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- 30-60-90 Day Plan Template &...
30-60-90 Day Plan Template & Guide [+ Free PowerPoint & Excel Download]
30% of new employees quit within the first 90 days on the job. Creating a 30-60-90 day plan helps engage your new hires from the very start, setting them up for long-term success in record time.
What is a 30-60-90 day plan?
HR’s role in the 30-60-90 day plan
- Helping employees visualize how they align their work and goals to the business and connect day-to-day tasks to the larger purpose of work
- Working with managers and employees to create a clearly defined plan based on specific and measurable goals
- Regularly checking that the plan is being followed and key metrics are being achieved.
Benefits of a 30-60-90 day plan
For organizations.
- Better alignment : A structured 30-60-90 day plan ensures that the employee understands how their work contributes to shared objectives and the company’s strategic goals. This clarity encourages collaboration and helps team members work together more effectively toward common goals.
- Improved onboarding : Creating a smoother and more structured onboarding process with a clear plan reduces the time it takes for new hires to become productive contributors.
- Early identification of issues : By tracking an employee’s progress through the 30-60-90 day onboarding plan, managers can identify potential challenges or skill gaps early and enable timely interventions and support to keep the employee on track.
For employees
- Clear expectations : A 30-60-90 day plan provides employees with a clear understanding of what is expected of them in their new role, reducing uncertainty and anxiety.
- Goal-oriented progress : Employees work to achieve specific, measurable goals, which boosts their confidence and motivation as they see tangible progress.
- Accelerated learning and integration : A clear plan encourages rapid learning and adaptation to the new role, helping employees integrate more quickly and effectively into the team and company culture.
Types of 30-60-90 day plans
30-60-90 day onboarding plan for new employees.
- Clarifying the role of new employees, ensuring they understand their responsibilities and deliverables
- Providing valuable insights through discussions with new hires, giving managers a better understanding of their skills and abilities, as well as what they know about the business
- Facilitating the building of relationships with new hires through regular communication and check-ins
- Helping new employees manage their time effectively by providing focus and direction for their tasks during their first 90 days.
Learn how to effectively onboard new hires
The 30-60-90 day plan for an interview.
The 30-60-90 day plan for internal promotions
- Setting clear expectations aligned with high-level objectives
- Alleviating new job jitters by clearly reminding employees of priorities, empowering employees to self-manage their work, and supporting goal setting.
HR pro tip Adjusting the 30-60-90 plan for internal promotions is an excellent way to highlight and encourage the behavior that earned the employee their promotion in the first place. Work with them to outline their skills and the value they bring to their team, department, and the business, and then align these with their short- and long-term goals.
30-60-90 day plan examples
1. 30-60-90 day sales plan example.
s | ||||
---|---|---|---|---|
Number of market research reports completed | Develop actionable insights and present them to sales leadership | Synthesize findings to identify top 3 market opportunities | Develop actionable insights and present to sales leadership | |
Size of qualified leads database | Build a database of 50 potential prospects | Qualify at least 25 prospects through initial outreach | Develop a target list of 10 high-potential leads | |
Number of initial contacts made | Initiate contact with 50% of qualified prospects (at least 12 contacts) | Secure 5 introductory meetings or calls | Convert 2 prospects into active opportunities with follow-up meetings | |
Product knowledge assessment score | Complete product training and pass a knowledge test with a score of 80% or higher | Participate in a product demo with a senior rep | Conduct an independent product demo, scoring 90% or higher in a peer review | |
Number of new techniques implemented | Attend two sales training sessions on advanced techniques | Implement 2 new sales techniques in prospect interactions | Mentor a junior sales rep on 3 key techniques and share success stories with the team | |
Sales revenue achieved | Set up the sales pipeline and forecast potential revenue from qualified leads | Close the first sale, achieving 10% of the quarterly sales target (e.g., $10,000 if the target is $100,000) | Achieve 30-50% of the quarterly sales target (e.g., $30,000 – $50,000) by closing additional deals | |
Strategy effectiveness rating | Develop an initial outreach strategy based on market research insights | Test and refine the strategy through A/B testing with 10% of prospects | Fully implement the optimized strategy, targeting the remaining 90% of prospects | |
Performance improvement rate | Track key metrics (e.g., contact rates, conversion rates) weekly | Analyze performance data and identify 3 key areas for improvement | Create a detailed report with actionable recommendations for optimizing sales processes | |
Team collaboration rating | Schedule and attend weekly team meetings, actively participating in discussions | Collaborate on at least one cross-functional project with marketing or product teams | Lead a team initiative to improve a sales process or tool, presenting results to management | |
Skill improvement assessment score | Identify 2-3 key areas for personal growth with manager feedback | Attend a relevant workshop or training to develop these skills | Demonstrate improved skills through a presentation or project, receiving positive feedback from peers or manager |
2. 30-60-90 day plan for managers example
Goals/Actions | Key metrics | 30 days | 60 days | 90 days |
---|---|---|---|---|
Employee satisfaction survey results | Conduct individual meetings with each team member to assess dynamics and performance | Identify top 3 areas for improvement and create development plans for team members | Implement initiatives to improve satisfaction, targeting a 10% increase in survey scores | |
Goal achievement rate | Meet with each team member to understand their personal and professional goals | Align individual goals with broader organizational objectives, setting SMART goals for each team member | Track progress on goals and adjust strategies to ensure at least 70% of goals are on track for completion | |
Employee feedback and clarity of messages | Establish regular team meetings and one-on-ones, and create a communication schedule | Ensure consistent messaging by reviewing team feedback and adjusting communication as needed | Implement feedback mechanisms to enhance clarity and increase communication satisfaction scores by 15% | |
Performance improvement plan effectiveness | Review recent performance data and identify at least 3 key skills gaps within the team | Provide targeted feedback and initiate coaching sessions for improvement in identified areas | Measure performance improvement with a goal of 20% enhancement in key performance areas | |
Efficiency improvement percentage | Conduct a process audit to identify inefficiencies in current workflows | Develop and roll out a process improvement plan targeting at least 2 major inefficiencies | Measure and monitor process efficiency, aiming for a 15% improvement in overall workflow efficiency | |
Employee development plan completion rate | Assess the development needs of each team member and create individual development plans | Implement at least 2 training and development initiatives tailored to team needs | Evaluate employee growth, aiming for at least 50% completion of development plans and tangible skill improvements | |
Stakeholder satisfaction and feedback | Identify key internal and external stakeholders and their expectations | Build and strengthen relationships through regular check-ins and updates | Achieve a 20% improvement in stakeholder satisfaction and engagement based on feedback | |
Time to resolution for key issues | Identify the top 3 challenges or problem areas affecting the team | Develop and implement targeted solutions for each identified problem | Monitor and refine problem-solving approaches, aiming for a 30% reduction in time to resolution |
3. 30-60-90 day plan for executives example
Goals/Actions | Key metrics | 30 days | 60 days | 90 days |
---|---|---|---|---|
Number of strategic initiatives identified | Conduct a comprehensive assessment of current business landscape and gather data from all departments | Define 3-5 strategic goals and objectives based on initial analysis | Develop a detailed strategic plan with clear timelines, resources, and responsible parties | |
Employee engagement survey results | Conduct individual and team assessments through surveys and one-on-one meetings | Address identified areas for improvement by creating tailored development plans | Implement initiatives to build a high-performing team culture, aiming to improve engagement scores by 15% | |
Number of key stakeholder meetings | Identify and map out key stakeholders, both internal and external, and understand their needs | Hold at least 5 initial meetings to establish rapport and open communication channels | Foster strong partnerships by organizing regular updates and collaboration sessions, targeting a 20% increase in stakeholder satisfaction | |
Profitability and revenue growth | Review and analyze the latest financial statements and key performance indicators (KPIs) | Conduct a comprehensive assessment of the current business landscape and gather data from all departments | Develop and begin implementing financial strategies aimed at achieving a 10% improvement in profitability and revenue growth | |
Efficiency improvement percentage | Identify key bottlenecks and inefficiencies within current processes through analysis and team feedback | Implement process improvements, including automation of at least one major task, to enhance efficiency | Monitor and measure process efficiency, targeting a 20% improvement in overall workflow efficiency | |
Employee satisfaction and adoption rate | Assess the organization’s readiness for upcoming changes through surveys and readiness assessments | Develop a comprehensive change management plan, including communication strategies and training sessions | Execute change initiatives, measure adoption rates, and aim for a 25% increase in employee satisfaction regarding the changes | |
Key performance indicators (KPIs) | Review existing performance metrics and identify gaps in current KPI tracking | Set clear, measurable performance targets and align them with the overall strategic objectives | Evaluate team and individual performance, providing feedback and adjustments to ensure at least 70% of targets are on track | |
Employee retention rate and leadership feedback | Identify key leadership development needs and opportunities within the team | Implement leadership training programs and establish mentoring relationships | Evaluate leadership effectiveness and growth through feedback, aiming to increase retention rates by 10% and improve leadership competency scores |
4. 30-60-90 day plan for an internal promotion example
Goals/Actions | Key metrics | 30 days | 60 days | 90 days |
---|---|---|---|---|
Transition and learning | Adaptation and knowledge acquisition rate | Meet with current HR Manager and key leaders to fully understand new responsibilities | Shadow current HR Manager and complete role-specific training to grasp complexities of the HR Manager role | Demonstrate proficiency by independently managing key HR functions and decision-making processes |
Stakeholder management | Stakeholder satisfaction and feedback | Identify and map key internal stakeholders and their expectations | Hold one-on-one meetings with stakeholders to establish relationships and gather feedback | Implement strategies to enhance stakeholder satisfaction, aiming for a 15% increase in engagement scores |
Team leadership | Employee engagement and productivity | Conduct a team assessment to understand dynamics, strengths, and areas for improvement | Provide tailored support and guidance to team members, setting clear expectations | Implement initiatives to improve team collaboration and productivity, targeting a 10% increase in engagement scores |
Strategic planning | Alignment of HR initiatives with organizational goals | Review and align with the company’s strategic goals, identifying where HR can contribute | Develop HR strategies and initiatives that align with the company’s objectives, gaining leadership approval | Begin implementing strategic HR initiatives, monitoring alignment and impact on organizational goals |
Performance management | Employee performance improvement rate | Review existing performance management processes and identify areas for enhancement | Implement at least one performance improvement initiative, such as a new feedback system | Evaluate the effectiveness of performance management initiatives, aiming for a 20% improvement in employee performance |
Talent acquisition | Time-to-fill key positions | Review and assess the current recruitment process to identify bottlenecks | Streamline the recruitment and selection process, reducing time-to-fill by 10% | Improve recruitment efficiency by filling key positions with higher-quality candidates, achieving a 15% reduction in time-to-fill |
Employee development | Employee satisfaction and career development plans | Identify development needs through discussions with employees and performance reviews | Implement targeted training and development programs, focusing on key skill gaps | Evaluate the impact of these programs on employee growth, aiming for a 20% improvement in satisfaction and professional development outcomes |
HR policy and compliance | Compliance with HR regulations and policies | Conduct a thorough assessment of the existing HR policy and compliance framework | Update HR policies to reflect current regulations and best practices, ensuring clear communication to all employees | Measure and monitor compliance adherence, aiming for a 100% compliance rate and resolving any identified gaps |
How to write a 30-60-90 day plan for new employees
Checklist: 30-60-90 day plan for new employees .
- New employee welcome
- Planning get-to-know meetings
- Clarifying short and long-term priorities
- Creating SMART goals
- 30-day goals
- 60-day goals
- 90-day goals
- Defining metrics of success
- Feedback and review checkpoints
1. New employee welcome
The welcome should include:.
- Role details
- How the role supports the broader organization’s objectives
- A summary of expectations and the support the employee should expect from their manager.
HR pro tip Personalize the welcome to the employee, their role, and how they will add value to the business, clients and colleagues. This will set the stage for a memorable onboarding experience.
2. ‘Get to know’ meetings
The ‘get to know’ section should include:.
- Who the employee is meeting, including their name, role, and responsibilities
- The key objective of the meeting
- Why this meeting will help the employee in their new role
- What topics should be discussed and suggested questions that the employee can ask to gain the most they can from the meeting.
3. Outlining high-level goals
The long-term goals section should include:.
- A list of outcomes-based goals to be achieved in 30, 60, and 90 days
- Context around how this goal relates to their position. For example: As a sales executive in this organization, one of your roles is onboarding new clients.
- A clear understanding that the employee should be aiming for fluency in their role by the 90-day mark and that this plan will help them achieve this goal.
HR pro tip Align long-term priorities to the organization’s key strategic goals. From there, work backwards to determine where the employee should be at the end of their first 90 days to be best positioned to support those priorities and which short-term goals need to be achieved within 30 and 60 days support key outcomes at the end of 90 days.
SMART goals
- Time-bound.
- Work with the new employee and their manager to define between three and five goals.
- Encourage the employee to learn as much as they can and to suggest which goals they believe they need to reach.
- Highlight that the employee is not working in a vacuum – they should be encouraged to ask questions, learn.
- It is important not to overwhelm the employee as this plan is formulated as the new hire arrives.
- Work with the employee and their manager to extend their roadmap, but make it clear that they are not expected to be able to meet these goals as they start their role.
- Ensure the employee understands this is the last month before they are expected to fully transition into their role.
- Set goals and expectations that can be used as the basis for the first performance contracting conversation.
- Allow the employee to also state what support they need during this last month to be able to fully transition into their role.
HR pro tip The third month is when the strategy mapped out during days 31 – 60 is executed. By this phase, the employee must be actively contributing to projects and working with their team to achieve results. Key metrics must reflect this.
4. Defining metrics of success
5. feedback and review checkpoints, hr’s role.
- The employee to give feedback
- The manager/leadership team to give feedback
- Metrics to be reviewed against goals
- Planning around additional support if metrics have been missed.
HR pro tip To support both managers and new employees in this journey, you can create a short template that helps them to document what was covered in the meeting, including a recap of goals, metrics, what was achieved and any key outcomes or learnings.
Free 30-60-90 day plan templates
30-60-90 day plan template: powerpoint.
30-60-90 day plan template: Excel
Nadine von Moltke
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COMMENTS
A 30-60-90 day plan is a document that outlines the goals and milestones an employee aims to achieve during the first 30, 60, and 90 days in a new role. It sets clear expectations, aligns the employee’s wo…