A 30-60-90 day plan is a valuable tool that provides a distinct roadmap for a new employee to follow during the initial 30, 60, and 90 days of their employment at a new company.

This outlined plan has a purpose of setting tangible goals, outlining a clear vision for their skill development and contributions to the organization at each defined stage.

The primary intention of the 30-60-90 day plan is to facilitate a seamless transition for the employee into the new workplace by fostering an effective adjustment period, which is both empowering and encouraging for them in their new role.

A 30-60-90 day plan doesn't have a fixed length, but there are crucial elements it must contain. One significant part of such a plan should be devoted to outlining the onboarding and training processes, any necessary procedures for integrating into the new role or environment. You should also clearly delineate the goals you are expected to achieve during each 30-day period in the course of the plan. Such goals lead a purposeful drive towards progress and could be set in consultation with your superiors or mentors to ensure they are realistic yet challenging.

In this plan, it is also necessary to list the essential people who you will need to interact or collaborate with for successful execution of tasks and projects. This can help foster good working relationships and collaborations from the start. Along with that, mention the resources you will need to review or refer to, to support your goals. These resources can be anything from training material, company policies, specific software, or databases that will play a part in your workings.

Organizing all this information can typically result in a document whose length can range between 3 to 8 pages. However, the length of the document can vary, depending primarily on how the content is formatted. Through focusing on clear, concise language and the use of bullet points and numbered lists, you can make the plan easy to read and to the point.

• Outline onboarding and training processes
• Set realistic and challenging goals
• Specify essential collaborators
• Mention necessary resources for goal support

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A structured plan for transitioning into a new role effectively usually encompasses three primary stages--the first month (1-30 days), the second month (31-60 days), and the final month (61-90 days). Each of these stages carry distinct objectives. For instance, during the initial 30 days, the paramount objective is to amass as much knowledge and understand as much about the new position as possible. The subsequent 30 days are structured around applying the newly acquired skills, and in the concluding one month, the objective shifts towards showcasing the mastery of such skills through quantifiable metrics and taking charge of fresh tasks.

Each of these stages comprise of several key elements that assist in establishing objectives and elucidating the intended results. These elements include:

• The Primer: This provides a macroscopic view of what the incumbent hopes to accomplish within a 30-day period. Interacting with the superior will be beneficial for the individual to streamline a primer that aligns with their personal ambitions and the company's favourable results.
• The Theme: A short expression or statement that encapsulates the overall objectives for a given period. This could be along the lines of "uncovering fresh prospects", "displaying initiative", or "absorbing knowledge like a sponge".
• Learning Goals: These swivel around specific skills that the individual aims to acquire or enhance to yield more efficient results at work. For instance, if someone is tasked with website content creation, then they may wish to learn HTML, CSS, or other similar skills.
• Performance Goals: These relate to certain measurable parameters proving improvement. Examples include creating additional blog posts per week or decreasing editing requirements put forth by superiors.
• Initiative Goals: These entail brainstorming new ways to contribute to the organization. It could make sense to discuss with the manager about taking charge of new website modifications or upgrades, and setting specific compliance deadlines.
• Personal Goals: These relate to nurturing the workplace environment. Are there ways to enhance team partnerships or illustrate a positive contribution to the company culture?

Nearly all 30-60-90 day plans, which are principally crafted for people stepping into management roles, consist of three distinct phases: a learning phase, a contributing phase, and a leading phase. These phases will be explained in depth in the example plan provided below. A manager's plan is distinguished from other individual's plans by their responsibility towards those who report directly to them and the decisions managers are trusted to make which directly impact the business.

If you're thinking of accepting or hiring for a new management role, it's worth considering specific goals that can be gradually implemented in a manner that assures your success.

An important resource to consider would be the 30-60-90 Day Sales Onboarding Template which provides valuable guidance on the actions required during each phase.

Taking the time to understand your team's strengths and weaknesses is crucial. This would typically be undertaken during the first 30 days. During your initial month at a company, one of the main learning methods for managers is through interpersonal communication with the team.

• The Learning Phase: This essential first step involves familiarising yourself with the tasks of your direct reports and understanding their likes and dislikes, as well as their main challenges.
• The Contributing Phase: In the second phase, within the next 30 days, use your unique skills to assist a direct report in acquiring a new skill. Though you may be new to the company, your unique skills brought you here. This is a chance to share these with your team members, particularly those who report directly to you. You can do this by identifying skill gaps in your team that you can help address.
• The Leading Phase: The final 30-day period offers an opportunity to improve the cost-effectiveness of your team's budget. As a manager, you will likely have control over your department's budget. After gaining insight on where the team's budget is allocated, the final phase is a good time to suggest new investments or budget reallocation.

In this final phase, you should also acknowledge that it's not expected of you to promote people in the initial three months. However, this doesn't mean you shouldn't be acquainted with your team's potential and how to guide them to their desired career paths. Thus, agreeing to develop a training strategy which outlines how to manage your direct reports and guide their career advancement forms an important part of a manager's 30-60-90 day plan.

The roles of executives are a bit unique compared to managers as they face higher performance expectations right from their entry into the organization. As an executive, you're expected to become highly engaged with the organization from the very first day and quickly commence the implementation of high-impact changes in your role. However, understanding the context is crucial as well. This involves comprehending the organization's culture, team, existing operational processes, and challenges before devising solutions for them.

Here, we present some vital steps to include in your 30-60-90 day plan for your executive role:

• Learn as much information as you can (Recommended phase: First 30 days) - Gathering ample information and understanding the operational layout is critical before initiating any action.
• Create an alignment with your team (Recommended phase: First 30 days) - You will be introduced to new individuals and their respective roles within the organization in the first month. As an executive, you should aim to articulate the company's vision while alleviating obstacles faced by your team as they strategize and execute the vision.
• Identify the top performers within your team (Recommended phase: First 30 days) - The top performers or the 'A players' are the employees who consistently exceed expectations. Recognizing them aids in establishing strong teamwork.
• Set goals based on your learnings (Recommended phase: Second 30 days) - Once you understand the organizational structure, you can set definite, measurable goals that can uplift your department.
• Diagnose process issues (Recommended phase: Second 30 days) - This includes identifying and rectifying operational issues and streamlining procedures that work efficiently on a broader scale.
• Implement a hiring plan (Recommended phase: Final 30 days) - Recognize the gaps in your team that need to be filled and plan recruitment for short-term, middle-term, and long-term needs.
• Effect changes in operations (Recommended phase: Final 30 days) - Identify key areas of business that can yield quick results. Remove operational bottlenecks to achieve goals and enhance performance.
• Contribute to broader company goals (Recommended phase: Final 30 days) - As part of the executive team, be prepared to add your extensive knowledge, expertise, and experience to high-level company initiatives.

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We also present a free sales training template to help in setting up a 30/60/90 day training and onboarding plan. It comprises setting up your goals for 30/60/90 days, identifying the people you have to meet in your role, understanding the feedback and review processes, among other discussed aspects. You can download the template from our official website.

In order to foster successful employee growth within any role in the company, setting clear-cut, well-defined performance objectives is an important strategy. Be wary of setting goals that are too vague. Aspirations such as "become better at brainstorming" or "write a more comprehensive blog post" certainly sound great in theory, but they lack the specificity needed in order to evaluate your success. Therefore, the goals you set should be realistic, measurable, and geared towards specific outcomes; this way, you can easily identify the steps you need to take to achieve them, as well as evaluate your progress more effectively.

Here are some guidelines for setting exceptional yet achievable performance objectives:

• Comprehend the overall purpose of your team's goals. Understanding why these objectives need to be met can provide you with crucial insight. This knowledge will motivate you to put in the necessary effort to accomplish these goals.
• Pinpoint your most vital responsibilities. By connecting your own tasks with your team's overall aims, you'll ensure that you're contributing towards meeting the group's objectives. This connection instills personal accountability and motivates you to actively help your team achieve their goals.
• Establish specific metrics to measure your progress. Regularly keeping track of your growth helps in understanding how you're performing, and shows you areas where you can improve. It is useful to have weekly discussions with your manager to assess your work and also determine the progress of your personal performance indicators. Examples of such indicators could be the increase in average views on your blog posts, or assessing the number of qualified leads your published eBooks are generating.

However, focusing purely on meeting performance objectives isn't the sole key to succeeding within your new role. There are many underrated aspects which new hires often overlook. You must fully comprehend the operations of your team and the company, demonstrate initiative, and cultivate strong relationships with coworkers.

For further successful integration, you might want to consider establishing specific goals during each phase of your 30-day, 60-day, and 90-day plan:

• Learning Goals: What steps will you take in order to familiarize yourself with your company, team, and role as quickly and efficiently as possible?
• Initiative Goals: How can you make yourself stand out within the company?
• Personal Goals: What actions will you take to blend in smoothly with your company and team?

Targeting these areas will ensure you make a strong start in your new job. Stick to your plan, and before you know it, you'll find that you're spending less time learning and more time efficiently executing your tasks.

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Take advantage of HubSpot's exclusive 30-60-90 day planning template that has the capacity to accommodate all the significant sections of your work plan. Whether it's primers, themes, or goals, we have a space for everything. This all-inclusive template is designed with the intent of making it straightforward for both you personally and your manager to visualize where you stand in relation to your plan, what your upcoming steps are and ascertaining how well things have proceeded till this point.

• Utilizing our template as your initial point of reference can be incredibly beneficial.
• However, it's recommended to supplement this broad plan with a more meticulous breakdown of your objectives and anticipated results for ensuring that it is in alignment with your company's projected outcomes and expectations.

Through the use of our specially crafted template, we have formed a comprehensive example of a 30-60-90 day plan for the benefit of new employees.

In the first 30 days of being a new employee, it's important to understand that diving head-first into your work or making suggestions about the team's process with limited experience can backfire, as you might not fully understand how the new team operates. Instead, developing a thorough understanding of the company's vision and your team's existing strategy is vital for producing work of high quality and making a real impact. It's alright if you spend some time learning the ins and outs of your job role. In fact, soaking in as much information as possible during your first thirty days is highly encouraged. This is because having a thorough understanding can help you contribute more effectively to improving specific elements of how your team operates.

One key theme for the first 30 days is to 'Be a Sponge,' absorbing as much information as you can. The learning goals for this period include:

• Studying the company's mission, culture, target audience, SEO strategy, among other things.
• Completing new hire training with a 90% or higher score and being able to write 3 blog posts per week.
• Running a Facebook Instant Article experiment and personal goals.
• Getting to know your team personally and professionally.

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As you move on to your 60th day with the company, you should comfortably increase your workload, outperform, and start creating a positive reputation amongst your team members. To achieve these, make your voice heard during meetings, and share your insights for improving the team's operations. You'd already be past your learning curve and noticing factors that your colleagues might have missed thus far, making your input invaluable to the team.

The theme for this 60-day period is to 'Be a Contributor.' Key learning goals in this period involve:

• Knowing how to optimize a new post from scratch.
• Understanding your company's product roadmap and strategy.
• Understanding how the entire department collaborates to grow the business.
• Writing more frequently, reducing the cycle of edits per post, and understanding how to edit a guest post.
• Sharing ideas to boost blog traffic and overseeing the Facebook messenger and Slack distribution strategy.
• Developing relationships with colleagues on other teams.

The final 30 days (up to 90 days) is all about mastering your role, gaining confidence in your abilities, and making significant contributions to your team. This phase can be summarized with the theme 'Be a Leader'. Learning goals involve:

• Analyzing your highest and lowest-performing blog posts.
• Being comfortable writing five blog posts per week.
• Being capable of editing one guest post per week and having 75% of your blog posts not require revisions.
• Liaising with other teams such as the SEO and social media teams to build a mutually beneficial relationship, and also engaging the sales team to understand the customer's pain points better.
• Joining social clubs within the organization, such as the yoga club.

In this example, the 30-60-90 day plan is applied to the role of a team leader. The plan presents a structured method for the team leader to achieve their objectives in the first three months.

30 Days Primer

In the initial phase of 30 days, the team leader's primary task is to build a solid and robust relationship with their team members. It's essential to examine individual team members' strengths and pinpoint areas where they may struggle or need extra support. This process of relationship building greatly contributes to developing effective communication pathways within the team, leading to improved results over time.

Theme: Cultivate Staff Connections

Learning Goals

• Determine the unique strengths of all team members.
• Identify existing challenges that hinder the achievement of team goals.
• Promote strong staff connections through transparent and open communication.

Performance Goals

• Reduce the completion times of projects by 25 percent.
• Boost team member output by 5 percent.

Initiative Goals

• Build a mentorship relationship with at least one team member aspiring for growth in their role.

Personal Goals

• Organize a casual out-of-work activity for staff bonding.

60 Days Primer

In the second phase of 60 days, the focus should shift towards maximizing the relationships built in the first phase. The team leader should reinforce a culture of success by setting explicit goals, measurable metrics, and working in collaboration with the team to achieve desirable outcomes.

Theme: Create a Culture of Success

Learning Goals

• Understand the challenges encountered by previous team leaders.
• Discover recurrent themes in unachieved goals.
• Clearly outline the start points, milestones, and end goals of projects.

Performance Goals

• Ensure deadlines of ongoing projects are strictly adhered to.
• Complete at least one component of a project ahead of the timeline.
• Assume responsibility for one complex task to further develop a resilient team culture.

Initiative Goals

• Propose two potential projects in line with the ongoing project's goals.
• Explore avenues to synchronize efforts with other teams such as sales, marketing, or social media.

Personal Goals

• Allocate time for mindfulness practices at the workplace to enhance your focus.

90 Days Primer

The final phase of 90 days should concentrate on refining the established structure so that it is replicable for future team projects. At this point, the team leader should also look for new opportunities for team members to excel in their roles.

Theme: Identify New Opportunities

Learning Goals

• Meet with the team to evaluate the aspects of the project that were successful and those that were not.
• Identify elements of success in outcomes that surpassed expectations and leverage this knowledge to improve processes in future.

Performance Goals

• Gain proficiency in assigning tasks to staff with minimal supervision.
• Establish a regular performance assessment structure that assists staff in optimizing their performance.
• Identify opportunities for cost-saving measures that do not interfere with existing processes.

Initiative Goals

• Identify and nurture potential leadership talent within the team.
• Gradually transition towards a more autonomous leadership style that instills trust and confidence in the team.

Personal Goals

• Engage in a new hobby to prevent work-related burnout.

The given text below is a detailed plan designed for a marketing strategist over a period of 90 days:

• In the initial 30 days, the primary focus will be on examining the existing marketing efforts to ascertain what strategies have been productive and unproductive. The strategist will dedicate time to meet with the team members and stakeholders. The theme for the first 30 days will be "Analyze Current Performance".
  • Learning Goals: Acquainting oneself with the company's offerings, mission, market positioning, and objectives.
  • Performance Goals: Conducting audits of content and comprehensive analyses of competitors to identify any potential performance gaps.
  • Initiative Goals: Interactions with sales representatives, account managers, and customer support team members.
  • Personal Goals: Lunch with new team members to foster stronger relationships.
• Day 60, the strategist will have identified the performance gaps based on the thorough work performed during the first 30 days. The theme for the next phase is "Identify Performance Gaps".
  • Learning Goals: Researching and conceptualizing new techniques to aid in improving these performance gaps.
  • Performance Goals: Recognizing areas that need improvement, based on the findings of the performance audits and competitor analysis.
  • Initiative Goals: Meetings with the finance team to negotiate the budget for fresh marketing experiments.
  • Personal Goals: Joining interest-based professional communities on platforms like Slack to engage with colleagues from different teams.
• The final 30 days, the third month will be organized around ensuring the research framework they've developed can be replicated or duplicated for new projects and initiatives. The theme for this final phase is "Launch New Experiments".
  • Learning Goals: Identifying successful performance results and analyzing what differentiates these results from ones which did not exceed expectations.
  • Performance Goals: Creation of a structured system for tracking and analyzing the performance of various marketing campaigns.
  • Initiative Goals: The launch of a new experiment devised to counteract a performance gap discovered during the earlier stages of analysis.
  • Personal Goals: Spending a few hours working in a new local coffee shop to offer a change of scenery and work routine.

The initial few months in a new job play a pivotal role in answering a few essential questions. These questions primarily include determining if the company is a suitable fit for the individual. It also allows the newcomer to understand if they can meet and even surpass the expectations set for them. Aside from these, it helps in carving out a long-term career plan.

A well-structured plan for the first 30, 60, and 90 days can alleviate some stress by offering a roadmap to success. This plan merges significant concepts with individual objectives as a strategy to facilitate achievement.

This post was published originally in April 2019 and has been updated for comprehensiveness.

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There's also a Sales Training Template that you can use as a guide for establishing 30, 60, and 90-day goals for sales training and onboarding processes. It's a comprehensive blueprint that outlines essential details like the individuals you aim to meet, the feedback and review process, among other facets. You are all set and can download the template anytime.