Getting started on a new role anywhere can be daunting and exciting and the first few months are crucial. That is where the 30-60-90-day plan comes in. They are a strategic tool to utilize to ensure a smooth onboarding process for new hires.
An effective onboarding is key if you wish to integrate your new employees well enough into your organization so that you won’t have to go into the same troubles of recruitment over and over which can prove to be very costly for any organization. So let’s get into it!
A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal-setting template as well! Don’t worry, just fire this up on a separate tab:
A 30-60-90 day plan is a framework that is structured into three different parts, outlining the first 30, 60, and 90 days separately in an effort to phase plans effectively. Let’s provide more detail into each part.
The First 30 Days
These are the very first days in your new role which means you will inevitably focus on learning and understanding your new environment. This will include resources such as company culture, protocols and processes, and key relationships within the organization.
These will be the very first days you’re familiarizing yourself with your new circumstances and a strong start at that will get you a long way. That is exactly what the first 30-day phase focuses on.
As you move into the second phase, the 60-day plan, the focus will switch to key projects and valuable contributions to the organization. This phase is where you should be getting into taking more initiative, collaborating with team members, and aligning on company goals on the job.
Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership. Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.
When you reach the final phase, the 90-day plan, the objective is to have already achieved a valuable contributor position in your team. With a clear understanding of your role, your goals, and how you need to contribute to organizational objectives, you will be ready to finalize your onboarding.
Effectively spending your first 90 days will leave you already getting results, solidifying your role and establishing long-term strategies in your position and contributions.
Reviews after each checkpoint
Conducting 30-60-90-day reviews after each checkpoint is the best practice when it comes to an effective onboarding process. If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.
You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.
Wondering how you can conduct 30-60-90-day reviews inside Microsoft Teams? Here is a nifty little tutorial!
30-60-90 Day Plan Examples:
Example 1: 30-60-90 Day Plan For a Sales Manager:
30 Day Plan:
Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.
60 Day Plan:
Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.
90 Day Plan:
Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
Implement sales training: 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
30 Day Plan:
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.
60 Day Plan:
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.
90 Day Plan:
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.
HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.
This particular 30-60 90-day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job. A template like this will allow the HR manager to set expectations and provide clear direction, which can help the employee stay focused and motivated.
Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.
The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.
What Are The Benefits Of 30-60-90 Day Plans?
Clarifies Priorities: With the 30-60-90 Day plan, you’ll be able to map out your process and clearly identify your goals in the short and long term, allowing you to clearly see the road ahead.
Demonstrates Initiatives: As 30-60-90 day plans provide an overview of all things during that time period whether it be a new project or an onboarding process, you’ll be able to see your initiatives clearly.
Helps With Time Management: A well-organized plan creates an effective plan that will effectively use your time, leading to more productivity.
Provides Structure: The structured nature of this powerful tool will come with a natural sense of direction which is an important motivator in any case, keeping you on track and striving forward.
Facilitates Communication: The 30-60-90-day plan will create the space for feedback and open channels of communication, giving you and your team the right workspace to be in the loop and address any issues promptly.
What Are The Challenges Of 30-60-90 Day Plans?
As with all things, 30-60-90-day plans come with its own set of challenges that you need to be on the lookout for to effectively utilize this framework. Let’s take a look.
Unrealistic Expectations: Just because it allows you to be structured, does not mean that you have to create them in a way that tries to push unrealistically ambitious goals on yourself and on your team. This can result in frustrations, lower morale, and engagement.
Lack of Flexibility: Structure is an amazing friend to have yet the importance of agility and flexibility should not be ignored. In whatever case it is natural to hit bumps on the road that you’ll need to accommodate for and in that case, agility will be your new best friend.
Overemphasis on Results: 30-60-90-day plans may give great results but their sole purpose is not the end goals. They exist also to create a smooth process overall that keeps you growing continuously.
Misalignment with Organizational Goals: Always make sure to keep alignment with organizational goals during your process so as to avoid finding yourself no closer to your objectives at the end of your 90-day period, regardless of how organized you were.
If you successfully avoid these pitfalls when it comes to 30-60-90-day plans, we guarantee you’ll have a very fruitful 3 months that are bound to provide favorable results!
9 Useful Tips For Creating A 30-60-90-Day Plan
To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.
Create goals for the first month, second month, and third month
Collect feedback from your peers and direct reports
Create opportunities for continuous learning about the company culture
Make adjustments when needed
Follow up
When To Use A 30-60-90 Day Plan
A 30-60-90 Day Plan can come in handy for several different situations. Let’s list some!
A New Job: Getting started on a new role is a perfect use case for a 30-60-90 day plan. You’ll be able to map out your onboarding process to ensure a swift accommodation into your new responsibilities.
Starting A New Project: Whether you’re leading or joining a new project, this 3 phase structure will give you the necessary framework that ensures productivity and gets you the results you seek.
Preparing For Performance Reviews: 30-60-90-day plans can also be a useful tool when you’re preparing for performance reviews. It will allow you to structure your progress as you approach your evaluation.
Performance Management Software
Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.
This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:
That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:
Teamflect
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
A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.
What are the benefits of 30-60-90-day plans?
Clarifies priorities and goals Demonstrates initiative Helps with time management Provides structure and direction Facilitates communication
What are some mistakes to avoid with 30 60 90 day plans?
Setting unrealistic expectations, neglecting prioritization, ignoring flexibility, and focusing only on the short term are some of the common mistakes to avoid when it comes to creating 30-60-90 day plans.
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