Getting a new job is always an exciting process. Especially if you are the new employee and the hiring manager lured you with a great job description, the company’s mission, and company culture. Next, the interview process went great, and here you are – a new hire. What’s next for you, let’s say, in the next 30-60-90 days? Well, hiring managers have a plan for that.

In this article, we will go over some of the critical elements when it comes to drafting a great 30-60-90 plan that will help you make a great impression, show how credible and reasonable you are, and set yourself up for success in this crucial moment in your career.

30-60-90 plan is essentially a roadmap that aims to help you to achieve your career and personal goals. Most new hires get it from their new manager so that they can get on with the team’s existing strategy and add something new to the company’s key performance metrics. That way, you will be able to get on a high professional and personal level in no time!

We will go over some of the critical elements that can help new team members to measure success, understand core job responsibilities, and even set some of their performance metrics so that they would have a successful onboarding process.

With a well-structured plan, you will also be able to understand the inner workings of the company, create some exciting relationships and partnerships and maybe even do your own competitive research. So, if that would be something you are interested in, let’s dive in!

The 30-60-90 plan is an onboarding plan for new employees. It can also be utilized as a performance management tool that can present all the goals of a specific individual for the first 30, 60, and 90 days of a new role or project. Although it is usually used for new projects and employees’ early days, it can also be utilized for the already hired personnel if they decide to change their career path or transition between projects.

A well-drafted 30-60-90 day plan can help to reach employees’ goals, dive head first into the workflow so that they can understand day-to-day work, and just overall have a better understanding of how the entire department works. New hires bring fresh perspectives, and if they are aligned with the company’s vision, they can utilize this learning phase to even optimize how the team operates.

Whether it’s a sales team or a job in the IT department, there are plenty of smart goals employees can achieve with this plan, not only to understand their very own team’s processes but to gain knowledge about the company’s culture code and company goals.

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Microsoft Office is a set of powerful software, programs that allow you to do pretty much everything when it comes to office-related activities. And, additionally, you can even widen the scope of its applications with the clever use of templates. Here are some of the more interesting ones that you can use, entirely for free!

30-60-90 Day Plan Template #1

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The first template on our list is excellent if you want to achieve concrete goals and not hit the ground running. With proper usage, it empowers employees to have their performance goals completed even before the scheduled deadline. In the case of this particular template, you have a clear distinction between what are the different tasks for the employee and how they can get into the final stages of each one of them.

It's an excellently designed template that offers abundant customization opportunities to meet your specific requirements, while also providing possibilities to develop relationships.

Maybe add spaces for direct reports with timelines for each one of them? There are plenty of ways that you and your team can achieve goals, so modify it accordingly!

30-60-90 Day Plan Template #2

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The following template on our list is a much more advanced one, providing insights into the team’s working process, financial strategy, and concrete, very own performance metrics. With this template, you can achieve all the feasible performance goals in no time!

It’s an easy-to-navigate template for a more solid understanding of the matters. You can add their key objectives with a company mission, training strategy, and all the other elements that you want the employee to understand from the first week to the third month. New hire training can be problematic for managers, but this template will surely facilitate the process.

30-60-90 Day Plan Template #3

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This template is something between the two first positions on the list. It’s a great middle ground between measurable objectives and action strategies while also not overwhelming with too much information at the time. The existing processes can help you out with setting new company plans and even add some personal goals. Join in if you need something suitable for most companies but advanced enough so that you can make some adjustments if necessary.

Regarding your early efforts, this 30-60-90 plan will turn the new employees into experienced individuals who know customers' pain points and are ready for marketing initiatives. 

So, now that we have explained what exactly the 30-60-90 plan is and what are some of the best templates, let’s now go over the benefits it can bring to the company. Whether the employee just got back from the interview stage with high-level priorities or someone wanted to change the project they are working on – the 30-60-90 plan is excellent for getting into a new role.

The plan’s most crucial element is to clearly understand the company’s stated focus, have a direct report to at least one individual who can provide performance reviews, and stay motivated. But there are plenty more benefits of the 30-60-90 plan, so let’s get over them!

Faster Onboarding

The critical element when it comes to fulfilling the manager’s plan. The onboarding process can be problematic, so if you implement a complete 30-60-90 day plan with specific initiative goals, contributing phase, and the possibility for the employee to meet new colleagues while also taking care of critical metrics – it’s guaranteed success.

Becoming familiar with organizational structure is the only path to understanding the team’s strengths and the most significant pain points that can be improved with a pair of fresh eyes.

Performance Assessment

The next thing a well-structured plan can help with is the performance assessment. This one is especially important for managers, although the employees can also take something from this. It helps to ensure the organization's smooth transition, understand skill gaps, and assessing the alignment of the new hire's ambitions with the company's goals.

For managers, it’s great to present the key objectives to the new employee while seamlessly adapting them to the new environment.

For employees, it’s a chance to get constructive feedback through the standard grace period, self-management ability, and to produce high-quality work in the future.

Employee Development

Additionally, the employee operates within the new organization and needs to self-manage. It’s one thing to meet the job’s qualifications and understand the team’s strengths, but it’s important to make a breakthrough contribution in personal development.

Employee development is an essential element of getting the key outcomes. If you set measurable goals, you can assess your progress by reaching each of them and understand what you can bring to the company.

Employee Roadmap

Additionally, it’s a great employee roadmap that can be utilized not only by new hires but by managers as well. A plan like that can teach new employees the company’s vision, the target audience’s needs, ways to reach new clients, the overarching strategy, and who to report to.

Common Goal

In addition to all job responsibilities, a well-drafted 30-60-90 day plan allows the new and existing employees to understand the company's common goal. During the team’s monthly meeting, where the program gets revised, people can discuss the performance goals, deliverables, and milestones they achieved.

Achievable Goals

Employees work within a particular system. New employees’ goals are full of unique personal responsibilities they are not yet ready to conquer. So, to combat that, it’s good to set measurable and achievable goals that the employee can take on. It helps if the purposes outlined in the plan are clear and understandable for the employee. You can even add some to see if they can take a new initiative for the company.

Regular Feedback

Additionally, the plan can help you with the learning curve in the company. New hires, and particularly those people, need to constantly hear about what they did right and wrong. That way, you can find skill gaps, create a better responsibilities distribution strategy, and even set learning goals for the new hire.

Resource Allocation

Additionally, with a well-crafted plan, you can allocate resources effectively. There are plenty of ways to identify the new hire's immediate, short-term, and long-term priorities and present additional resources, training, support, or even some new gear to them. It’s all about cost-effectiveness, and we all know that the team’s budget should not be taken lightly.

Accountability

Next up, we have the accountability element of the 30-60-90 day plan. It allows you to increase employees' personal accountability, as it sets them on a timeline with particular goals they need to accomplish within this time limit. It also helps to increase the individual accountability for their actions and outcomes.

Employee Retention

And finally, if you have a 30-60-90 day plan in your company, it can increase employee retention, engagement, and satisfaction. It shows them the values of the organization and a clear path for growth that can make them more motivated and engaged in the work if they know their end game within that particular system.

So, let’s answer who creates the 30-60-90 day plan? Well, it seems like an obvious thing, but in fact – it’s not. Typically, the responsibility of creating such a plan is mainly on the person joining the workforce. They can outline their objectives and goals for the next three months, with the overseeing of another employee to be reasonable and measurable.

It can also be created by the manager entirely, who would just make up a set of responsibilities to put in front of the employee to better understand their role.

Usually, it’s a mutual effort to optimize the expectations of the employee and manager. Of course, there are plenty of other elements that go into that. For example, even though the manager or an employee may have drafted the plan, there are many people to whom the new hire will respond and report. Thus, that information should also be included in the 30-60-90 day plan, and the people in charge should also be noted. 

Let’s talk briefly about the different types of 30-60-90 day plans. As you can imagine, no boilerplate exists for each type of plan. Every position needs a different focus and needs to be based on specific needs and circumstances. Here are some of the most popular ones.

Sales/Business Development Plan

This plan is usually performed when looking for development opportunities for the business. So, in this case, there are no employees present. Nevertheless, the essential elements are still there. These are some of the common characteristics:

• It’s typically used by sales professionals or people wanting to develop their business

• Its focus is primarily on getting the correct target audience overview and sales calls

• It’s essentially a marketing team’s wiki

Technical/Engineering Plan

A technical or engineering plan is usually used when you need a highly trained, technical individual taking care of important tasks, such as developing a website or taking care of construction plans. It usually includes:

• Focusing on acquiring technical expertise, potential technical challenges, and the ways new hire can help in creating a new and improved strategy

• The objectives of this plan are usually to teach the new employee all the company's inner workings, how to use specific tools/technologies, and how to conduct research and work with other departments.

Career Transition Plan

Next, we have the career transition plan. It’s usually used to help existing employees take on new responsibilities and opportunities within the company’s structure. Here are some things to keep in mind:

• It focuses on creating a smooth transition for the employee while also helping them to develop all the necessary skills and understanding of the new position

• The objectives are pretty simple – getting some networking with other professionals, who are currently working in the field, acquiring new skills and relevant certifications, and building a portfolio.

Management Plan

This is for the higher-ups focusing on those in leadership or managerial roles. Here are some things to keep in mind:

• For managers, it’s essential to keep a close eye on team-building exercises and be able to set goals for their subordinates. It’s all about keeping the quota and making people motivated and hard-working.

• The objectives of the said plan should include creating team assessments, becoming a leader, finding the proper communication channels with the employees, and overall finding ways to improve the company’s well-being.

Project Management Plan

The project management plan is usually utilized to prepare the managers for leadership roles in a project. Here are some elements to remember in this particular type of plan.

• It’s focused on preparing the individuals for project planning, guiding them through the execution process, and outlining effective strategies of getting out the deliverables.

• Regarding the objectives, they should be concerned with creating a project charter, preparing all project milestones with deadlines, identifying potential risks, and managing stakeholders.

Departmental Integration Plan

And finally, if you have a group of new employees joining a new department in the organization, you will need a Departmental Integration Plan. Here’s what you need to know.

• The plan emphasizes all activities that help to better integrate the employees into a new team or department. It would mean building relationships, teaching them new tools, and helping them understand the job.

• Objectives, on the other hand, are pretty simple – introducing them to the team, helping them to build relationships, and just overall understanding departmental goals and processes.

So, now that we are experts in the hard-knowledge part about the 30-60-90 day plans, let’s go over all the elements you should include. Here are some key features to keep in mind when moving forward.

30 Days

Orientation and Onboarding

Here, you will be getting familiar with the organization's culture, understanding its values, some of the policies, and ways of operating. Additionally, you will need to complete all the necessary training and orientation sessions.

Building Relationship 

Next, we have the part where you must establish new connections with other employees and stakeholders. Here, it’s best to schedule meetings or lunches so that people can get to know each other better and see their dependencies.

Goal Setting

Next, we have the goal-setting element, where you can work with your manager to set specific goals and deliverables for the first 30 days. The most crucial thing is to keep it measurable and achievable.

First Tasks

Here, you will have to put all the smaller tasks or projects that will show you how the company operates and will allow you to show your skills.

Learning

And finally, we have the learning part, where you will need to find out all the details about your position and responsibilities. Remember to keep a close eye on the relevant documentation and all the processes that go into creating such a company.

60 Days

Relationships Building

The following 30 days should focus on strengthening your connections with stakeholders and team members. Be sure to ask for feedback and reviews of your work. Additionally, look for ways to add it to your work and improve your work. You need to create trust with your companions and present yourself as a responsible human being.

Developing Skills

Additionally, this is the part where you will need to develop your skills further and seek additional training, workshops, etc.

Getting into Projects

With a monthly experience, you can get into more significant projects or assignments that can forward the team’s goals. It’s your chance to work with your newly found colleagues and seek opportunities where you can learn and provide your insights.

Reviewing the Progress

And finally, you need to constantly review your progress in the first 30 days, see what went right and wrong, discuss your achievements, and see if any adjustments are necessary.

90 Days

Autonomy

Here, you will be able to become more autonomous as you have a quarterly experience. Now, you need to take part in larger projects, taking more initiatives that are within your line of expertise.

Continuous Improvement

Be sure to improve your expertise continuously. Find ways to improve, grow, become more advanced, and seek feedback wherever possible. Incorporate your knowledge, but also listen to what others have to say.

Collaborations

Work with other teams and departments, see their dependencies, and try to contribute to common goals. Be sure not to be quiet, share what you feel is important, and improve the overall quality of work.

Career Development

And finally – think about career development. Discuss it with your manager. See if there are opportunities to take it to the next level and develop as a professional in the organization.

So, now that we know what should be included in the 30-60-90 plan let’s get into writing. The key thing to remember is that your 30-60-90 day plan needs to have a structure. It should outline all of your objectives and actions for each phase.

The 30-60-90 day plan also has to be suited to your particular organization and role. Additionally, remember that it’s flexible, so you need to adjust it based on the feedback of others and the evolving priorities among your peers.

Introduction

• Start with a brief introduction, where you will explain your plan, your role in the organization, and what you will pursue.

• Do not overdo it; keep it simple, but acknowledge your peers and how happy you are to work with them.

Main Objectives

• Next up, put down your main objectives that you want to achieve within the first 30, 60, and 90 days.

• Here, you can utilize the SMART goal strategy: specific, measurable, attainable, relevant, and time-bound (SMART).

Break it Down into Phases

• This plan has three sections: 30 days, 60 days, and 90 days.

• Each should be filled with the specific objectives, actions, and goals you intend to achieve.

Key Priorities

• Next, you need to determine the key priorities for each phase. See the organization's needs and if you can improve in any way, shape, or form.

• Be sure to focus on things that will contribute to the team's success.

Action Steps

• Next, break down every action you will take into different steps.

• Be sure to know 5W: Who, Where, Why, What, When.

Deliverables/Milestones

• Here, you must put all the deliverables or milestones to measure progress and success every 30 days.

• Be clear about what you will deliver or try to achieve at the end of each phase.

Feedback

• Be sure to add the feedback section, where you can see your potential collaborations and all the feedback you can get from critical stakeholders.

Timeline

• Put everything on the timeline, indicating each action step and milestone that will be completed.

• This will help to track the progress and make sure you will be able to stay on target during this time.

Before we get to the conclusions part, let’s get over some tips for making the best out of the 30-60-90 day plans and what to do to be effective. However, ensure to customize it to create a dynamic document that can be changed and developed when necessary.

Setting the Right Roles/Responsibilities

• One of the key elements to keep in mind when drafting a 30-60-90 day plan is to set the right roles and responsibilities for each party. Whether it’s a matter of reporting relationships or dependencies, you need to put all that into the document.

• Additionally – do your research! Understand the company and the industry as a whole and consider all the challenges and opportunities.

Clear Objectives

• Be sure to put out the clear objectives for each phase, 30 days, 60 days, and 90 days, of the plan.

• Stay SMART! –  keep the goals specific, measurable, achievable, relevant, and time-bound.

Good Communication

• Be a good communicator regarding your goals. Stay concise and clear with your language, and outline your actions.

Prioritize

• Identify the key priorities and tasks impacting your role and the organization the most.

• Prioritize activities that align with the company's strategic goals and objectives.

Realistic/Flexible Opportunities

• Be flexible about your goals. They are not set in stone and can change with more information. Be sure to set goals that are realistic and achievable.

• Adjust your plan based on the circumstances, especially regarding feedback and unforeseen circumstances.

Relationship with Stakeholders

• Look for input from your manager, and ensure the key stakeholders have a good relationship with you.

• Be sure to keep your objectives aligned with your company’s priorities.

Milestones

• Be sure to divide your phases into milestones that you can accomplish. It will help you in tracking your progress.

Take the initiative!

• Don’t just wait around and see if you get any action. Seek opportunities, and go beyond the scope of your limited responsibilities.

Learn!

• Additionally – learn and look for activities that can help you with your personal growth. Train, go to workshops, and learn from people who were there before you.

Thank you for reading this article on the 30-60-90-day plan! As mentioned, this plan is a valuable resource for effectively onboarding employees and potentially driving business growth. It's important to note that the plan goes beyond simply checking off tasks. It offers opportunities for adaptation, change, and creating a learning environment. Embrace the plan's flexibility to maximize its benefits and foster continuous growth.

With a well-crafter 30-60-90 day plan, you will be able to present yourself as a professional, show your commitment, the ability to have an impact on people, and introduce yourself to a corporate environment.

Additionally, it’s a document that can help you better understand the new work environment. You can enrich it with insights gathered throughout the company, ensure that the process you are currently on is the right fit for you, and cherish the achievements and the relationships you managed to build.

With a solid plan, you will be able to become not only another employee on a payroll, as you are ready to head on against the challenges of the corporate world! It’s a strategic roadmap that can help you become a valuable asset to the company.

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