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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.

How to create a work plan (with template)

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

Published: December 06, 2023

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

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

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

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

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

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

30-60-90 Day Plan

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

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

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

Free Sales Training Template

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

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

You're all set!

Click this link to access this resource at any time.

30-60-90 Day Plan for Interview

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

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

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

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

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

Then, stagger those goals over three months.

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

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

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

30-60-90 Day Plan for New Job

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Free 30/60/90 Day Onboarding Template

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

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

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

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

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

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

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

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

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

Learning Goals

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

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

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

Performance Goals

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

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

Initiative Goals

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

Personal Goals

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

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30-60-90 day plan for new hires (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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Don’t like giving feedback? These 20 tips are for you

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

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

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

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

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

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

What is a 30-60-90 day plan?

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

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

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

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

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

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

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

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

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

Benefits of a 30-60-90 day plan

Focus on important tasks

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

Keep track of your goals

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

Build trust and team cohesion

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

Better time management

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

Encourages periodic performance review

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

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

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

Priorities 

Metrics of success.

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

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

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

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

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

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

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

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

How to write a 30-60-90 day plan

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

1. Think long term 

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

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

2. Be flexible 

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

3. Draft a template

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

4. Create action items 

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

5. Set SMART goals 

Your SMART goals should be:

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

6. Determine KPIs

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

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

7. Ask questions 

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

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

Examples of questions to ask include:

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

30-60-90 day plan templates

30-60-90 day plan for a manager .

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

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

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

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

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

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

30-60-90 day onboarding plan

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

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

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

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

30-60-90 day plan for executive assistants

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

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

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

30-60-90 day plan for IT managers

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

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

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

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

30-60-90 day plan for data analysts

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

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

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

30-60-90 day plan examples

30-60-90 day plan for sales managers.

30-60-90 day plan for product managers

Frequently asked questions

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

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

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

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

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

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

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

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

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

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

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

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

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

What questions should you ask during a performance review?

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

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

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

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

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

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

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

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

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

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

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

Let’s dive in!

What is a 30-60-90 day plan?

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

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

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

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

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

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

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

30-60-90 day plan benefits

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

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

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

30-60-90 day plan use cases

1. in a job interview.

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

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

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

2. When onboarding new hires

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

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

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

3. From an individual contributor to a team manager

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

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

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

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

5. When you get a new project

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

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

How to create a 30-60-90 day plan

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

1. Goals and Objectives

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

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

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

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

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

Performance goals  

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

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

Learning goals

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

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

Innovative goals

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

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

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Personal goals

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

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

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2. Action Items and Action Plan

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

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

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

3. Deliverables & Measures of Success 

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

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

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

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

4. Additional Elements

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

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

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

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

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

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

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

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

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

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

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

1. Comprehensive Document - Word / Google Docs Template

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

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

2. Dynamic Presentation - PowerPoint / Google Slide Template

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

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

3. Structured Table - Excel / Google Sheet Template

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

30-60-90 Day Plan For Your Interview 

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

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

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

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

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

30-Day Plan

Objective: 

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

Key Actions:

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

After the first month, I will: 

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

60-Day Plan

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

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

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

90-Day Plan

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

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

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

30-60-90 Day Onboarding Plan For New Employees

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

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

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

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

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

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

30-60-90 Day Plan For a New Manager

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

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

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

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

30-60-90 day plan for Executives

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

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

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

Wrapping it up

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

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

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

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

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

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

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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

Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. 

The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done. Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. 

When teams have clarity into the work getting done, there’s no telling how much more they can accomplish in the same amount of time.  Try Smartsheet for free, today.

Discover why over 90% of Fortune 100 companies trust Smartsheet to get work done.

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

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

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

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

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

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

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

Benefits of a 30-60-90-Day Plan

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

For Employees

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

For Managers

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

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

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

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

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

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

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

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

Setting SMART 30-60-90-Day Goals

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

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

Sales 30-60-90-Day SMART Goals

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

Engineering 30-60-90-Day SMART Goals

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

30-60-90-Day Tips for Managers

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

Set Expectations

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

Foster Growth

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

Track Progress

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

30-60-90-Day Tips for Employees

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

Prepare Thoroughly

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

Set Milestones

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

Maintain Accountability

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

Conducting 90-Day Reviews

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

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

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

30-60-90-Day Plan Example

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

Days 1-30: Orientation

Days 31-60: Initial Contribution

Days 61-90: Full Integration

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

The Bottom Line

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

Frequently Asked Questions

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

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

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

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

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

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

Related Articles

Successful 30-60-90 day plan

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 27, 2021 · updated April 2, 2024

17 minute read

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

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

What is a 30-60-90 day plan?

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

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

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

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

Here are a few of the benefits of creating one:

1. Increased chances of being hired

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

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

2. Positive impression on the interviewer

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

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

3. Smooth onboarding

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

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

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

4. Increased productivity

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

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

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

• Personal goals
• Actions and metrics

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

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

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

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

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

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

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

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

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

Action and metrics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

1. Identify the company’s mission

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

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

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

2. Thoroughly understand the job description

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

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

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

3. Explain your plan thoroughly

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

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

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

4. Don’t be ashamed to brag

Present your plan in great detail.

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

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

5. Identify your priorities

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

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

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

6. Set measurable goals

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

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

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

7. Remember to course-correct

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

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

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

8. Don’t be afraid to ask questions

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

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

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

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

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

1. Take time to learn about direct reports

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

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

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

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

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

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

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

2. Inform yourself

Consider this step as an extension of the previous one.

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

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

3. Create an atmosphere of trust and alignment

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

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

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

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

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

4. Identify your strongest employees

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

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

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

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

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

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

5. Set SMART goals

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

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

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

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

6. Review processes

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

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

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

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

7. Implement changes to meet company goals

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

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

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

8. Identify your staffing needs

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

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

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

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

9. Conduct regular meetings

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

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

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

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

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

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

Kate williams.

16 November 2022

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!

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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! 

Content Marketer at SurveySparrow

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

Don’t you just love it when a plan comes together? We all have a bit of Hannibal inside of us after all. We’re referring to the A-Team and not the Silence Of The Lambs of course. Don’t break out the cianti just yet!

All jokes aside 30-60-90 day plans are amazing performance management tools for large teams and individuals alike. Creating a 30-60-90 day plan ranks among the top best practices when onboarding new hires or promoting existing team members to new roles.

This week, we wanted to provide you with helpful tips on how to write 30-60-90 day plans, alongside helpful 30-60-90 day plan examples and effective 30-60-90 day plan templates! So what are we waiting for? Let’s get right to 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 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 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.

The First 30 Days

During the first 30 days of your new role, your primary focus is usually on getting settled in and learning the ropes.

While some could liken this section of the 30-60-90 day plan to the honeymoon phase, completely full of sunshine and rainbows, it does come with some getting used to.

You may find yourself spending time getting to know your team, understanding the company culture and values, and familiarizing yourself with the processes and procedures of your new job.

This period might also be the timeframe when you begin to identify potential challenges and opportunities for improvement, which you can address in the upcoming phases of your plan.

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 60-day phase of your plan, your focus may shift towards executing key projects and making meaningful contributions to the organization.

You should definitely begin to take ownership of specific initiatives, work collaboratively with colleagues to achieve shared goals, and implement new ideas and strategies that align with the company’s objectives.

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

By the time you reach the 90-day mark, your goal is to have established yourself as a valuable contributor to the company.

You should have a clear understanding of your job responsibilities, your team dynamics, and the organization’s priorities.

Having a complete grasp of how everything around you works brings with it a certain amount of confidence that should really impact your performance.

You should also be able to demonstrate your ability to achieve results, innovate, and adapt to changing circumstances by now. After all, you are now a full-fledged member of the team!

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.

Wandering 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: Implement a sales training program and track team members’ progress against development goals.
• 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.

This in turn lets the HR manager set expectations and provide clear direction, which can help the employee stay focused and motivated.

The 30-60-90 day plan can be used as a performance evaluation tool as well, allowing the HR manager to assess the employee’s progress and make any necessary adjustments to their training or development.

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?

1. Clarifies priorities and goals

Having a 30-60-90 day plan helps you clarify your priorities and goals in the first few months of your new role. The first three months on the job can be intimidating. breaking down your objectives into manageable pieces helps make sure you are focusing on the most important tasks and making progress towards your goals. Taking advantage of OKR software definitely helps here.

2. Demonstrates initiative

Creating a 30-60-90 day plan shows your employer that you are proactive, invested in your role, and willing to take the initiative to succeed. Demonstrating how you are willing to map out the next three months can help you build trust with your employer and position yourself as a valuable asset to the organization.

3. Helps with time management

A 30-60-90 day plan can help you stay on track and avoid feeling overwhelmed by the amount of new information and responsibilities you need to absorb.

Dividing your initial three months at an organization into achievable milestones will help you manage all the difficulties of managing time and responsibilities in your first months.

4. Provides structure and direction

The plan provides a structure and direction to your work, helping you make steady progress toward your objectives. Having a plan in place keeps you focused, engaged, and most importantly, accountable.

5. Facilitates communication

Creating a 30-60-90 day plan can help you communicate with your supervisor and team about your goals, priorities, and progress. You will always have an answer to the question “What are you up to these days?”. That translates into an improved relationship with your management and colleagues.

What are the challenges of 30-60-90 Day Plans?

1. time constraints.

Crafting a comprehensive plan within a short timeframe can be challenging, especially when considering the need for thorough research and analysis. Processes like gathering data, market research, and the evaluation of internal processes can be a tricky balance when you’re trying to meet business needs.

2. Ambiguity

Uncertainty about the role, expectations, and organizational dynamics can make it difficult to create a detailed plan that aligns with the company’s goals and objectives. Lack of clarity at any level in 30-60-90 day plans can lead to misalignments and unmet expectations.

3. Resource Limitations

Limited access to resources, such as data, tools, or personnel, may hinder the development and implementation of the plan. If you don’t possess the right software or other tools, it can be hard to keep the steps on your 30-60-90 day plan smooth sailing and meet objectives in the given time frames.

4. Alignment

Aligning the plan with the organization’s strategic priorities and gaining buy-in from key stakeholders can be challenging, especially in complex organizational structures. It’s not always easy to manage alignment due to competing agendas and schedules in such organizations and it is why effective stakeholder engagement is a must.

5. Measuring Progress

Establishing metrics and key performance indicators (KPIs) to measure progress and success can be challenging, particularly when dealing with qualitative objectives or outcomes. Identifying realistic and objective-related metrics need to come from certain benchmarks of your industry otherwise it can be hard to provide an insightful monitoring during your 30-60-90 plan.

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

What situations will your 30 60 90 day plan be the most effective in? Let’s dive right in.

30-60-90 day plan for an interview 

You can consider creating a 30-60-90 day plan for your interviews if you want to impress your potential employer. For instance, an employee who is applying for a sales role can put together a 30-60-90 day plan which includes what they can focus on in their new position.

30-60-90 day plan for a new job

30 60 90 plans are more frequently used in the employee onboarding process because they help both hiring managers and new hires. It helps you set performance expectations for the next three months.

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.

• 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 : While it’s essential to be ambitious, setting unrealistic expectations is a common pitfall. We are after all, only talking about a one to three-month period. That isn’t very long now, is it?

Overloading a 30-60-90 day plan with too many objectives can overwhelm individuals and lead to burnout. Ensure that your goals are challenging but also attainable within the designated time frames.

Neglecting Prioritization : Setting tasks for the upcoming 30-60-90 days is great but your job as a leader doesn’t end with task assignments. A common mistake is failing to prioritize tasks and goals within the 30-60-90 day plans.

Without clear priorities, individuals may find themselves scattered, trying to accomplish everything at once. Establishing a clear order of importance for tasks can help individuals focus on what matters most.

Ignoring Flexibility : What is that old saying about the best-laid plans of mice and men? Circumstances change. Plans go down the drain and new ones need to be made. That is why rigidity can be detrimental to 30-60-90-day plans.

The unexpected can happen, and unforeseen challenges can arise. A mistake to avoid is not allowing room for adjustments and flexibility within the plan. Plans should be adaptable to accommodate changing circumstances.

Short-Term Focus Only : 30-60-90 day plans are designed to provide short-term structure, but another mistake is neglecting the long-term perspective. These plans should ideally align with broader career or organizational goals. It is imperative to ensure that short-term actions contribute to long-term success.

All in all, a well-structured 30-60-90 day plan is a highly powerful tool to use when striving for your goals and objectives. It provides you with a valuable roadmap that gives a clear direction of where you’re headed and how you can get to your envisioned future in your business.

This structured approach of a strategic plan you will craft is not only a key part of your road to success but also a very important asset in your real growth as a person and a business. 30-60-90 day plans promise short-term success and the enablement of continued improvement and sustained success.

Whether you apply it in a personal or professional setting, as an employee or a leader, 30-60-90-day plans prove to be effective in turning aspirations into tangible, measurable outcomes. Use this guide and craft one of your own to start succeeding!

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Written by Emre Ok

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

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Understanding 30-60-90 sales plans and incorporating them into a presentation

Get your team on prezi – watch this on demand video.

Anete Ezera April 16, 2024

30-60-90 sales plans are essential tools for sales professionals, providing a clear roadmap for the first three months on the job. They help in setting realistic goals and strategies for achieving sales success. As presentations play a crucial role in conveying these plans, choosing the right platform is key. Prezi shines as a lively choice for crafting presentations. Its engaging layout lets you highlight your 30-60-90 sales plan in a way that’s informative and visually striking. Let’s take a closer look at what this sales plan is and how to turn one into an accomplished presentation. 

What is a 30-60-90 sales plan?

A 30 60 90 sales plan is a strategic outline designed to structure the first 90 days of a sales professional’s role. It’s divided into three distinct phases, each spanning 30 days. The first phase focuses on learning, including understanding the company’s products, market, and sales processes. The next 30 days are about planning and starting to engage with customers, applying the initial learnings. The final stretch aims at execution, where the groundwork laid in the previous phases is put into action with the goal of closing sales and meeting targets. This systematic approach ensures a focused and efficient start, setting the foundation for ongoing sales success.

The benefits of 30-60-90 sales plans

A 30-60-90 day plan for sales positions brings several advantages, enhancing interview performance, smoothing the onboarding process, and fostering ongoing achievement. Let’s explore the key benefits:

• Smooth start for new employees: This plan outlines key focus areas for newcomers, speeding up their adjustment and productivity. It simplifies the transition, reducing stress.
• Efficient time management: For individuals in new positions or sales territories, this plan acts as a clear guide for initial actions, aiding in a quick adaptation without confusion or pressure.
• Fosters a trusting workplace: Encouraging conversations with managers and team members, a 30-60-90 day plan helps cultivate a supportive and trust-based environment.
• Promotes continuous development: Serving as a roadmap for early improvement, the plan also supports sustained growth, offering direction for ongoing advancement.
• Clear objectives for leadership: With defined achievements and milestones, leaders can easily assess progress, aligning individual efforts with the company’s objectives.
• Distinguished job applicants: Bringing a 30-60-90 plan to an interview signifies preparedness and initiative, setting candidates apart in a competitive field.

In essence, a 30-60-90 plan clarifies the path forward, making the start of a new job more manageable and uniting teams toward common goals.

30-60-90 sales plan examples 

To provide a clearer picture of how a 30-60-90 day plan for sales managers might look in practice, here are three examples across different industries. Each example demonstrates how the plan can be tailored to specific roles and market contexts.

Example 1: Software sales manager

First 30 days – learning and integration

• Focus on understanding the company’s software products, competitor analysis, and current market trends.
• Engage in training sessions on the company’s CRM tools and sales methodologies.
• Shadow experienced team members on sales calls to gain insights into the sales process and customer interactions.

Next 30 days – strategy development and relationship building

• Start developing strategies for lead generation and conversion based on insights gathered in the first month.
• Initiate contact with potential clients to build relationships and understand their needs.
• Work with the marketing team to create targeted campaigns for different segments of the market.

Last 30 days – implementation and evaluation

• Begin implementing the sales strategies developed, focusing on reaching out to high-potential leads.
• Monitor sales progress and adapt strategies as needed for maximum efficiency.
• Set performance metrics for the team and review individual progress, offering feedback and coaching where necessary.

Example 2: Pharmaceutical sales manager

First 30 days – orientation and market understanding

• Acquire comprehensive knowledge about pharmaceutical products, including their benefits and regulations.
• Study the healthcare landscape, identifying key players and potential clients such as hospitals and clinics.
• Learn about the sales compliance and ethical guidelines specific to the pharmaceutical industry.

Next 30 days – networking and plan formulation

• Attend industry conferences and events to network with healthcare professionals.
• Develop a detailed plan for engaging potential clients, including personalized pitches and educational materials about the products.
• Collaborate with the sales team to refine the approach based on feedback and initial interactions with clients.

Last 30 days – execution and growth

• Execute the engagement plan, focusing on establishing long-term relationships with healthcare providers.
• Analyze sales data to identify trends and areas for improvement.
• Implement a feedback loop with the team to continuously improve the sales process and product offerings based on client needs.

Example 3: Retail sales manager

First 30 days – product and process familiarization

• Immerse in learning about the retail products, store layout, and customer service standards.
• Understand the sales reporting and inventory management systems.
• Observe customer interactions and sales tactics used by successful sales representatives.

Next 30 days – team engagement and sales promotion planning

• Begin engaging the sales team with regular meetings to discuss goals and strategies.
• Plan and develop sales promotions and displays in collaboration with the marketing department.
• Start building relationships with key customers and local community organizations to increase foot traffic.

Last 30 days – sales initiatives and performance tracking

• Launch sales promotions and track their success through daily sales reports.
• Adjust sales strategies based on promotion outcomes and customer feedback.
• Review team performance and identify areas for improvement, setting goals for the next quarter.

These 30 60 90 day plan examples demonstrate just how flexible this style of plan is, making sure it can be tailored to meet the specific needs and opportunities of various industries and positions.

Turning your 30-60-90 ideas into a presentation

Transforming your 30-60-90 day plan into a presentation is the most common strategy for precisely showing your approach and ambitions. Here’s why opting for a presentation method stands out as the best choice:

Bring your strategy to life

Transitioning from abstract concepts to visual displays, a presentation breathes life into your plan, making it comprehensible and tangible. This method is particularly impactful when it comes to simplifying complex strategies for straightforward communication.

Capture and keep audience engagement

Utilizing dynamic elements, presentations effectively grab and hold your audience’s focus. This level of engagement is essential to ensure your message is absorbed and retained.

Showcase your commitment and preparation

A meticulously prepared presentation reflects your professionalism and the thorough preparation you’ve undertaken for your new position. It shows off your serious dedication and readiness to embark on this new journey.

Ensure your message is crystal clear

Through the structured organization of your ideas and strategies, presentations ensure a smooth flow of information, allowing your audience to clearly understand your goals, intentions, and the methods you’ll use to reach them.

Adapt to your audience

Presentations offer the versatility to adjust your message based on your audience, whether it’s an individual meeting, a session with a select group, or a presentation to a larger audience. This adaptability guarantees the effective transmission of your 30-60-90 day plan in any scenario.

Encourages instant interaction

Presentations often pave the way for on-the-spot feedback, giving you the chance to respond to inquiries, address any concerns, and consider suggestions immediately. This level of interaction can provide crucial insights and assist in fine-tuning your strategy.

So, it’s clear that presentations are the way to go when it comes to 30-60-90 day sales plans, and platforms like Prezi are making creating them easier than ever before. 

Using templates for fast results

When it’s time to develop your presentation for your 30 60 90 day sales plan, Prezi can help you out by offering customizable templates that suit any professional field. With options for both a light and a dark visual theme, these templates are designed to cater to the diverse preferences of different industries. Each version is crafted to support you in detailing the specific objectives and strategies of your sales plan, segmenting the plan into clear, 30-day increments.

What makes Prezi’s templates stand out is their engaging use of motion, effectively leading your audience through each phase of your plan as though unfolding a story. This approach is great for retaining the attention of your viewers and also aids in conveying the structured progression of your 30-60-90 day strategy. 

The light-themed template shines in its clean and professional demeanor, ideal for presenting in brightly lit environments or sectors that favor a crisp, concise presentation style. Conversely, the dark-themed template brings a touch of sophistication and modernity, perfect for industries leaning towards innovative or creative presentations.

Storytelling with Prezi

These templates are more than just backgrounds for your 30 60 90 examples; they’re a storytelling tool, facilitating a dynamic journey through your planned objectives, tactics, and benchmarks. With sections designated for each phase, personalizing the template with your plan’s details becomes a straightforward process, allowing you to concentrate on crafting a compelling narrative around your strategies and goals.

Use Prezi’s ready-made templates for your upcoming 30-60-90 day sales plan presentation. This approach turns your strategic outline into a compelling, unforgettable narrative, keeping your audience attentive and well-informed all the way through.

30-60-90 presentation tips and cautions 

Before you start crafting your presentation, here’s a list of essential guidelines and pitfalls to avoid ensuring your process is smooth and effective.

Guideline: Make sure your presentation concisely details your goals and methods for each segment of the 30 60 90 day sales plan, using bullet points, charts, and graphs for clear communication.

Pitfall to avoid: Resist the temptation to fill your slides with excessive detail. Too much information can overwhelm your audience, causing confusion or disengagement. Strike a balance between being comprehensive and succinct.

Customization of content

Guideline: Tailor your presentation to mirror the unique culture and needs of the organization, emphasizing how your plan aligns with the company’s objectives.

Pitfall to avoid: Avoid a generic approach. Presenting a one-size-fits-all 30 60 90 day sales plan can be less effective, failing to resonate with your audience or address specific needs and challenges.

Visual engagement

Guideline: Use appropriate visuals to bolster your key points, making complex data more understandable and keeping your audience’s attention.

Pitfall to avoid: Exercise caution in the use of visuals. Overutilization or irrelevant imagery can detract from your core message.

Preparation and refinement

Guideline: Repeatedly rehearse your presentation to navigate its flow confidently and manage topic transitions smoothly.

Pitfall to avoid: Avoid a delivery that relies heavily on reading from your slides or notes, which can seem uninspired. Aim for a delivery that feels natural and engaging.

Readiness for questions

Guideline: Prepare for potential questions about your 30 60 90 day sales plan, showing your in-depth preparation and grasp of the plan.

Pitfall to avoid: Never ignore audience questions or concerns. Inadequately addressing these can diminish your credibility and the perceived viability of your plan.

Demonstrating adaptability

Guideline: Illustrate your willingness to incorporate feedback and make necessary adjustments to your plan, showing your adaptability to unforeseen challenges.

Pitfall to avoid: Avoid presenting a plan that appears indecisive or vague. Your audience is looking for a robust strategy that displays both confidence and insight.

Adhering to these guidelines while avoiding common pitfalls will help you develop a 30 60 90 day sales plan presentation that not only engages and impresses your audience but also lays a solid groundwork for your success.

A step-by-step guide for making your 30-60-90 presentation

Now we’ve discussed some key tips, it’s time to start the creation process. Assembling an impactful 30-60-90 day sales plan presentation demands a thoughtful strategy and the appropriate tools. Using Prezi features allows you to build a presentation that effectively delivers your plan while keeping your audience engaged throughout.

Step 1: Gathering inspiration

Start by immersing yourself in the variety of 30 60 90 day sales plan examples Prezi has on offer. This initial step is about soaking up ideas and understanding different ways to articulate and structure your plan. Seeing how others have tackled their presentations can spark innovative ideas.

Step 2: Template selection

With inspiration in hand, it’s time to pick the right template on Prezi. Whether you lean towards something with a light and airy feel or prefer the depth of a dark theme, ensure it has a structure that mirrors the 30-60-90 day plan’s segments. The right template will naturally guide your content organization.

Step 3: Laying out your plan

Outline your content next, breaking down the plan into the 30-day phases. Detail what you aim to learn, strategize, and accomplish in each phase. Prezi’s unique presentation paths allow for a customized flow that can adapt to your narrative, enabling detailed dives without losing the overarching thread.

Step 4: Customizing your presentation

Now, tailor your chosen template to fit your brand and message. Use Prezi to add your company’s colors, logo, and any specific imagery or multimedia that supports your points. This customization makes your presentation not only more engaging but also aligned with your corporate identity.

Step 5: Rehearsing your delivery

After your presentation is polished, rehearse your delivery to ensure a smooth execution. Familiarize yourself with navigating your Prezi presentation, making sure you can seamlessly transition from one segment to the next, maintaining a confident and engaging delivery throughout.

Step 6: Sharing your vision

Before your presentation day, share your Prezi with key stakeholders to provide a preview. When it’s time to present, use Prezi presenting features to deliver your message, whether you’re in a face-to-face setting or connecting with a remote audience using Prezi Video .

Following these guidelines and using Prezi’s interactive features, you can present a 30-60-90 day sales plan that communicates your strategies effectively and keeps your audience interested from beginning to end.

What else does Prezi have to offer?  

Prezi extends beyond the usual presentation platforms, introducing advanced tools such as Prezi AI and AI text editing to enhance the quality of your presentations, making them ideal for 30-60-90 day sales plan presentations.

In situations where time is limited, Prezi AI is an invaluable tool for sales professionals. It offers a quick way to create your 30-60-90 day sales plan presentation. Just describe your topic, and Prezi AI steps in to suggest suitable color schemes, design, and layout options and compiles everything into a cohesive presentation. This feature is especially useful for those who need to quickly put together a professional and visually appealing presentation. Prezi AI simplifies the presentation creation process, letting you concentrate on refining your sales strategy.

AI text editing

Transforming text-dense slides into engaging visuals is crucial for maintaining audience interest. Prezi excels in creating captivating presentations, thanks in part to its AI text editing capabilities . With this feature, extensive lists and bullet points can be effortlessly turned into visual components and animated slides. This not only enhances the aesthetic appeal of your presentation but also aids in making it more memorable. Whether it’s through using graphics to spotlight key points or animating text to underscore important details, Prezi’s visual tools ensure your message stands out and stays with your audience well after the presentation concludes.

Conventional slide-by-slide methods vs Prezi canvas

The primary goal of delivering a 30-60-90 day presentation is to captivate the audience and instill belief in your proposed plans. Gone are the days of traditional, slide-by-slide presentations characterized by a monotonous pace. Today, presentations have evolved, introducing a more engaging alternative: Prezi canvas.

The conventional method of presenting, slide by slide, often lacked the dynamism required to maintain audience interest. The linear progression limited the presenter’s ability to seamlessly transition between ideas. Audiences, saturated with such presentations, became accustomed to predictability, and engagement declined as a result.

This is where Prezi comes in to help you break free from the constraints of linear storytelling. Unlike other tools, Prezi offers a more immersive experience, allowing you to navigate through ideas in a non-linear fashion. This freedom enables you to craft dynamic narratives that resonate deeply with your audience.

Prezi lets you design presentations with spatial organization, promoting exploration and discovery. By zooming into and out of different key areas, you lead your audience on an exploratory journey through your concepts, maintaining their interest and anticipation for what comes next. With Prezi, sharing your 30-60-90 day sales plan becomes an interactive and far from monotonous experience.

Craft a winning 30 60 90 sales plan presentation with Prezi 

Making a successful 30-60-90 day sales plan presentation is about more than just sharing your initial strategy—it involves crafting a compelling story that highlights your vision for success in your new position. This is your chance to show how well you understand the role, the challenges that lie ahead, and your approach to tackling them.

But, an effective presentation is not limited to the details of sales targets and strategies. It revolves around crafting a personal narrative on how you plan to blend into the company, adapt to its culture, and contribute to its growth. This storytelling part is crucial for outlining your immediate actions as well as underscoring your long-term contributions and worth to the team.

Prezi stands out as the tool that can transform your 30-60-90-day plan from a basic outline into an immersive, unforgettable experience. It’s the platform that elevates your plan into a dynamic exploration, setting the stage for you to make a significant impact from the very beginning.

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About a third of U.S. workers who can work from home now do so all the time

Roughly three years after the COVID-19 pandemic upended U.S. workplaces, about a third (35%) of workers with jobs that can be done remotely are working from home all of the time, according to a new Pew Research Center survey. This is down from 43% in January 2022 and 55% in October 2020 – but up from only 7% before the pandemic.

While the share working from home all the time has fallen off somewhat as the pandemic has gone on, many workers have settled into hybrid work. The new survey finds that 41% of those with jobs that can be done remotely are working a hybrid schedule – that is, working from home some days and from the office, workplace or job site other days. This is up from 35% in January 2022.

Among hybrid workers who are not self-employed, most (63%) say their employer requires them to work in person a certain number of days per week or month. About six-in-ten hybrid workers (59%) say they work from home three or more days in a typical week, while 41% say they do so two days or fewer.

Related: How Americans View Their Jobs

Many hybrid workers would prefer to spend more time working from home than they currently do. About a third (34%) of those who are currently working from home most of the time say, if they had the choice, they’d like to work from home all the time. And among those who are working from home some of the time, half say they’d like to do so all (18%) or most (32%) of the time.

Pew Research Center conducted this analysis to study how the COVID-19 pandemic has affected the workplace and specifically how workers with jobs that can be done from home have adapted their work schedules. To do this, we surveyed 5,775 U.S. adults who are working part time or full time and who have only one job or who have more than one job but consider one of them to be their primary job. All the workers who took part are members of the Center’s American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses.

Address-based sampling ensures that nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP’s methodology .

Here are the questions used for this analysis, along with responses, and the survey’s methodology .

The majority of U.S. workers overall (61%) do not have jobs that can be done from home. Workers with lower incomes and those without a four-year college degree are more likely to fall into this category. Among those who do have teleworkable jobs, Hispanic adults and those without a college degree are among the most likely to say they rarely or never work from home.

When looking at all employed adults ages 18 and older in the United States, Pew Research Center estimates that about 14% – or roughly 22 million people – are currently working from home all the time.

The advantages and disadvantages of working from home

Workers who are not self-employed and who are teleworking at least some of the time see one clear advantage – and relatively few downsides – to working from home. By far the biggest perceived upside to working from home is the balance it provides: 71% of those who work from home all, most or some of the time say doing so helps them balance their work and personal lives. That includes 52% who say it helps them a lot with this.

About one-in-ten (12%) of those who are at least occasionally working from home say it hurts their ability to strike the right work-life balance, and 17% say it neither helps nor hurts. There is no significant gender difference in these views. However, parents with children younger than 18 are somewhat more likely than workers without children in that age range to say working from home is helpful in this regard (76% vs. 69%).

A majority of those who are working from home at least some of the time (56%) say this arrangement helps them get their work done and meet deadlines. Only 7% say working from home hurts their ability to do these things, and 37% say it neither helps nor hurts.

There are other aspects of work – some of them related to career advancement – where the impact of working from home seems minimal:

• When asked how working from home affects whether they are given important assignments, 77% of those who are at least sometimes working from home say it neither helps nor hurts, while 14% say it helps and 9% say it hurts.
• When it comes to their chances of getting ahead at work, 63% of teleworkers say working from home neither helps or hurts, while 18% say it helps and 19% say it hurts.
• A narrow majority of teleworkers (54%) say working from home neither helps nor hurts with opportunities to be mentored at work. Among those who do see an impact, it’s perceived to be more negative than positive: 36% say working from home hurts opportunities to be mentored and 10% say it helps.

One aspect of work that many remote workers say working from home makes more challenging is connecting with co-workers: 53% of those who work from home at least some of the time say working from home hurts their ability to feel connected with co-workers, while 37% say it neither helps nor hurts. Only 10% say it helps them feel connected.

In spite of this, those who work from home all the time or occasionally are no less satisfied with their relationship with co-workers than those who never work from home. Roughly two-thirds of workers – whether they are working exclusively from home, follow a hybrid schedule or don’t work from home at all – say they are extremely or very satisfied with these relationships. In addition, among those with teleworkable jobs, employed adults who work from home all the time are about as likely as hybrid workers to say they have at least one close friend at work.

Feeling connected with co-workers is one area where many workers who rarely or never work from home see an advantage in their setup. About four-in-ten of these workers (41%) say the fact that they rarely or never work from home helps in how connected they feel to their co-workers. A similar share (42%) say it neither helps nor hurts, and 17% say it hurts.

At the same time, those who rarely or never work from home are less likely than teleworkers to say their current arrangement helps them achieve work-life balance. A third of these workers say the fact that they rarely or never work from home hurts their ability to balance their work and personal lives, while 40% say it neither helps nor hurts and 27% say it helps.

When it comes to other aspects of work, many of those who rarely or never work from home say their arrangement is neither helpful nor hurtful. This is true when it comes to opportunities to be mentored (53% say this), their ability to get work done and meet deadlines (57%), their chances of getting ahead in their job (68%) and whether they are given important assignments (74%).

Most adults with teleworkable jobs who work from home at least some of the time (71%) say their manager or supervisor trusts them a great deal to get their work done when they’re doing so. Those who work from home all the time are the most likely to feel trusted: 79% of these workers say their manager trusts them a great deal, compared with 64% of hybrid workers.

Hybrid workers feel about as trusted when they’re not working from home: 68% say their manager or supervisor trusts them a great deal to get their work done when they’re not teleworking.

Note: Here are the questions used for this analysis, along with responses, and the survey’s methodology .

• Business & Workplace
• Coronavirus (COVID-19)

A look at small businesses in the U.S.

Majorities of adults see decline of union membership as bad for the u.s. and working people, a look at black-owned businesses in the u.s., from businesses and banks to colleges and churches: americans’ views of u.s. institutions, 2023 saw some of the biggest, hardest-fought labor disputes in recent decades, most popular.

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ABOUT PEW RESEARCH CENTER  Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of  The Pew Charitable Trusts .

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