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:
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.