time to come up with a considered plan that you can then be held to." - Thoughts on new leader 30-60-90 day plans from Ashley Friedlein, CEO & Founder, Guild

New Leader 30-60-90 Plan for Executives: Days 31-60

MAKE YOUR MOVE

The second month of your new leader 30-60-90 day plan for executives is when you will start to make some major moves, in terms of people and projects .

Q15. What’s one simple, inexpensive thing we could do?

As you explore the business, keep a list of potential quick wins by asking as many people as possible this question. You can then filter and prioritise.

Bradt et al (1) give these helpful filters for quick wins:

• They will make a meaningful external impact.
• Your boss will want to talk about them.
• You’re sure you can deliver them.
• They will model important behaviours.
• They would not have happened if you had not been there.
• You can establish them by day 60 and deliver by your sixth month:

You’ll need to judge how many you can truly deliver “quickly”. Better to deliver a few projects quickly and well, than overpromise and underdeliver. Allocate enough resources, give the team responsible a clear charter, and celebrate and communicate on early successes (champion the champions!).

 Q16. What’s holding back execution?

Now’s also a good time to understand the bigger systemic issues that are holding your teams back. These might include:

• Organisational inefficiencies in decision-making
• Unclear roles and responsibilities
• Broken linkages across groups,
• Inadequate information flows
• Tensions in collaboration

You will need to start to determine which are annoyances and which are real roadblocks.

 Q17. Who’s my trusted team?

You will need to have your leadership team pretty much in place by day 60.

Sometimes you need to move faster, though there is a risk that you’ll make poor decisions and come across as too impulsive. But moving too slow is a greater risk.

After 100 days, the team will be seen as ‘your team’. The problem leaders become your responsibility now, and are no longer the legacy of your predecessor. And the high performers will be frustrated if low performance is still being tolerated or ignored.

"At first, meet as many people as possible, at any level. You need to understand how the business works, not just the C-Suite. Then look, feel, test and iterate. You're here to try new things, and not to change everything. Finally, find who are the best people you want to work with, and take your responsibilities: change what you want to change." - Thoughts on new leader 100 day plans from Matthieu Stefani (CEO, CosaVostra)

New Leader 30-60-90 Day Plan for Executives: Days 60-90

KEEP IT UP.

The third month of your new leader 30-60-90 day plan for executives is a mixture of execution and preparation for the longer term .

Q18. Am I communicating clearly & consistently?

A consistent cadence of communication to all stakeholders - up, down and across - is something leaders struggle with on a regular basis.

After the initial flurry of activity, good intentions can fade away around the 61-90 day period.

Instead, work with your leadership team to make sure that everyone - from your board of directors to the front line - is receiving consistent, clear and concise communication.

One of my Founder/CEO clients, Mike, was surprised to find out during a workshop that his management team really weren't clear on his strategic priorities. He believed he’d communicated incredibly carefully - but the reality was was very different. It was an ‘aha moment’ for him and made a big difference to how the team pulled together.

Q19. What ongoing rhythms do we need to install?

At around the 61-90 day period, it’s good to give some thought into the ongoing governance that will continue to drive your change initiatives forward.

• How are you going to ensure cross-team alignment?
• Solve strategic issues?
• Identify and resolve obstacles on strategic projects?
• Periodically refine the organisational strategy?

Our experience is that separate meeting formats are needed for each of these aspects. A single general ‘management meeting’ is a recipe for the typical “meeting muddle” of updates, discussions, debate - but not a lot of strategic decision-making and bold moves forward.

"Prove it! Companies are living, breathing organisms, and when the environment changes there’s inevitably disruption. As leaders, introducing change is part of the job description as we evolve any business. Yet change for change sake without it being thoughtful and stress-tested will likely set the business back, versus catapult it forward. Be able to clearly articulate what change is required, for what purpose, with what expected measurable outcome…and work to prove it. While boldly attempted by many, building a CEO platform of trust just doesn’t happen in 90 days. Instead focus on building the foundation. Trust is earned through transparency (what’s going well and not so well at the moment), care for your people (a true partnership in their development and involvement), and doing what you say you’re going to do." - Thoughts on new leader 30-60-90 day plans from top CEO Phil Saunders (President & CEO, SABA Software)

Summary: keep these 19 questions to hand as you build and execute your 30-60-90 day plan

These 19 questions to underpin your 30-60-90 day plan as an executive represent a powerful checklist to keep you thinking about all the bases in what’s likely to be a very busy period as a new executive.

If you’d like to download the questions as a simple ‘one page cheat sheet’ , then you can do using one of the big red buttons throughout the article.

Finally, I specialise in helping ambitious, competent leaders dramatically grow their impact and influence and achieve more than they could imagine. And if you’re starting a new role, that’s a perfect time to reinvent yourself and play a bigger game.

If you’d be interested in rolling up your sleeves and mapping out what the top 1-2 game-changing moves will be for you in your new role, feel free to get in touch.

(1) The New Leader’s 100 Day Action Plan ; 2011; by George B. Bradt, Jayme A. Check, Jorge E. Pedraza; Wiley.

(2) Assuming Leadership: The first 100 days ; 2003; Patrick Ducasse, Tom Lutz; Boston Consulting Group.

Successfully transitioning to new leadership roles ; McKinsey & Co; 2018

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30 60 90 Day Plan for Business Development Manager – Explained

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

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

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

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

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

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

What is 30 60 90 day plan approach?

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

First 30 Days – The Learning Phase:

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

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

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

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

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

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

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

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

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

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

Benefits of 30 60 90 Day Plan Approach:

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

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

What is role of Business Development Manager?

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

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

Here are the key responsibilities and functions of this role:

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

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

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

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

30 60 90 Day Plan for Business Development Manager

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

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

The First 30 Days for Business Development Manager  

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

Week 1-2: Orientation

Understanding Company Culture and Values

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

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

Familiarization with Company Products/Services

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

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

Introduction to Team Members and Key Departments

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

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

Week 3-4: Integration

Initial Meetings with Key Stakeholders

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

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

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

Begin to Understand the Sales Process and Client Management Systems

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

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

Initial Analysis of Current Business Development Strategies

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

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

Setting Personal Performance Benchmarks

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

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

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

Learn more about: Key Performance Indicators for Business Development Manager

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

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

Week 5-6: Strategy Development

Deep Dive into Market Research and Competitive Analysis

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

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

Identifying Potential Clients and Partners

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

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

Developing a Tailored Business Development Strategy

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

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

Week 7-8: Initial Implementation

Begin Outreach to Potential Clients and Partners

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

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

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

Start Implementing Developed Strategies

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

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

Initial Review of Strategies’ Effectiveness

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

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

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

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

Week 9-10: Strategy Optimization

Analyzing Outcomes and Feedback from Initial Strategy Implementation

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

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

Refining Strategies Based on Data and Feedback

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

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

Further Integration with Sales and Marketing Teams

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

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

Week 11-12: Expansion

Scaling Successful Strategies

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

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

Exploring New Market Opportunities

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

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

Setting the Stage for Long-term Growth and Partnerships

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

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

Final words

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

About The Author

Tahir Abbas

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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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Setting yourself up for success: A guide to crafting a 30-60-90 day plan

Starting a new job can be exciting and intimidating at the same time. With  one in two Singapore employers planning on hiring additional team members, many job seekers are likely to start a new job in 2024. Having a plan in place can help you ease into the onboarding process while transitioning into your role, establishing priorities, and setting achievable goals. The 30-60-90-day plan is a strategic outline that can help you understand the role's responsibilities and challenges. This plan lets you  outline goals and strategies for the first three months of starting a new job, internship, or other significant transition.  

In this article, we'll talk about why a 30-60-90 day plan is essential and how to make one. Here's what we'll cover:

• What is a 30-60-90 day plan?
• Benefits and uses of a 30-60-90 day plan at work
• How to create a 30-60-90 day plan
• What to include in your 30-60-90 day plan
• Tips for creating an effective 30-60-90 day plan

What is a 30-60-90 day plan?  

A  30-60-90 day plan is a guide that tells you what goals might be good to accomplish during your first three months at a new job. As Singapore transitions from more traditional onboarding processes to a digital workspace, you're likely to track this onboarding plan through digital means. It helps you stay organised and focused, with a clear timeline for getting things done. Singaporean companies stress the need for a 30-60-90 day plan, especially for new employees and interns.  

The point of a 30-60-90 day plan is to make sure you perform well in your new role. It also helps you easily get used to your new job responsibilities. By setting performance goals for 30, 60, and 90 days, you can decide which ones are high-level priorities and complete them on time. This plan can give you a schedule to follow and help you track your progress. It can also demonstrate your skills to your employer and show you hit the ground running from the first week. 

Having a clear 30-60-90 day plan can help you understand your company's vision and team goals, especially if the hiring manager creates the plan with or for you. This is important since most Singaporean companies prioritise group achievements and collaboration. It also shows that you're a team player willing to work hard. A strong start in the first few months of your new role can open more opportunities for career growth in the future. 

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

A 30-60-90 day plan is a helpful tool for professionals starting a new job in Malaysia. Here are some of its benefits: 

Helps you stay focused 

Having concrete goals for the first 90 days can help you avoid feeling overwhelmed by your new responsibilities. You can identify the most important tasks and focus your time and energy on them. By prioritising your tasks, you can ensure that you're making the most impact and contributing to the organisation's goals right from the start.  

An effective 30-60-90 day plan can also help you focus on the goals needed to establish yourself as a valuable member of the team. As a new employee, this is important to your career. It's in the first few months of a new job that you can make a strong impression on your new manager. It's also the time when you can build relationships with your new team members. 

Sets expectations 

A detailed plan can serve as a communication tool. It allows you to share your intended approach and strategies with your new team members. By communicating your plan, you can align and set realistic expectations and ensure everyone is on the same page regarding your priorities and focus areas. This can help you understand the pain points and set milestones for the coming months.  

Speeds up learning 

With a plan, you can identify the skills and information you need to learn for better performance in your new role. This can help you learn faster and become productive more quickly. It allows you to direct your time and energy toward acquiring the necessary knowledge and skills to be successful in your position.  

Builds credibility 

By completing the tasks in your plan, you can demonstrate your skills and show that you're a valuable team member. This can help you build a positive reputation with your direct reports, manager or supervisor, and coworkers. It also increases your credibility, which can be critical for future promotions and career advancement. 

Supports performance reviews 

You can use your plan to measure success in your new role. It's a record of your progress and achievements that you can present during  performance reviews . A well-thought-out plan also demonstrates your organisational skills and ability to be proactive, which are highly valued qualities in any professional setting. By actively seeking feedback and adding it to your plan, you can continuously adapt your approach. This allows you to regularly improve and make a positive impact on your new position. 

How to create a 30-60-90 day plan  

Creating a plan for the first 30, 60, and 90 days of a new job requires careful preparation and strategic thinking. Here's a step-by-step guide that you can follow whether you're developing this plan on your own or with a new manager:

• Research and collect information.  Start by gathering information about your new job, team, and company. Understand your expectations and identify any challenges or opportunities.
• Set relevant goals . Decide what you want to achieve in the first 30, 60, and 90 days. Make sure you set realistic goals that align with your job and company objectives.
• Prioritise tasks and milestones. Break down your goals into smaller tasks and milestones based on their importance and urgency. Take note of your top priorities. These could include learning about the company's internal processes, building relationships with new colleagues, completing specific projects, or undergoing additional training.
• Plan your actions:  Create a plan for each task or milestone. Consider what actions you need to take, what resources you need, and when you plan to complete each task. Make sure you set realistic deadlines.
• Get feedback.  Share your plan with your manager or mentor and ask for their feedback. Many Singaporean workplaces consider real-time feedback to be necessary.
• Work on your plan.  Start working on your plan with consistent actions to complete the tasks and milestones you have set. Stay focused and adaptable – making adjustments when necessary – and review and track your progress regularly.
• Evaluate and adjust:  At the end of each phase, evaluate your progress and make changes to your plan or goals as needed. Learn from your achievements and challenges to improve your future actions as one of the new hires. 

Remember, your 30-60-90 day plan isn't set in stone. Stay open-minded and flexible, and adjust your plan as you gain more knowledge and experience within the new company. With consistent effort and focus, your plan can set you up for future success. 

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

In your 30-60-90 day plan, it's important to include different types of objectives, such as learning goals, performance goals, and personal goals. Here's an explanation of each type, along with examples and goal-setting templates: 

Learning goals 

Learning goals focus on gaining new knowledge and transferable skills or understanding specific aspects of your role within the company. It's helpful to establish specific, measurable, achievable, relevant, and time-bound (SMART) goals for each phase of your plan to achieve success. Here's an example and a template: 

• 30-day learning goal:  Gain a deep understanding of the company's products and services.
• 60-day learning goal:  Master the use of the company's CRM software.
• 90-day learning goal:  Develop proficiency in creating sales presentations. 

Goal-setting template:

• Phase: [30/60/90 days]
• Goal: [Specific learning goal]
• Actions:  [List of actions to achieve the learning goal]
• Timeline: [The specified deadline to accomplish the learning goal] 

Performance goals 

Performance goals focus on specific metrics and outcomes you want to achieve in your new job. These should be measurable and aligned with your job responsibilities and the company's goals. Here's an example and a template: 

• 30-day performance goal:  Complete three new projects with high customer satisfaction ratings.
• 60-day performance goal:  Increase sales by 10% through proactive outreach and relationship building.
• 90-day performance goal: Lead a cross-functional team successfully implementing a new process. 
• Goal: [Specific performance goal]
• Actions: [List of actions to achieve the performance goal]
• Timeline: [Specified deadline to accomplish the performance goal] 

Personal goals 

Personal goals focus on your professional and personal development, well-being, or  work-life balance . These goals can help you maintain a healthy and fulfilling overall experience in your role. Here's an example and a template: 

• 30-day personal goal:  Establish a daily routine that includes exercise and mindfulness practices.
• 60-day personal goal: Attend at least one professional networking event to expand my industry connections.
• 90-day personal goal:  Seek feedback from colleagues and create a plan for personal growth and development. 
• Phase:  [30/60/90 days]
• Goal: [Specific personal goal]
• Actions: [List of actions to achieve the personal goal]
• Timeline: [Specified deadline to accomplish the personal goal] 

Remember, these examples and templates are just starting points. Customise them to your specific role, company, and personal objectives. Ensure that your goals are realistic, actionable, and aligned with the overall purpose of your 30-60-90 day plan. Regularly review and update your goals and actions as you progress through each phase of your plan. 

Tips for creating an effective 30-60-90 day plan  

Creating an effective 30-60-90 day plan requires careful consideration and attention to detail. Here are some tips to help you create a plan that is specific, actionable, measurable, and adaptable: 

Emphasise specificity and actionability 

When setting goals, be specific and avoid generic statements. These should be clear and measurable goals. Here are examples of specific versus generic goals:

• Generic goal:  Improve customer satisfaction.
• Specific goal:  Increase customer satisfaction ratings by 10% within the first 30 days by implementing a new employee feedback system. 

Similarly, make your goals actionable by including specific tasks to achieve them. Here are examples of actionable goals versus non-actionable goals:

• Non-actionable goal:  Increase sales.
• Actionable goal:  Increase sales by implementing a targeted email marketing campaign and attending networking events to expand the customer base. 

Encourage the use of SMART goals 

SMART goals  provide a clear framework and well-rounded objectives. Consider the following example:

• Regular goal: Increase website traffic.
• SMART goal:  Increase website traffic by 20% within the first 60 days by implementing SEO optimisation techniques, publishing regular blog content, and promoting on social media. 

Advocate for a growth mindset and adaptability 

Having a growth mindset means embracing challenges, learning from failures, and seeking continuous improvement. It's essential to demonstrate your adaptability to change and be open to new ideas or approaches. This mindset can contribute to your success in a new role. It can also make your 30-60-90-day plan more effective. 

Quantify your progress in your plan 

Combine key success metrics into the company's business goals. This could include revenue targets, customer satisfaction ratings, or project completion rates. Also, include quantifiable metrics for learning and development goals for new employees. For example, obtaining a specific certification or completing a certain number of educational resources. 

Keep the plan short and easy to understand 

Remove any unnecessary points to keep your plan short. If you can, limit each section to one page so you have three pages in total. If not, you can go up to eight pages, especially if you format the document for readability. Focus on including key actionable steps that are essential to measure the success of your goals. Others are more likely to read and understand a concise and straightforward plan. 

Remember, these tips aim to guide you in creating an effective 30-60-90 day plan. Customise your plan to your specific role, your company's mission, and objectives. Regularly review and update your plan as needed. This will ensure it remains relevant and aligned with your evolving goals and responsibilities. 

Conclusion  

Having a well-thought-out plan for your first 30, 60, and 90 days at a new job can help you set clear goals, take action, and measure your progress. It's essential to have specific goal-oriented tasks and a SMART goal-setting framework to make the plan work. Be open to learning and adapting while keeping track of your progress. 

Use the 30-60-90-day plan template for goal setting in a new company followed by clear strategies and specific actions. Use examples and guidelines to create a plan that helps you get comfortable and grow in your role. This can help you align your goals and deliverables with the expectations of the hiring manager and your employer. With a good plan in place, you'll feel more confident settling into your new role in Singapore. And by working hard in your first 30, 60, and 90 days as a new hire, you can be a stand-out employee.  

Here are answers to common questions about the 30-60-90 day plan: 

• How flexible should the plan be? ⁠It's essential to have some flexibility in your plan. Your plan should adjust to changing circumstances while staying focused on your goals. Make sure that any changes you make align with your overall objectives and expectations. 
• What if my goals change during the initial months? ⁠It's normal for your goals to change as you learn more about your role and the new work environment. If this happens, take some time to think about your top priorities and adjust your 90-day plan accordingly. Let your hiring manager or mentor know about any changes you make. They can provide feedback or suggest concrete goals to add to your plan. 
• What is the process of a 30-60-90 day plan? ⁠To create a 30-60-90 day plan, start by researching your new role, team, and company. Then, set specific goals for each phase of your plan. In the goals, outline the actions you'll need to take to achieve them. Get feedback from your manager or mentor and make any necessary adjustments. Finally, execute your plan, regularly review your progress, and make updates as needed. 
• What is the 30-60-90 day integration plan? ⁠A 30-60-90 day integration plan is not just about setting individual goals and tasks on the team project. It's also about integrating yourself into a new team and fitting into the company's culture. This can include building relationships with colleagues and understanding how the team works together. You can also learn about company processes and systems and look for opportunities to contribute to the organisation's overall success. 

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