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30-60-90 Day Plan: 2024 Guide + Example

Updated: Apr 17, 2024, 11:50am

Table of Contents

What is a 30-60-90 day plan, benefits of a 30-60-90 day plan, elements of a 30-60-90 day plan, when to make a 30-60-90 day plan, how to make a 30-60-90 day plan in 5 steps, 30-60-90 plan example, frequently asked questions (faqs).

It can take new employees time to settle in and learn the ropes of a new position. However, employers want to see productivity sooner than later. This is why developing a 30-60-90 day plan is a good idea. It’s a plan that outlines target milestones for employees to hit in the first 30, 60 and 90 days of employment. Follow along to learn more about the 30-60-90-day plan and how to create your own. To help give your employees the best start possible.

A 30-60-90 day plan is a document that is created either by a new employee or a hiring manager and outlines the goals to be accomplished during the first three months of employment. It breaks goals down into 30-, 60- and 90-day increments. Employees work to hit set milestones that are aligned with the mission of the organization. The goal is to maximize employee output in the first days of being hired, days which can be overwhelming and confusing in many cases. The plan helps simplify what the employee should be doing and focusing on.

The 30-60-90 day plan can be written by the employee or by the hiring manager. Managers may want employees to create their own plans to get the buy-in for the milestones and goals.

What Makes a Good 30-60-90 Day Plan?

A good 30-60-90 day plan takes larger goals and breaks them down into smaller, more digestible milestones. The plan has an ultimate goal set for 90 days and shows steps that are accomplished along the way at the 30- and 60-day marks. While the goals should be accomplishable, they should also be challenging.

A good plan also aligns with the mission of the company. Managers want employees to work on goals that move the company forward. Otherwise, the company may not meet its objectives and goals.

When managers utilize a 30-60-90 day plan for onboarding new employees , they help identify the key goals for the employee in the early days of employment. Not only does it set the parameters for success, but it also empowers employees to manage their own work to a large degree. When employees know what is expected of them, they can spend their day focusing on achieving those goals rather than on tasks that don’t support the plan. The 30-60-90 day plan is the roadmap for success.

A good 30-60-90 day plan has common components that are designed to explain expectations clearly. The first element of the plan is to have the company mission or purpose of the work stated. Then, of course, there are the goals. Goals should be concrete with measurable objectives. A good 30-60-90 day plan also lists resources to help employees accomplish their goals.

Make a 30-60-90 day plan when you onboard a new employee. It will serve as a way to help transition them from a new employee to a valuable team member in a short amount of time. You can also use a 30-60-90 day plan when rolling out new initiatives. This will help existing employees understand the goals and provide a workable path to accomplishing them.

It may also be helpful for a prospective employee to create a 30-60-90 day plan when preparing for an interview. This will show the hiring manager that you are serious about hitting the ground running and making an impact toward objectives and goals.

A 30-60-90 day plan doesn’t need to be complicated. It simply outlines the main objectives of a new employee and gives them guidance on how to accomplish them.

Here’s how to create a 30-60-90 day play in five easy steps:

1. Write the company mission

The very first thing that you should do when creating a 30-60-90 day plan is to identify and write down the company mission. Remember that the plan should align with the company’s mission and goals. By having it on the page for the employee to review, you can help the employee understand their role in the bigger picture.

2. Create the first 30 days’ objectives

Write down the goals for the first 30 days. Limit the goals to three to five to keep things clear. For each goal, write down a key metric that will be used to measure whether the goal is achieved or not.

3. Create the next 60- and 90-day objectives

Just as you did for the first 30 days, write down key goals for the first 60 days. Remember to keep goals limited to three to five goals for clarity. Have a key metric stated for each goal. Do the same for the first 90 days.

4. Provide ample resources for the employee

Because the plan is a guide, you should include any relevant resources that will help the employee accomplish their goals. Resources may include listing certain people to speak with or using certain computer-led tutorials. Give the employee the resources needed to succeed with as little oversight as possible.

5. Evaluate progress

For a 30-60-90 day plan to work, you need to give it time (as the name suggests). Part of the plan is to give said time and then follow-up with an evaluation. Did the employee manage to use the resources provided to hit their objectives?

Plan For: Employee name Date: August 1, 2022

Company Mission: To help consumers find the right resources for retirement and invest their money with our firm.

Goal 1: To complete all onboarding training. All boxes should be checked as complete in the employee file. Goal 2: Review investment products and become familiar with the key benefits. Goal 3: Pass state and federal licensing requirements to sell investment products.

Goal 1: Make first sales calls to potential clients. Goal 2: Work with your manager to develop a key product list to offer clients. Goal 3: Get the first sale in the program.

Goal 1: Consistently make 50 outbound calls per day. Goal 2: Hold at least three sales appointments per day. Goal 3: Generate at least $500,000 in sales.

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Bottom Line

A 30-60-90 day plan is a great way to help onboard new employees (or get an edge in an interview process) because it shows the key objectives for the first three months of employment. It aligns with the company’s mission, helping the employee integrate quickly into becoming a valuable team member. Set realistic goals in a 30-60-90 day plan to see success and build confidence in new team members.

The 30-60-90 day plan is just one tool in the employer’s toolkit. For more insights into managing staff and building strong teams, check out our article on strategic human resource management .

How do I answer what I will do in the first 30-60-90 days?

Prepare for this question in an interview. Make sure you approach it from the perspective of the company’s goals and say what you plan on accomplishing based on what you know about the job description. Don’t hesitate to ask questions to clarify the role before answering the question.

How many slides should a 30-60-90 day plan be?

If you are presenting a plan in a PowerPoint, you want to use three to four slides. The first slide should outline the mission and overall objective of the company, while the next three slides review the goals. Use one slide for each month.

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How to create a 90-day plan for new hires

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Writer, Editor, Beard Puller

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5-second summary

• A comprehensive 90-day plan doesn’t just set expectations for new hires – it makes them feel welcome and included.
• Using the “buddy system” can make a 90-day plan even more effective.
• Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve; so much information to absorb, so many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set your new teammate up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a strong team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using these templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

What is a 90-day plan?

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A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

A 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and checkpoints for follow-ups on their progress.

Ideally, a 90-day plan should:

• Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
• Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
• Orient the new employee to company and team culture by emphasizing relationships and shared objectives
• Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

• How can you use this plan to help a new team member succeed?
• What quick wins can they ship to gain momentum?
• Who are the key stakeholders this person needs to know about?
• Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
• What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use a kind of buddy system. Buddies show new teammates the ropes, introduce them to other Atlassians, and act as go-to resources for questions.

The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to create a 90-day plan

Generally speaking, there are a few organizing principles to focus on.

• 90-day plans are often broken into three phases: Days 1-30, Days 30-60, and Days 60-90.
• Don’t overwhelm your newbies! You can’t learn everything there is to know about a job or a company in three short months. Focus on what matters most, and what’s realistic in the timeframe you’re working with.
• Consistent, frequent check-ins are very important, since you’ll be defining goals for what should be learned or delivered in each phase.
• Both the new hire and their manager should feel empowered to give honest and timely feedback (about systems, company habits, points of uncertainty, you name it) – don’t wait until the 90 days to clear up any points of friction.
• Don’t underestimate the power of open communication – it can mean the difference between clarity and confusion or empowerment and ineffectiveness.

90-day onboarding plans are good for your company culture

A 90-day plan isn’t just a task list – it’s the foundation for working together, learning together, and understanding team and company culture.

At Atlassian, we don’t think of a new hire’s first 90 days as a trial period or proving ground. Rather, we encourage an emphasis on knowledge gathering and sharing and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead.

Regular check-ins, honest feedback, and the support of learning (and failing), help establish a bedrock of trust, which should underpin all team and company interactions – during the first 90 days and beyond.

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30-60-90 Day Plan: Master Your First 90 Days + Tips & Templates

• September 23, 2024

Starting a new role can be overwhelming.

Don’t let your first 90 days in a new role slip by without a plan. 

This article will show you how to take control from day one with a 30-60-90 day plan. 

It’s more than just a guide—it’s a roadmap to keep you on track and focused on your goals. 

Whether you’re aiming to impress in a new job or step up in a leadership position, this plan helps you track progress and make a real impact. 

If you want to start strong and stay organized, you can’t afford to miss this. 

Let’s break down how a 30-60-90 day plan can make all the difference in your career.

What is a 30-60-90 Day Plan?

A 30-60-90 day plan is a structured approach that outlines specific goals and actions for your first three months in a new role. 

It divides this period into three phases: the first 30 days for learning and observation, the next 60 days for planning and strategy, and the final 90 days for executing and delivering results.

This plan helps you stay focused, set clear milestones, and ensure steady progress in adapting to your new responsibilities. Commonly used in onboarding, leadership roles, and internal promotions, a 30-60-90 day plan serves as a roadmap to success in any new job or position.

The 30-60-90 Day Plan Structure

The 30-60-90 day plan structure breaks down your first three months into manageable phases. Each phase has a specific focus, guiding you from learning to executing with clear goals at every stage. This approach helps you stay organized, focused, and aligned with your role’s expectations. 

Here’s how the structure works over the 30, 60, and 90 day periods.

The 30-Day Mark: Learning and Observing

In the first 30 days of your 30-60-90 day plan, your focus is on learning . This is your time to understand the company culture, familiarize yourself with processes, and build relationships with your team. You should also assess your new environment and identify key challenges. 

This phase is about absorbing as much information as possible . Whether you’re following a 30-60-90 day plan for executives, managers, or a new job, the foundation you build here sets the tone for the next phases.

The 60-Day Mark: Strategizing and Planning

At the 60-day mark, you begin to shift from learning to taking action . You’ll start contributing to projects and developing strategies to tackle key objectives. This phase is about planning and setting clear, actionable goals. 

By now, you should be comfortable in your role and ready to make a meaningful impact . The 60 day plan phase allows you to align your work with larger business objectives and focus on making steady progress.

The 90-Day Mark: Executing and Delivering Results

The final 90-day phase is all about execution . Here, you put your strategies into action and start delivering measurable results. It’s time to demonstrate your value and prove that you can drive success. 

The 90 day plan phase is where you take ownership of your role and show leadership . Whether it’s a 30-60-90 day sales plan or a leadership 30-60-90 day plan, this final stretch is crucial for establishing long-term success in your position.

Why You Need a 30-60-90 Day Plan for Career Success

A 30-60-90 day plan is essential for career success because it gives you a clear roadmap during a critical transition period. By breaking down your first 90 days into manageable phases, you can focus on learning , planning , and executing effectively . 

This structured approach ensures that you stay on track, meet expectations, and demonstrate progress. It also shows your commitment to making a strong impact early on, which is crucial for building trust and credibility. 

Having a 30-60-90 day plan helps you avoid feeling overwhelmed and allows you to prioritize what’s most important in your new role. It sets you up for long-term success by ensuring you start with confidence and a clear vision.

30-60-90 Day Plan Examples and Templates

A 30-60-90 day plan can be tailored to fit various roles and situations, helping you navigate your first few months with a clear direction. Here are a few examples of how a 30-60-90 day plan can be applied in different scenarios to maximize your impact from day one.

30-60-90 Day Plan for New Managers

As a new manager, a 30-60-90 day plan helps you quickly establish leadership and gain trust from your team. 

In the first 30 days, focus on learning the team dynamics , understanding individual strengths, and getting to know company processes. Take time to observe, listen, and build relationships with key stakeholders. 

By the 60-day mark, you should be strategizing on improving team performance , setting clear goals, and identifying areas for growth. This phase is where you begin to make a noticeable impact. 

In the final 90 days, your focus shifts to executing your strategies , making decisions, and delivering measurable results. By this point, you should have built credibility and be driving positive change.

30-60-90 Day Plan for Internal Promotions

When stepping into a new role through an internal promotion, a 30-60-90 day plan is crucial for managing the transition smoothly. 

In the first 30 days, focus on adjusting to the new responsibilities while leveraging your existing knowledge of the company. It’s important to set boundaries and clearly define your new role. 

By the 60-day phase, start planning new strategies to lead your department or team forward, building on past success. In this period, you’ll also be addressing any challenges that may have surfaced. 

By the 90-day mark, you should be fully settled in your new role , implementing your strategies, and focused on making a significant impact. This is where you prove that your promotion was the right choice.

30-60-90 Day Plan for Sales Managers

For sales managers, a 30-60-90 day sales onboarding plan is essential for taking control of your new territory and boosting revenue. 

In the first 30 days, your goal is to understand the market , learn about your clients, and assess the strengths of your sales team . Use this time to gather data and understand existing processes. 

The 60-day period should be about strategizing on how to increase sales , improve customer relationships, and optimize the sales process . This is where you identify opportunities for quick wins and long-term success. 

By the 90-day mark, you should be fully executing your strategies , implementing new initiatives, and delivering improved sales results. At this stage, you’ll be driving tangible outcomes and setting a strong foundation for future growth.

How to Write Your Own 30-60-90 Day Plan

Writing your own 30-60-90 day plan is crucial for setting clear goals and achieving success in any new role. Whether you’re starting a new job, transitioning to a promotion, or stepping into a leadership position, a structured plan ensures you stay on track and make a positive impact. 

Here’s how you can write your 30-60-90 day plan.

• Identify your main goals : Start by defining what you want to accomplish in the first 90 days. These should be broad goals that align with the expectations of your role, such as improving team performance, driving sales, or learning key company processes.
• Break it down by phases : Divide your plan into three distinct phases: the first 30 days, the next 60 days, and the final 90 days. In the 30-day phase, focus on learning and understanding. In the 60-day phase, shift to planning and strategizing. In the 90-day phase, focus on executing your plans and delivering measurable results.
• Set measurable objectives : Each phase should have specific, actionable objectives. For example, in the first 30 days, your objectives might be to meet key stakeholders and understand your team's strengths. By the 90-day phase, objectives should focus on achieving concrete results, such as increasing sales or improving team productivity.
• Adjust based on your role : Customize your plan to fit your job’s specific needs. For example, a 30-60-90 day sales plan might focus on understanding the market and closing deals, while a plan for managers might emphasize building relationships and setting team goals.
• Track your progress : Throughout the 90 days, regularly review your objectives and assess your progress. Make adjustments as necessary to stay on track and ensure that you are meeting your goals effectively.

By following these steps, you can create a well-structured 30-60-90 day plan that will help you navigate your new role, meet key milestones, and set the foundation for long-term success.

Common Mistakes to Avoid in Your 30-60-90 Day Plan

When creating your 30-60-90 day plan, it’s important to avoid common mistakes that can derail your progress. A well-crafted plan can set you up for success, but small missteps can hinder your ability to make an impact. 

Here are some common mistakes to watch out for.

• Setting unrealistic goals : Don't over promise what you can accomplish in the first 90 days. Focus on achievable milestones.
• Ignoring the learning phase : Skipping the learning and observation phase in the first 30 days can lead to poor decision-making later.
• Not aligning with company goals : Ensure your 30-60-90 day plan aligns with the overall objectives of your team and the company.
• Lack of flexibility : Be prepared to adjust your plan if circumstances change or unexpected challenges arise.
• Failing to track progress : Regularly assess your goals and track your achievements to ensure you're on the right path.

Avoiding these mistakes will help you create a solid 30-60-90 day plan that drives results and sets you up for long-term success.

Frequently Asked Questions About 30-60-90 Day Plan

When you’re putting together a 30-60-90 day plan, you might have a few questions about how to get the most out of it. Here are some frequently asked questions that can help guide you through the process.

How specific should the goals be in a 30-60-90 day plan?

Your goals should be clear and specific , but also flexible enough to adapt to changing situations. In the first 30 days, focus on learning objectives , such as meeting key team members or understanding processes. 

By the 60-day mark, start setting measurable goals related to planning and strategizing, like outlining new initiatives. 

For the 90-day phase, your goals should be tied to specific results , such as increasing team performance by a certain percentage or completing a major project. Being specific ensures you stay focused, but remember to leave room for adjustments.

How do I track my progress throughout the 30-60-90 day plan?

Tracking your progress is key to staying on target and making necessary adjustments along the way. You should set measurable goals for each phase and regularly check in on your progress . This can be done through weekly self-assessments or by scheduling regular meetings with your supervisor for feedback. 

In the first 30 days, focus on whether you’ve completed learning and onboarding tasks. By the 60-day mark, assess whether you’re implementing strategies effectively. At the 90-day point, evaluate your results and compare them with your initial goals. Keeping track ensures that you’re always moving in the right direction.

What happens if I don’t meet my goals by the 90-day mark?

Not meeting every goal by the 90-day mark is not the end of the world. The plan is meant to guide you, not box you in . If you fall short on some objectives, reflect on why. Were the goals unrealistic? Did external factors impact your progress? 

Use this as an opportunity to adjust your plan for the future . Communicate openly with your supervisor about any challenges you faced and the steps you’ll take to address them. The key is to learn from the process and continue improving, even beyond the 90-day period.

Key Takeaways in Mastering 30-60-90 Day Plan

A 30-60-90 day plan is a structured tool that breaks your first three months in a new role into learning , strategizing , and executing phases . It helps you set clear, actionable goals and ensures you’re making an impact from day one. 

Whether you’re a new manager, in a promotion, or in sales, tailoring the plan to your role is key. By setting realistic goals, avoiding common mistakes, and tracking progress, you can stay organized and adapt when needed.

The main takeaway is that a 30-60-90 day plan is essential for success in any new role . It helps you show leadership, prove your value, and set a strong foundation for long-term success.

Edgar Abong

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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.

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The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

When you’re starting a new job, sometimes deciding whether to pack a lunch the first day is a struggle—forget about planning out the next few months. So if you’ve been asked to make a 30-60-90 day plan for your new job—or even earlier during the interview process—you might have a few questions like What? And How? And Do I really need a job or can I live off the grid in a cozy little cave?

But we promise, making a 30-60-90 day plan is possible and it can help you set yourself up for success at your new gig. We’ve got detailed instructions on when and how to make a 30-60-90 day plan, plus a template to guide you and an example to inspire you.

What is a 30-60-90 day plan?

A 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It lists your high-level priorities and actionable goals, as well as the metrics you’ll use to measure success in those first three months. Done well, it will help you make a positive first impression on your new employer—or the hiring manager you hope will be your future boss.

Download The Muse’s 30-60-90 day plan template here .

When to make a 30-60-90 day plan

Many 30-60-90 day plans follow a similar structure, but the level of detail may vary depending on your situation. There are two main times when you might make one: preparing for an interview or starting a new job.

Note: If you’re a manager who wants to make an onboarding plan to help your new hires hit the ground running (without constantly having to ask you what they should do next), you should consider using our self-onboarding tool , a template for outlining your month-one goals for a new hire, as well as creating a week-by-week plan with a thorough list of meetings, readings, and tasks they should tackle in their first month on the job.

For an interview

If you’ve made it to a late-stage job interview, you may be asked something along the lines of, “What would your first 30, 60, or 90 days look like in this role?” It’s a good idea to prepare to answer this regardless of what level role you’re interviewing for, but it’s more common for higher-level positions.

With interview questions  like this, the hiring manager is likely trying to understand your thought process going into the job more than anything. They want to know: Do you understand the role and what it would require of you? Can you get up to speed quickly and start contributing early on? Do your ideas show that you’re the right candidate to fill this particular position?

Even if you’re not explicitly asked this interview question, coming prepared with a plan can help you wow the hiring manager and stand out among other applicants. “Employers are looking for people who are agile and proactive,” says leadership consultant Michael Watkins, author of The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter . “By talking about how you would approach your first 90 days, you demonstrate agility and proactiveness.”

In other cases—more commonly for higher-level management or executive roles—you may be asked to do an interview presentation . Creating a 30-60-90 day plan to present is a great way to show the hiring manager that you understand the challenges a company or department is facing and you have a clear plan for tackling them.

Be sure to include a few specific ideas in your interview presentation—depending on the role you’re interviewing for, that could be suggestions for ways to cut costs, increase sales, or improve customer satisfaction. You want to convey: “I’ve got five good ideas, and when you hire me, I’ve got 50 more,” says career coach Eliot Kaplan , who spent 18 years as Vice President of Talent Acquisition at Hearst Magazines.

For a new job

If you’re starting a new job, your new manager may explicitly ask for a 30-60-90 day plan in writing, or you may want to create one for yourself to help ease the transition to your new role. In either case, the goal is to set yourself up to hit the ground running—and to be sure you’re running in the right direction.

“If you come in without a game plan and try to tackle everything, you’re going to get nothing done,” Kaplan says. “Come up with a couple things you can accomplish successfully.”

If you’ve already started the position, you’ll have access to internal resources and your new coworkers, which will make it easier to create a detailed, realistic plan. If there are things you’re unsure about—like goals, expectations, or typical benchmarks—ask! You’ll likely impress your new colleagues with how proactive you are, but more importantly, you’ll gather the information you need to be successful.

Elements of a 30-60-90 day plan

Before you’re ready to get down to the details of your 30-60-90 plan, you’ll want to think about the high-level elements it needs to include. As the name suggests, you want to think of your plan in three 30 day phases that translate to your first 30, 60, and 90 days on the job. For each phase, you’ll need to:

• Determine a specific focus
• Set your top priorities
• Make concrete goals that support those priorities
• Determine how you’ll measure success

Here’s how to fill in the major parts of your plan for each of the first three months: 

Your specific monthly focus might change based on your role and the company, but typically, the broad focus of each 30-day period will look similar:

• The first month (days 1-30) of a new job is about learning.
• The second month (days 31-60) is about planning and beginning to contribute
• The third month (days 61-90) is about execution and—when applicable—initiating changes to the status quo.

Within those broad monthly buckets, outline your high-level priorities for each phase. For instance, your priorities for different phases could include learning internal processes, performing your role independently, or proposing solutions to a problem facing the company. Your priorities should be more specific than your focuses, but broader than individual goals.

Setting goals is all about making a plan for how you’ll achieve your overarching priorities. For each phase, set goals that ladder up to your stated focus and priorities. (See our example 30-60-90 day plan below for inspiration.) If it’s helpful, break your goals into categories like learning, performance, and personal goals.

• Learning goals: To set these, ask, “What knowledge and skills do I need to be successful? How can I best absorb and acquire that information and those abilities?”
• Performance goals: These are concrete things you want to accomplish or complete as part of your new role. To set these, ask yourself, “What progress do I hope to make within the first 30/60/90 days?”
• Personal goals: These goals are more about getting to know the people you’ll be working with and finding your place within your new company or team. To set these, ask, “Who are the key people I need and want to build relationships with? How can I establish and foster those relationships, so that I’m seen as trustworthy and credible?”

For each goal, determine at least one metric you’ll use to track your progress. Ask yourself, “What does success look like and how will I measure it?” Not sure how to do that? Keep reading!

6 tips for writing a 30-60-90 day plan

So how do you figure out your focus, priorities, goals, and metrics for a brand new role? You’ll need to gain a deeper understanding of the challenges that the company or department is trying to solve and reflect on how you can make a positive impact within the first 90 days. Here are six tips to make that easier:

1. Think big picture .

Before you start writing out specific goals and metrics, reflect on your overall priorities. “Start with what’s important to you and work out from there,” says Muse career coach Yolanda Owens . “What are the things you’re going to need to know in order to be successful? Use [those] as your compass.” Identify why they hired (or are looking to hire) you, and set priorities that deliver on that purpose. For mid- and high-level roles, you’re likely being brought in to solve a specific problem or lead a particular project. For more junior roles, your priority can be getting up to speed on the basics of your role and how the company works.

2. Ask questions .

Whether you’re new to a company or still in the interview stage, asking questions is crucial. In order to set realistic goals and metrics that ladder up to your high-level priorities, you’ll need a baseline understanding of the status quo. Ask things that start with, “What’s the average…” or “What’s typical for…”

You can ask your new coworkers these questions or use early stage interviews to ask questions that could help you make a 30-60-90 day plan later on. Muse career coach Tamara Williams  suggests asking up front, “What can I tackle in the first 90 days that will allow me to hit the ground running as well as make a significant impact in the organization?”

3. Meet with key stakeholders.

Establishing healthy working relationships is key to success in any role. If you’ve already started the job, set up meetings with the following people within the first 30 days:

• Your manager
• Other coworkers on your team with whom you’ll work closely
• Other colleagues who are in your role or a similar one
• Any cross-functional partners (on other teams) you’ll work with regularly
• Any external partners (outside of the company) you’ll work with regularly
• Your new direct reports (if you’re a manager)

In each meeting, learn about your coworkers’ roles within the company—and also get to know them as people. Ask lots of questions about the company culture, internal processes, reporting structures, team and company challenges, and other questions that come up as you’re learning the ropes. It’s important to have these conversations before you make plans to change the way things are currently run.

“Too many times, [people] come into the role and say, ‘At my last company, we did it this way,’” Williams says. “That turns people off. You need to be a student before you become a teacher.”

4. Set SMART goals .

Once you’re clear on your high-level priorities, set specific goals that ladder up to your priorities for the 30-, 60-, and 90-day phases. These goals should be SMART: specific, measurable, attainable, realistic, and time-bound.

For example, instead of “Understand our SEO,” a SMART goal would be, “Within the first 30 days, identify our top 10 target keywords and assess how we’re currently ranking for them.”

5. Determine how you’ll measure success.

This will likely be different for each of your goals. Metrics are often quantifiable (revenue, pageviews, etc.), but some goals might have more qualitative metrics, like positive customer feedback. However, try to make even qualitative metrics measurable—for instance, the number of five-star reviews you receive.

6. Be flexible.

Don’t worry if you don’t end up following the plan precisely. Every job is different, so tailor your plan based on what you know about the role and organization, but accept that it will likely change. Ask for feedback throughout your first 90 days (and throughout your tenure at the company). If you have to course-correct as you go, that’s totally fine.

If you’re a team lead or executive, consider adding, “Conduct a SWOT analysis of my project, team, the department or the company as a whole,” to your plan during month two or three. SWOT simply stands for strengths, weaknesses, opportunities, and threats. Once you complete this exercise it might help you adjust the rest of your plan as well as set longer-term goals and strategies.

Also, don’t stress about the length of your written plan—it’s the quality that counts, Kaplan says. “I've gotten [90-day plans] that were two pages long and were perfect, and ones that were 40 pages long and were useless.”

30-60-90 day plan template

If all that feels a bit overwhelming, or you’d just like some more guidance, check out our (free) downloadable 30-60-90 day plan template .

Not a fan of our formatting? (Or just need the words and nothing else?) Copy and paste the text below for each month of your plan.

My 30-60-90 Day Plan

Prepared by: [Your name] Prepared for (optional): [Hiring manager or manager’s name, Company Name] Date: [MM/DD/YYYY]

Days [1–30/31–60/61–90]

Focus: [Your focus for your first month]

Priorities: [Your priorities for your first month]

Learning Goals

• [Your first goal.] ( Metric:  [How you’ll measure your first goal])
• [Your second goal.] ( Metric: [How you’ll measure your second goal]
• [Your third goal.] ( Metric: [How you’ll measure your third goal])

Performance Goals

• [Your first goal.] ( Metric: [How you’ll measure your first goal])

Personal Goals

30-60-90 day plan example

Use our 30-60-90 day plan template to start creating your own plan. If you’re stuck on how to fill it in, this example can provide some inspiration.

Focus: Learning

Priorities: Get up to speed on my role, team, and the company as a whole. Understand the expectations my manager has for me, learn how the internal processes and procedures currently work, and start to explore some of the challenges facing the company and my role.

Learning goals:

• Read all of the relevant internal materials available to me on the company wiki or drive and ask my manager for recommendations of articles, reports, and studies I should review. ( Metric: Reading completed)
• Get access to the accounts (email, task management software, customer relationship management platform, etc.) I’ll need to do my job. Spend time familiarizing myself with each of them. ( Metric: Task completed)
• Listen to five recorded sales calls by seasoned teammates. ( Metric: Five sales calls listened to)
• Meet with someone on the account management team to learn about what new clients can expect from the onboarding process. ( Metric: Task completed).

Performance goals:

• Make my first sales calls to key clients and prospects. ( Metric: Three sales calls completed)
• Ask my manager for feedback on my output and performance. Document the feedback so I can incorporate it in my future performance. ( Metric: Task completed)

Personal goals:

• Meet with my manager and as many other new coworkers as possible. Introduce myself and learn about their roles within the organization. ( Metric: Five meetings held)
• Set up recurring meetings with everyone I’ll need to work with on a regular basis—including cross-functional and external partners. ( Metric: Regular meetings set and attended)

Focus: Contributing.

Priorities: Perform my role at full capacity, with a decreased need for guidance. Start to explore how I can make a unique impact within my role and the company.

• Complete an online training course to learn how to better use our customer relationship management platform. ( Metric: One course completed)
• Shadow a seasoned member of the team, listen in on at least three of their sales calls, and document what I learn from observing their approach. ( Metric: Task completed)
• Make five sales calls a week to key clients and prospects. ( Metric: 20 calls completed)
• Ask a seasoned member of the team to observe at least one of my sales calls and give me feedback about how I can improve. ( Metric: Task completed)
• Listen to at least four of my own recorded calls and note self-feedback ( Metric: Four calls listened to)
• Ask for feedback from my manager and coworkers, and document the feedback so I can incorporate it in the future. ( Metric: TBD)
• Schedule coffee or lunch with someone from the company I haven’t gotten to know yet. ( Metric: Task completed)

Focus: Taking initiative.

Priorities: Start assuming more autonomy and finding small ways to practice leadership skills. Start to explore goals for the rest of the year.

• Identify and sign up for a conference, webinar, or online course that will aid in my professional development. ( Metric: One conference, course, or webinar signed up for)
• Analyze my performance so far and establish key metrics I care about (sales, leads, revenue, etc.). Implement a test to try to improve that metric. ( Metric: Task completed)
• Perform my core responsibilities at a higher level based on the metrics I outlined. (Close more sales, increase revenue, etc.) ( Metric: TBD)
• Develop an idea for a new project or initiative I can spearhead, and pitch it to my manager. ( Metric: Task completed)
• Complete the project or initiative I outlined and get feedback from key stakeholders. ( Metric: Project/initiative completed and feedback received from three key stakeholders)
• Get involved extracurricularly within the company by signing up for the corporate volunteer day or a company-sponsored club or sports team. ( Metric: Task completed.)

With our 30-60-90 day template, examples, and guidelines, you’re well-equipped to land the job you’re after or tackle your first 90 days in your new role. Happy planning!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.

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Best Practices for 30-60-90 day sales plan

A new sales rep needs time to adjust to a new role, company or industry. Factoring in this period of change is crucial for a seamless transition. A 30-60-90-day sales plan provides structure and guidance when building a sales team .

In this article, we’ll define a 30-60-90-day sales plan and identify why it’s important. We’ll then discuss the benefits and when and how to use the sales plan. We’ll finish with examples and cover post-plan steps.

What is a 30-60-90 day sales plan and why is it important?

A 30-60-90 day sales plan is a three-month strategy designed to onboard new sales team members or sales managers. You can also use it to help guide reps in expanding to new territories or implementing new tools or processes.

The distinguishing feature of the 30-60-90 day plan for sales lies in the name. Each 30-day chunk represents a new area of focus:

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Days 1–30, Learning. Reserve the first month for learning. New hires should learn about the company’s products and services, sales process , geographical area and demographics. This builds a comprehensive picture of the company and the industry.

Days 31–60, Implementing. Design the second month around implementation. Integrate learning as you start tracking sales and performance.

Days 61–90, Improving. Focus the third month on analyzing the actions and outcomes of the previous 30 days. Identify strengths and weaknesses and set goals and plans for improvement.

Why focus is essential in sales and 5 steps to achieve it

Benefits of a 30-60-90 day sales plan

Whether using a 30-60-90 day sales plan to bring on a new hire or to make a great interview impression, an in-depth plan has a range of benefits.

Reduces the pressure of onboarding . A three-month plan clarifies expectations for a new employee. It helps them hit the ground running to ramp up productivity. It also lets them know where to focus their time and energy, minimizing the risk of burnout.

Offers clear goals for sales managers to monitor. When you set goals with measurable outcomes, you help sales leadership track progress. The goals provide a baseline for measuring success and help managers ensure the sales rep’s work aligns with company objectives.

Improves time management. Whether you’re a new manager, embarking on a new sales job or entering new sales territory , getting up to speed quickly can be a challenge. A 30-60-90 day sales plan encourages realistic time management.

Builds trust in a new work environment. A plan encourages conversations with managers and coworkers. It helps create a collaborative environment, building connections and, more importantly, trust in the work environment.

Develops a framework for continuous improvement. A 30-60-90 day sales plan template is a foundation for fast improvement. It also offers a framework for ongoing growth. Leaders can use the sections on implementing and improving as a template for development efforts going forward.

Makes a lasting impression (in the interview process ). Creating a 30-60-90 day sales plan for an interview shows initiative. It can help job seekers stand out in a sea of candidates.

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When to use a 30-60-90 day sales plan

A 30-60-90 day plan is most effective during career transition periods. The “learning, implementing and analyzing” structure is perfect for onboarding. It’s also helpful for continual improvement. Some of the most popular times to use 30-60-90 sales plans include:

Interviewing for a new sales position. Presenting an action plan shows hiring managers a candidate has done their research. It can also provide a great structure for onboarding if they get the job.

In the first week of a new job . A sales manager may provide a 30-60-90 day sales plan within the first week of a new hire’s start date. If a sales plan isn’t part of the standard company onboarding process, new employees may find it beneficial to draft their own.

As a new sales manager . A sales plan can help newly promoted leaders get up to speed so they know how to help their team accomplish company objectives. It can develop great sales managers by helping them make changes and implement feedback without disrupting processes that work.

When improving sales skills. If you’re looking to secure a promotion or boost company sales, a 30-60-90 day plan can help. It lets you create actionable steps with measurable outcomes to improve sales skills .

During times of change. Whether it’s starting in a new territory or switching to new processes or technology, a 30-60-90 day sales plan can help sales reps get up to speed quickly.

How to create a 30-60-90 day sales plan

A 30-60-90 day sales plan should be simple, concise and easy to follow.

It can be much easier to visualize a personal plan by using a template for reference. If you have a connection with a mentor or trusted peer, ask if they are willing to share their 30-60-90 day plan for sales.

What to include in a 30-60-90 day sales plan

While every sales plan will be different depending on intent, there are some basic elements common to all plans.

A focus for each time frame. As mentioned above, each month of the plan serves a different purpose. It may vary from plan to plan, but generally, the focus for each will be along the following lines.

Days 1–30: Learning, where the user spends time getting up to speed with the company and their role in it

Days 31–60: Implementing, where the user begins setting and working toward goals

Days 60–90: Improving, where the user and their manager evaluate performance and make changes

Company values and objectives. The plan should share the company mission and overall sales objectives . This will help the rep or manager align their efforts and keep the company on track.

Clear and measurable goals . Each phase of the plan should outline specific goals. These include learning goals, performance goals and personal goals. They should also be SMART goals – each should be specific, have a timeline to follow and include a way to measure progress and success.

Metrics. You need to know how you’ll determine the success of each phase. Your plan should break goals into activities with set metrics. For example, the goal “Learn about the company’s services” is vital but hard to measure. You can make it easier by breaking it down into achievable chunks with a clear metric:

Study company services for 30 minutes daily

Read a minimum of 30 customer reviews each week

Chat with a minimum of 1 colleague about company services daily

Metric: Able to discuss services on a customer call for 10 minutes without referring to company material

All these elements will help ensure your plan is useful and covers the basics. You can see a sample of specifics you might include in the sales 30-60-90 day plan examples below.

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

The length of a 30-60-90 day sales plan depends on the purpose of the plan.

In an interview scenario, for example, a shorter sales plan is a wise choice. It’s meant just as an overview of the candidate’s approach. It won’t go into the same detail as an action plan produced by the company.

Similarly, an internal employee who’s been promoted to a sales manager role might not need as much detail as an external hire. A longer, in-depth plan that tackles goals on a weekly/daily basis may be beneficial for a new role.

The sales plan should only be as long as it needs to be to cover all the elements listed above. If the plan meets the user’s needs, it is successful.

Sales 30-60-90 day plan examples

A 30-60-90 day plan template can make building a sales plan much easier. Here are examples of plans for new sales reps/job candidates and sales managers.

30-60-90 day plan: New sales reps/job candidate example

A 30-60-90 day sales plan created for a job interview contains much of the same DNA as a plan for a new hire.

Though plans created for the interview process may be shorter and less detailed, both share the same information. We’ve combined the two below to create a comprehensive plan for new hires.

Phase 1 (Days 1–30)

Complete all company sales training and onboarding tasks

Learn the company’s mission values and goals

Learn the names and roles of people within the team/company

Familiarize yourself with all company products/services

Research company target markets

Generate ideal customer profiles

Become familiar with the company’s competition/rivals

Phase 2 (Days 31–60)

Shadow a different member of the sales team each week

Mock selling calls with colleagues and managers

Communicate with leads to gain sales experience

Record all sales activities

Set sales goals

Create a customer list and begin optimizing

Phase 3 (Days 61–90)

Review your sales record and identify both strong and weak areas

Create sales goals for the upcoming month

Repeat and optimize strong sales areas

Trial new techniques and strategies for weak sales areas

Create a daily structure to maximize productivity

Set up meetings/calls with regional managers to discuss progress

30-60-90 day plan: Manager example

Although the plan follows a similar format, a 30-60-90 day plan for a manager is different from a new sales rep plan. It focuses more on building the team and understanding/improving processes. The goal is to improve at managing a sales team .

View each phase of the plan in detail below.

Complete all company training and onboarding tasks

Get to know each of your direct reports

Create connections within the company

Observe current workflows and document inefficiencies

Identify any sales management tools you may need (e.g., a CRM)

Familiarize yourself with team structure and individual strengths/weaknesses

Research your company’s competitors

Request company/managerial feedback from employees

Make one minor feedback-focused change

Request feedback from initial minor change

Identify gaps in the team (skillset, software, etc.)

Build data-driven reports for sales data

Create report-based sales goals for the month ahead

Make a minimum of one feedback-focused change

Request feedback on further changes

Set up meetings/calls with sales team members to discuss progress

Using the customer journey to achieve sales success

Best practices: Use software to create and track a 30-60-90 day plan

Building a sales plan takes time. The right tools can make planning and tracking goals much more efficient.

A solution like customer relationship management (CRM) software has a range of sales reporting and analytics tools that can help you determine goals and measure success, all under the same digital roof.

Here are some of the features to look for and how they can help:

Dashboards . Visual data representation can show you where performance is on track and where there may be room for improvement. Customize and share dashboards with others in the company to keep sales leadership and team members in the loop.

Customizable activities and goals . A CRM allows you to create goals based on deals or activities. Tracking these activities helps you know your reps have everything they need to do their jobs.

A good CRM will let you set goals and watch your team’s performance. You’ll see when a new hire is succeeding or is falling short of the mark. This will enable you to step in and make adjustments, like offering tailored training or extra coaching.

Sales forecasting . Forecasting can also help you set useful milestones. Users can create a clear sales forecast, view projected revenues and put numbers to the goals. Knowing what to expect can help you understand which deals and activities your reps should focus on to reach your sales targets .

Reports and insights . A CRM solution will generate reports that help you set and measure goals. Customize the metrics to measure a new hire’s progress on targeted KPIs.

For instance, generate reports that tell you which accounts bring in the most revenue. Get a clear understanding of progress by viewing reports on individual and team performance. See how many opportunities reps win or lose and understand why.

What next? How to follow up on a 30-60-90 day plan

The rigid structure of a 30-60-90 day plan provides a safety net for those in a transition period. It can also support ongoing growth as you continue the process beyond day 90.

You can repeat the two later phases of the plan (days 31 to 90) to put new goals into practice and evaluate as necessary.

Managers or new hires can modify the model to keep implementing and improving in 30-day cycles.

Final thoughts

From the interview process to the third month on the job. The 30-60-90 day sales plan is one of the most valuable tools for salespeople .

Whether you’re new to the industry, changing companies or refocusing a territory, a clever sales plan can make for a painless transition. Use software to keep track of your goals with data-driven visuals and make smart decisions faster with trackable metrics.

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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:

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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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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

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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.

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30-60-90 Day Plan: A Guide (With Templates)

Here’s how to make a 30-60-90 day plan that will set employees up for success in their new roles.

A 30-60-90 day plan is essential for onboarding effectively at any company, as it help outlines expectations for an employee to meet when entering a new job.

30-60-90 Day Plan Definition

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should be striving for during the first 30, 60 and 90 days on the job.

Whether you’re starting a new job, or you’re a manager bringing a new employee onboard, we’ve compiled a comprehensive set of tips to create 30-60-90 day plans that will support successful onboarding .

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should meet during the first 30, 60 and 90 days on the job. Typically provided for new employees on or before their first day of work, they are a common component of companies’ onboarding processes, as they’re used to set up a new employee for success right away. 

The plan “needs to be some kind of structure that you mutually agree on, a structure that is outcome-focused and that helps people go towards maximizing their contribution to your company as fast as possible,” Rik Haandrikman, vice president of growth at Bitrise , told Built In. “Without a plan, it’s a mess, and 30-60-90 days works.” 

At Bitrise, 30-60-90 day plans tend to be pretty high level, with a few bullet points for each milestone. The first 30 days are all about understanding the context of the business. At the 60 days, employees should be proposing concrete steps to reach an outcome, and by day 90, the company wants to start seeing deliverables.

30-60-90 day plans can also be shaped by both a manager and the employee to fit mutual needs. This is where a manager provides overall support and makes sure company-wide tasks and department-specific KPIs are covered, but leaves enough room for the employee to set their own goals too.

These plans can be so flexible that some companies, like  Instawork , even use a 14-30-60 day plan. “It’s really important to get things going quickly,” said Sumir Meghani, co-founder and CEO of Instawork. 

Adriana Roche, chief people officer at Mural , suggests managers have a 30-60-90 day plan ready for a new employee but to sit down with them to discuss and modify the plan as needed.

“The important thing is that you fill this out before the person starts. So on day one, you sit down with them, and you walk them through this journey,” Roche said. “The person feels like they’ve co-created their onboarding versus just having something handed to them.”

Benefits of a 30-60-90 Day Plan

Makes employee onboarding structured and approachable.

30-60-90 day plans are a digestible way to help an employee transition into their role smoothly, have a vision for their position and not feel too overwhelmed. 

“We’re just trying to distill [work] down to something that’s achievable in the foreseeable future. Most people can get their heads around three months,’” David Ciccarelli, CEO of Voices , told Built In.

Boosts Employee Confidence and Sense of Belonging

These plans can give employees a consistent introduction to the company and help them feel confident about joining.

“If you do it well, you create a sense of cohesion with the people, so creating a sense of belonging, and then getting people ramped up as quickly as possible.” Roche said. “They’re going to feel much more engaged because they’re feeling like they’re having an impact from the get-go.”

Useful for Transitions Into New Roles or After Leaves

30-60-90 plans don’t have to be just for new employees, Ciccarelli said. You can use them to help someone transition into a new role or acclimate again after a leave .

“Any kind of re-entry, the 30-60-90 day plan is a great level set,” Ciccarelli noted. “In consideration of a promotion, that actually is much more meaningful because somebody has the context of what are the big objectives of the year.”

More on Onboarding How 15 Companies Nail The Employee Onboarding Process

To make a 30-60-90 day plan, it’s helpful to know common goals associated with each major milestone. Here’s what you can expect to accomplish or see from employees 30, 60 and 90 days into a new job.

30 Days Into a 30-60-90 Day Plan

Complete common onboarding tasks.

The first 30 days in a new job should be all about creating a foundation of knowledge before diving in head first. These types of tasks can include:

• Reading company handbooks and guides.
• Learning company culture and history.
• Learning company processes around benefits, requesting time off, etc.
• Gaining access to and learning how to use tools and systems (email, chat, software tools).
• Attending coffee chats or onboarding sessions offered by your company.

Meet Managers, Team Members and Collaborators

At many companies, part of onboarding can look like having 15- to 30-minute one-on-one meetings with team members or collaborators. It’s especially important to meet with your manager on the first or second day of a new job to discuss what their expectations are. 

“The list of people your manager is getting you to talk to, those are your performance review people,” said Alexandria “Lexi B.” Butler, who has worked in tech for several years and is the founder of Sista Circle: Black Women in Tech . “Literally your manager is telling you, these are the people that I will talk to to see if you get a raise.”

New hires will want to ask their coworkers about what they do, how their jobs impact one another and their overall thoughts on company culture and processes.  

Some companies have a buddy system for new employees, where they can get to know someone else at the company who they can go to for guidance that isn’t their direct manager.

“We make sure that we also have a peer onboarding partner, so really having a buddy with somebody, a safe space where you can ask those questions that you perhaps wouldn’t want to ask of your manager,” Rebecca Port, chief people officer at 10x Genomics , told Built In. “Someone who can help you understand the context of the why behind things.”

Go Over Responsibilities and Company Dynamics

During these first 30 days, take time to go over the responsibilities in the job description and start to think of a plan to tackle them, plus focusing on learning the company dynamics, according to Annabel Maw, director of communications at Jotform .

“It’s mostly just getting a really good framework and foundation for how the company operates and how the product works, and then just understanding the competitive landscape too in the industry,” Maw said.

60 Days Into a 30-60-90 Day Plan

Have steps to reach a goal and start to contribute.

Before the first 60 days, many companies expect that there will be outlined steps for meeting an employee’s initial goals or completing first projects.

By day 60, Ciccarelli said Voices employees are expected to have an understanding of the product and be able to give a product demonstration, which is a rite of passage for new employees. At Bitise, Haandrikman said employees should strive to start making an impact on the business after the first 30 days by outlining specific steps to reach a goal.

Deepen Colleague Relationships and Discuss Projects

Conversations with colleagues should continue after the first 30 days, Butler said, and these conversations should go even deeper to help employees learn about how they are performing against expectations so far.

90 Days Into a 30-60-90 Day Plan

Have an outcome to share and make suggestions.

By the end of an employee’s first 90 days, they are often expected to have an outcome to share with the company, such as completing a key first assignment or goal. It’s also not too early to start making enhancements at the company by day 90, Haandrikman said.

Reflect and Review With Your Manager

At an employee’s 90-day review with their manager, Butler suggests asking these questions:

• What have I done well? 
• What can I work on? 
• How do you see me in this role evolving in the next year?

These questions will help you to understand your strengths and where you stand out — your special skills and abilities that will help shape your career. 

“Now people have gotten to know you. They’ve gotten to see your strengths and your weaknesses because everybody has them,” Butler said. “You start creating your career … people just start seeing it, and in those 90 days, people will start giving you those tidbits.”

30-60-90 Day Plan Templates

While 30-60-90 day plans can be highly personalized to the employee, a template is a proven way to help a manager get started and make sure they don’t forget all of the essential tasks needed for onboarding.

These 30-60-90 day template ideas — whether provided by a company or used for personal progress tracking — can be used to outline and track expectations for new employees.

Simple 30-60-90 Day Plan Template 

Voices’ 30-60-90 day plan template, as shared by Ciccarelli, fits on one page and is in bullet form. This type of template is effective for making plan notes in a simple format that can be fleshed out later. It also implements a SMART goal template, which gives employees direction for writing clear goals. 

Visual 30-60-90 Day Plan Template 

As for Mural’s 30-60-90 day plan template, this example is highly visual and maps out a path for an employee to follow over the course of the first three months. Templates like this can keep the 30-60-90 day plan fun and light-hearted, and provide images alongside goals to help employees better visualize what they should accomplish.

Create Your Own 30-60-90 Day Plan Template

It also doesn’t have to be all up to the company to provide a plan to follow.

For Butler when she enters a new job, she creates an Excel document with tabs for 30, 60 and 90 days. She has columns for the tasks she’s working on and the feedback she receives. For items she’s told to keep working on after the first 30 days, she copies them to the 60 day tab, and so on. 

She also said working with software tools like Workday has been a helpful way to keep both the employee and manager accountable with documenting progress.

In many cases, how well an employee follows a 30-60-90 plan can be a strong predictor of their future success at the company.

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a document that outlines expectations or goals new employees should meet within their first 30, 60 and 90 days at a company.

What should be included in a 30-60-90 day plan?

A 30-60-90 plan should include:

• Defined goals or expectations a new employee should meet by day 30, 60 and 90
• Information about onboarding, training and key employee documents or systems to access
• Information about who to contact or what other resources to reference to help reach the defined goals

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

Kate Williams

Last Updated: 11 June 2024

16 min read

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!

14-day free trial • Cancel Anytime • No Credit Card Required • No Strings Attached

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! 

Product Marketing Manager at SurveySparrow

Excels in empowering visionary companies through storytelling and strategic go-to-market planning. With extensive experience in product marketing and customer experience management, she is an accomplished author, podcast host, and mentor, sharing her expertise across diverse platforms and audiences.

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• 30-60-90 day plan for new hires (templa ...

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.

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🎁 Bonus Material: Free 30, 60, 90-Day Plan Template

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The Complete Guide to Creating a 90-Day Plan

This guide will walk you through the essential elements of using 90 day plan - the productivity method to keep your team productive and engaged.

In today's fast-paced world, staying organized and goal-oriented is essential for success in both personal and professional endeavors. An effective way to achieve this is by utilizing a 90-day plan. In this comprehensive guide, we will explore the concept, benefits, steps, and practical tips for implementing a 90-day plan to enhance productivity and accomplish goals within a specific time frame.

What is a 90-Day Plan?

A 90-day plan is a strategic outline that encompasses defined goals, targets, and initiatives to be achieved within a 90-day period. It is a powerful tool for individuals and businesses to set short-term objectives, establish key priorities, and track progress efficiently.

Understanding the Origin of 90-Day Plans

The concept of the 90-day plan can be traced back to its utilization in the business world, particularly in the realm of strategic management. It has its roots in the principle of setting actionable and measurable goals within a relatively short timeframe to drive meaningful results.

Who Can Benefit from a 90-Day Plan?

The 90-day plan is extremely versatile and can be beneficial for various individuals and organizations. It is particularly advantageous for:

• Entrepreneurs and Start-ups : Establishing a 90-day plan can help entrepreneurs focus on critical business milestones and adapt quickly to market dynamics.
• Managers and Professionals : Individuals in leadership roles can use a 90-day plan to align team objectives and monitor progress effectively.
• Students and Educators : Students can utilize a 90-day plan to set academic goals, while educators can implement it to drive learning outcomes and classroom management.

The Pros and Cons of Implementing a 90-Day Plan

• Enhanced Productivity : The timeframe constraints of a 90-day plan can foster a sense of urgency, driving productivity and efficiency.
• Focus on Key Priorities : By outlining specific goals, a 90-day plan encourages individuals to concentrate on critical tasks and objectives.
• Adaptability : It allows for adjustments and realignments based on ongoing feedback and changing circumstances.
• Risk of Overcommitment : In some cases, individuals might feel pressured to overcommit to unrealistic goals within the short timeframe.
• Limited Long-Term Planning : A 90-day plan focuses on short-term objectives and may not directly address long-term strategic initiatives.

Use Lark to unleash your team productivity.

Getting Started with a 90-Day Plan

Define your objectives and priorities.

The first step in creating a 90-day plan is to clearly define your objectives and identify your top priorities. Whether it's personal development, business growth, or academic achievement, clearly stated goals are essential.

Evaluate Your Current Position

Assess your current situation to understand what resources, skills, and connections you have that can contribute to achieving your goals within the 90-day timeframe. It's crucial to have a realistic understanding of your starting point.

Create a Detailed Action Plan

Break down your goals into actionable steps and create a detailed timeline for achieving each objective. This can include specific tasks, deadlines, and key milestones.

Implement and Monitor Progress

Once the plan is in motion, consistently track your progress. Regular check-ins and adjustments to the plan are crucial for its successful implementation.

Step-by-Step Guide for Implementing a 90-Day Plan

Step 1: establish clear and specific goals.

Define what you want to accomplish within the 90-day period, ensuring that your goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

Step 2: Prioritize Your Objectives

Identify the most critical objectives and rank them based on their importance and impact on your overall vision.

Step 3: Break Down Goals into Actionable Tasks

Divide each goal into specific, actionable tasks, outlining the steps required to achieve them.

Step 4: Create a Timeline

Develop a detailed timeline for each task, setting deadlines and milestones for significant progress.

Step 5: Implement and Adapt

Execute the plan and remain adaptable. Regularly review your progress and make necessary adjustments to stay on track.

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Actionable Tips for Implementing a 90-Day Plan

• Maintain Flexibility : Embrace change and be open to modifying your plan based on new opportunities or challenges.
• Utilize Time Blocking : Allocate specific time slots for key tasks, ensuring dedicated focus and productivity.
• Seek Feedback and Support : Engage with mentors, peers, or colleagues for feedback and support throughout the 90-day period.
• Celebrate Milestones : Acknowledge and celebrate small victories along the way to boost morale and motivation.

Do's and Dont's

In conclusion, the effectiveness of a 90-day plan lies in its ability to drive focus, productivity, and adaptability. By setting clear objectives, implementing actionable strategies, and consistently monitoring progress, individuals and organizations can maximize their potential within a defined timeframe.

Q: How many main goals should be included in a 90-day plan?

A: It is advisable to limit the main goals to 3-5, ensuring that each goal is achievable within the 90-day timeframe.

Q: What should I do if I fall behind on the 90-day plan?

A: If you experience setbacks, reassess your plan, identify the reasons behind the delay, and make necessary adjustments to get back on track.

Q: Can a 90-day plan be utilized for personal development?

A: Absolutely! A 90-day plan is highly effective for personal development, enabling individuals to focus on specific areas such as fitness, skill development, or lifestyle changes.

Q: Should a 90-day plan be rigid or adaptable?

A: While it's important to have structure, a 90-day plan should also be adaptable to accommodate unforeseen changes and opportunities.

Q: Is it necessary to document a 90-day plan?

A: Yes, documenting your 90-day plan provides clarity, accountability, and a reference point for tracking progress and achievements.

Incorporating a 90-day plan into your routine or business strategy can yield substantial results, offering a structured approach to goal achievement and continuous improvement. By understanding its intricacies and following the recommended guidelines, individuals and organizations can leverage the power of a 90-day plan to drive success and realize their ambitions.

Remember, the most successful 90-day plans are those that are tailored to specific needs, regularly reviewed, and adapted to align with evolving objectives and circumstances.

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THE 90 DAY BUSINESS PLAN…

The incredible power of the 90-day business plan.

Why? Because 90 days is a long enough period of time for you to make serious progress towards your goals. Having said that, it’s not so far in the distance that it creates a disconnect – where your goals seem far too big and unassailable.

Here’s a very small selection of some of the stuff that I’ve done in my 90-day plans.

90-day business plans.

• Redesigned a company website, making it 700% more effective.
• Created a new telesales department
• Hired a new team
• Written three bestselling books
• Launched three new businesses
• Systematised my entire business operations
• Launched a podcast
• Hired a Managing Director
• Created dozens of killer marketing campaigns.
• Optimised our customer journey.
• Sold two businesses .
• Improved our SEO by 350%
• Outsourced Google Ads and Facebook Ads – reducing our cost per lead by 55%
• Written a 250-email nurture sequence
• Became a regular guest on BBC Radio .
• Recorded more than 150 podcasts.
• Found mentors and mastermind groups to push me, and force me to grow.

Personal Finance 90 day Goals:

• Started a Buy To Let property portfolio.
• Got my investment funds working harder – increasing annual returns by around 25%
• Started Angel Investing
• Launched a new corporate fund
• Sourced not one, but TWO fantastic advisers who manage my money.
• Educated myself in how to be a financial routine machine.

90 days in my personal life

• Helped my wife quit her job
• Homeschool my two children
• Book all of our “dream” holidays
• Remodel our house, turning it into our dream “forever home”

Health Improvements After 90 days:

• Got into the best shape of my life
• Given up drinking
• Lost a shedload of weight
• Started Intermittent Fasting
• Implemented new gym routines.
• Learned to play golf (badly, still!)

While I lost a few pounds, got punched in the face, and achieved a (very bad) golf handicap, I barely scratched the surface of what’s possible health-wise in 90 short days.

For example, look at what these guys achieved following Joe Wicks’ 90 day SSS plan :

Then, choose the three tasks that are going to make the biggest impact on your business (or your life) to get it where you want to be. 

If you’ve chosen well, these three “lead dominoes” would cause a chain reaction, causing huge momentum and creating the kind of domino-knocking-over spree not seen since a “Domino Rally” advert.

After that, you’ll then write down a further three “stepping stone” mini-goals for each month, that will keep you moving towards the big three for the quarter. 

So, if “publishing a book” is one of your big three, then you could add “write 40,000 words” as one of your stepping stones for month one, “get the book proofread and edited” as one of month two’s stepping stones, and month three could see “plan book launch” as one of its three tasks.

Three BIG things per quarter. The massive stuff that moves you forward.

Then, three stepping stones per month that help you achieve your BIG three.

In all, nine things in three months that will see your business, and your life, in a much better place just 90 days from now.

Making a 90 day business plan

How do I know that? Because I have kept every single 90-day plan since that date, which shows me not only what I’ve been working on, but what I’ve actually achieved over that time.

Note the evolution, from hand-scribbled on a scrap of paper, to typed-up, to formatted on bright orange paper. Don’t worry too much about making it look pretty – the key to success with 90-day plans lies in writing it down every quarter, and diligently sticking to the plan!

An example 90-day plan.

You know, if sailors ever get lost at sea, they can always find their way back on course by locating the North Star in the night sky. Similarly, if you’ve got real clarity and focus on where your long-term strategy is taking you, then your North Star can guide you too.

Your 90-day plan contains the tactics that are going to get you there.

Crucially, they keep you moving in the right direction towards those annual goals.

You’re going to set three goals every 90 days. They’re going to be pretty big goals (I call them my “big three”). Nothing that you could achieve in a few days.

Naturally, they all require a pretty big effort, and lots of moving parts come together, but they are big things that will move your business or your life forward.

You’ll then break down those “big three” goals down further, into monthly “stepping stone” goals.

That’s three big goals for 90 days, and three stepping stones towards the big three every month.

1. Launch a podcast 2. Write a book 3. Relaunch a website

Now, those are three pretty big goals!

You see, they’re not the sort of things that I could achieve in a weekend or even a week or two.

Oh no, hitting these goals is going to require some pretty hefty work.

So, we’ve got the big three – now, let’s create some stepping stones.

Month one, I can start recording the podcast. I can also get the audio transcribed from the podcasts to create a “first draft” of some chapters for the book. I can also put together a step-by-step list of everything that needs to happen to relaunch the website.

That’s month one’s stepping stone goals – three actionable items that I can take that move me closer to my three 90-day goals, which will then keep me on track for my overall “north star” goals.

In month two, I will launch the podcast. Get it on iTunes etc., and start promoting it. I’ll turn the first six chapters of the book from the draft version (which I got transcribed last month) into finished chapters, and have this month’s podcast episodes transcribed for the same purpose. I’ll then get the design and structure of the website relaunch ready to go.

So you see, we’re now two months into my 90-day plan, and every step I take gets me closer to nailing those big three 90-day goals.

Month three, and it’s time for full-on marketing campaigns for the podcast. 12 chapters of the book are finished, with another four in draft.

Of course, the book’s going to take longer than 90 days, but this 90-day plan gives me the momentum of being at least halfway there with more than 30,000 words written, ready to send to an editor. I’ve also got a full plan to market and relaunch the website, which I can deploy in my next 90-day plan.

My 90 day plan template

Click to download and print!

I know, I know – I said you don’t need a nice pretty templated version of your 90 day business plan – and you really don’t.

Well, take it from me – I’ve built huge businesses, got into the best shape of my life, learnt loads of new skills, and all whilst having an absolute blast – from some hand-scribbled plans on a scrap of paper.

That’s served me well, and it would work just as well for you too.

But, if you do want a nice printed 90 day plan template, then who am I to argue?

Here’s a template that you can print off and just “fill in the blanks”:

And if you want something that’s REALLY pretty, you can even get it in a proper, physical planner that I’ve designed for my clients – “My World Domination Plans – A.K.A. The really useful planner you’ll actually USE”

Can you recommend some 90 day goal setting books?

Here’s my recommended reading list for 90 day business plans:

• Big Ideas… for Small Businesses – John Lamerton
• Routine Machine – John Lamerton
• My World Domination Plans – John Lamerton
• How to fail at almost everything and still win big – Scott Adams
• Total Recall: My Unbelievably true life story – Arnold Schwarzenegger
• The ONE Thing – Gary Keller
• The 12 week year – Brian P. Moran
• 6 months to 6 figures – Peter Voogd

Your 90 day business plan

What could i put in my 90 day business plan.

I’ve listed a load of things above that I’ve achieved in previous 90 day plans. And the place I always start when I’m creating my next 90 day plan, is to consult my “ could-do list ”.

Now, this is the antithesis to the bog-standard to-do list. 

It’s effectively a brain-dump of everything you could do to grow the business. 

I like to complete a full brain-dump every 90 days, and will usually end up with a could-do list that’s several pages long, and have a hundred or more items on it.

There’ll be lots of big scary things on there, as well as some stuff that is really speculative, and may not be worthwhile pursuing. But that’s fine – because I’m not actually committing to doing anything on this list.

It’s a could-do list, not a should-do list.

When it comes time to work on my next 90 day plan, I don’t do the first thing that pops into my brain, or tackle the first email in my inbox. I consult my could-do list, and work out what will give me the best return on investment – the biggest bang for my buck.

You can add to your could-do list at any time.  And you should. 

After all, your could-do list should be your filter for new ideas. 

Add all new ideas to the could-do list. If they’re good enough, the cream will rise to the top and get implemented. If not, they’ll fall by the wayside, and you won’t have wasted a minute pursuing them.

The magic behind this is that it stops you having an idea, and then devoting a stupid amount of time to what could be a damp squib, all the while taking you away from what you should be doing. 

After all, anyone who’s ever suffered from Shiny New Object Syndrome will know all about this!

Best of all, it also ensures that no idea gets forgotten – as soon as one enters your brain, pop it on the could-do list and get back to what you should be doing. It’ll be there waiting for you in 90 days when it’s time to look at your next 90 day plan.

What do you REALLY want?

Try and get as much real clarity as possible on your 90 day plan. 

How much is the deposit for that dream holiday? When would the balance be due? 

Exactly how much is a gardener going to cost? How many hours per month would you need? 

What’s the exact model, spec and colour of your dream car? How much are the monthly payments? 

In order to pay for it, how many new customers acquired, or products sold does that equate to? 

Are you willing to do whatever is necessary to achieve these goals?

In other words, are these actual goals, or just dreams?

Fancy a Five Whys?  

Having a really strong desire holds the key to successful achievement of goals.

Ask yourself not just “What do I want?”, but rather “Why do I want this?”

What difference will it make to your life, and the lives of those you care about? What will happen to them if you don’t achieve it? – because that’s what’s going to keep you  going when the willpower runs out.

When I wrote down my very first 90 day plan back in 2015, I listed my “five whys” – the five core values that matter most to me. The reasons I get out of bed in the morning, fired up and ready to make a difference.

My five whys were:  

These are my core values. Yours will differ.

But you need to know what they are – because when your 90 day business plan is in alignment with your five whys, you’re infinitely more likely to actually do the work and achieve the goals.

When there’s a conflict, you’re much less likely to do the work.

Because “security” is one of my five whys, having a 90 day plan of borrowing a million pounds for an untested new business model probably isn’t going to end well.

Nor is writing a 15,000-word white paper on the history of concrete (that might be your idea of Fun, but it’s not mine!).

But, knowing that when I set my big three for the next 90-day plan, I’m consciously thinking about my five whys, helps keep me “on track”, setting goals that I’m more likely to stick at.

Goals that enable me to spend more time with my family.

• Work that will be fun.
• Carving out time for growth.
• Not “betting the farm” on anything stupid.
• And always remembering my ideal job description – “to do what I want, when I want, how I want, where I want… if I want.”

Should I use a goal setting app?

Well, you could do.

You see, it doesn’t matter whether you use an app, my World Domination Planner, a scrap of paper, or the back of a napkin.

What does matter is that you stick to the plan.

For me, pen and paper works best. I’ve got the template that I print off every 90 days on bright orange paper, fill in the blanks, and keep with me at all times.

It’s literally sat on my desk as I type these words…

Like “the best diet”, or “the best exercise plan”, or “the best morning routine ”, the “best” tool for capturing your 90 day plan is…

The one you stick to.

Or, the one that gets used.

And the one that you’re STILL using 5 years from now.

Do my goals have to be SMART?

If you’ve ever worked anywhere remotely corporate, you’ll no doubt have heard of SMART goals.

Well, I hate acronyms, as I can never remember what they actually stand for (apart from “Never Eat Shredded Wheat” to figure out how to read a compass), and I think SMART goals are a load of rubbish anyway.

I think the “R” stands for “realistic” – but who wants to be realistic?

If I’d only ever done what was “realistic” – what I was actually qualified to do, I’d be sweeping the streets somewhere.

I certainly wouldn’t have launched an internet marketing business, despite knowing nothing about either the internet or marketing, let alone be mentoring ambitious lifestyle business owners , presenting a podcast and writing bestselling books about how to do it.

That’s just not realistic.

I’ve just googled SMART goals to see what they do actually stand for. It turns out that “what do smart goals stand for?” is one of the most frequently-searched terms for SMART goals, so I’m clearly not the only one who can’t remember what the bloody hell it’s supposed to remind you of.

Slow hand clap…

Anyway, SMART goals are – Specific, Measurable, Achievable, Realistic, and Timely.

I bet you don’t remember them all a week from today.

After all, I know I won’t.

And isn’t “achievable” the same as “realistic”?

“Specific” and “Measurable” are pretty damn similar as well, now that I come to think of it.

I believe that your goals need to tick just TWO boxes – you have to know:

• Exactly what you want to achieve, and..
• Exactly when you want to achieve it.

So no more “I want to lose weight” – it’s now “I want to fit into those 30-inch jeans, by the time I go on holiday”.

Instead of “I’m going to work harder at school”, focus on “I’m going to average a B-grade by the end of the spring term”

Rather than having a vague, long-term goal like “I want to lose weight this year”, I prefer to have specific “what + when” goals on my 90 day plan.

Stick with the plan, Stan – every week!

Click to download and print

Any business owner worth their salt talks about “working on the business, not in the business,” but how many of us actually practice what we preach, and block time out every day of every week, just to work on the business?

That’s why I created a weekly planner too, which is one of the simplest documents known to man.

Every week you’ll choose ONE thing that’s the most important task of the week. One that keeps you on track for your three monthly stepping stones, and/or keeps you on track for your BIG three for the quarter.

Write this in the “What’s your ONE THING this week?” box.

If you achieve nothing else except this ONE thing, then congratulations – you’ve beaten the week. You’ve achieved more than most people do given the same number of days and hours.

Sure, others may get to inbox zero. They may have a smaller in-tray. They may even be working harder, wearing their “I  heart Hustle” badge with pride.

But they won’t have actually achieved anything of merit – and 90 days from now, they’ll still be “hustling” and “getting shit done”, but their business and lifestyle will be exactly where it is now, with them still in the hamster wheel, spinning furiously, wondering why they’re not actually getting anywhere.

What else do you want to achieve this week? Are there some things that you truly have to do?

These are the items to pop in the “Anything Else” box. Remember though – Your ONE thing is what really matters. Once you’ve achieved that, then you can move onto this other stuff.

And that’s exactly how you should treat it – This is “other stuff”. You don’t do “other stuff” until you’ve done the important stuff. Your ONE thing is working on your business. Anything else is working in your business.

So, the week is planned out now – time to start planning our days.

I like to plan the week ahead in advance – so I’ll usually complete my weekly planner for the following week on a Friday afternoon, as one of my final tasks for the week.

This week ain’t over ‘till next week is planned!

INCREASE YOUR 90 DAY GOAL SUCCESS BY 350%

Share your 90 day business plan with others.

Did you know, I work with an accountability partner to hold me accountable to do my ONE thing each week?

Doing so, keeps me on track for my monthly stepping stones, and therefore much more likely to achieve my big three every 90 days. 

You see, just the sheer act of telling another human being “I’m going to do x, y, or z” is scientifically proven to result in an improved likelihood of hitting your goal. 

That’s why having a “gym buddy” works. 

It’s why having a “study partner” is encouraged. 

And, it’s also why group accountability such as Weight Watchers and Alcoholics Anonymous has such great success.

You see, in my One Percent Club , we’ve got built-in accountability, to make sure that our One Percenters are smashing their 90-day goals – every single time.

90 Day Goal Setting Quotes

90 + 90 + 90 + 90 = 200%, imagine you’re standing at the top of a huge hill..

It’s snowing, and these wonderful large snowflakes are gently floating to the ground and laying all around you. Shivering, you hold out your hand and one lands in your palm.

Now, hold your hand there for a few moments and then gently close your hand to make a tiny ball of snow.

Then, as the snowflakes keep coming down, make your snowball bigger and bigger, until eventually, it’s the size of a tennis ball.

Next, lay your snowball on the ground at the top of the hill. Then, push and watch your snowball gently start rolling away.

Before long, the hill takes over and does most of the work.

By the time your snowball has rolled down the hill, it’ll be bigger than your house – and it all started with just a few individual flakes and a big hill.

That’s compounding explained in a nutshell (or a snowball, to be precise!).

It’s where the whole is greater than the sum of its parts.

Curiously, it’s why if the stock market were to drop 40%, you’d then need a 60% gain to break even.

And, its also why if you can improve yourself by just 1% every day, in a year from now you’ll be thirty-seven times the person you are right now.

Conversely, it’s also why if you got 1% worse every day for a year, you’d be practically at zero in twelve months’ time.

If the desire was high enough (a gun to your child’s head for example), most people would be capable of doubling their business in a year.

But setting that as a goal? “Impossible” would be most people’s reply.

So, how about growing your business by just 19% in the next three months?

Well, that sounds much more achievable, doesn’t it? Bite-sized. Goldilocks!

Well, grow your business by 19% for four consecutive 90-day business plans, and guess what – you’ve just doubled your business in 12 months!

You see, compounding is the secret sauce that my business hero Warren Buffett has used to become one of the richest self-made men on the planet. It gives a huge amount of leverage and can propel you forward in whatever goals you set, just by continually stacking up these 90-day business plans, one after the other.

90 days from now…

Nothing, and i mean nothing, gets in the way of my 90 day plan. .

That means, all the other “stuff” that happens in every business, has to fit in around those important tasks that keep me moving towards my big three. 

Every day, I do ONE thing that moves me toward my weekly one thing..

Then, my weekly ONE thing helps me achieve the monthly stepping stones, which enables me to hit the 90-day big three. 

And if I hit all three of my 90-day goals, every 90 days?

Then, over the course of a year, I will have achieved 12 HUGE things that really propel my business forward – the stuff that truly makes a difference to the bottom line of my business, and the quality of my family members’ lives.

Goldilocks would be proud.

About the author

John lamerton is a self-styled “lazy” entrepreneur and investor..

Known as the “King of Routine”, John has written three bestselling books , and has run more than sixty small businesses. He also coaches hundreds of small business owners , helping them to grow their companies – without the stress!

Of course, as a regular on BBC Radio, and hundreds of podcasts – John is well known for his “no-nonsense, down-to-earth” style.

• Big Ideas… for Small Businesses
• Routine Machine
• My World Domination Plans
• 90 day planner
• Weekly planner
• One Percent Club
• ALB Podcast #5 – 90 day goal setting

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How to Use a 90-Day Plan to Explode Your Productivity

One of the biggest changes I made in 2016 was to implement a 90-day plan in my business. I did this for the last quarter of 2016 (and still do it today ) and it has exploded my productivity, not to mention my creativity.

I'm not sure why, but I believe it has something to do with the visual aspect of the 90-day planning process I use. By being able to see, at a glance, exactly where I'm at in my business and my plan, I can also see how I'm tracking towards my overall goals for the year.

It's empowering.

If you want to feel the same way in 2021, I encourage you to create your own 90-day plan and see how it works for you.

Creating a 90-Day Plan

What I really love about setting 90-day goals is that I only have to focus on a few things over this period and it stops me from getting overwhelmed with ALL. THE. THINGS.

If you get overwhelmed, then you're gonna love implementing the 90-day plan.

The point of a 90-day plan is that it stops you from focusing on all your goals for the year. Instead, the 90-day plan allows you to take your goals for the year and then break them down into 90-day stretches, 30-day stretches and then 2-week sprints.

Ready? Let's get started!

Step 1: Review your goals

Take your goal card (if you don't have one yet, check out this blog post to create your own), look at what your main goals are for the next 12 months and then think about how you’re going to achieve them.

Write down everything you’ll need to do to reach your goals. This might include writing books, creating courses, promoting your services etc.

Your goals should be no more than 3 for an entire 12-month period, and then you'll break down those goals into all the steps needed to achieve them… those become part of your 90-day stretches.

Step 2: Review your strategic plan

Before you can create your first 90-day plan, you'll need to review your strategic plan as well. This tells you what you've got planned for the year, but doesn't go into all the nitty-gritty details.

If you don't have one created yet, then you'll need to do this first. Check out this blog post to start your own strategic plan.

It will change the way you approach your business!

Step 3: Put it all together into a 90-day plan!

Once you’ve reviewed your goals and strategic plan, think about the next quarter and what you want to focus on to achieve your 2-3 main overarching goals.

Pick 1-3 steps to focus on for the next 90 days. Remember, don’t try to do it all!

In fact, you shouldn't be doing any more than 3 main things over the next 90 days.

Break these down further into 30-day stretches. You should end up with 30 days, 60 days and then 90 days worth of goals.

Get a copy of the 90-day planning template that I use in Trello here: The 90-Day Plan

Make sure you leave time in your 90-day plan to repeat this exercise for every quarter as well.

90-Day Planning in a Planner!

You should include all the nitty-gritty details in your 90-day plan. Work backward… Start with your overall goal(s) for the next 90 days and then break this down into all the steps you need to take to achieve it.

Don't forget to schedule in your downtime too. I've found that if I don't have at least 30 minutes a day carved out in my calendar for ‘me' time, then it doesn't happen. This is one of my non-negotiables.

Once you do this, it makes creating your 90-day plan a lot easier. You can then create all your to-do tasks as well and add them to your Google Calendar or Todoist app .

Now it's Your Turn…

90-day planning isn't about rigid structure, it's about seeing what's ahead and planning accordingly. It allows you to pivot and be flexible and achieve the goals you set for yourself, rather than getting to the middle of the year and wondering where the last six months went…

Make sure you grab the 90-day plan Trello board and get started today.

Founder of Hustle & Groove and your creative business strategist. If you want to get notified of new posts just like the ones you see here, then make sure you join the awesome H & G community — Join Now!

9 replies to "How to Use a 90-Day Plan to Explode Your Productivity"

[…] it a step further and plan out how you’ll reach those goals in 90-day sprints, and you’ve got yourself a nice little success plan to ensure 2017 is your […]

I like the advice but for us visual interpreters, can you give examples like if someone’s 90 day goal was losing 20 lbs

Hi Ali, thanks for your comment. If you access the free 90-day plan I link to in the blog post (right at the bottom) you’ll be able to see how you can implement this for yourself.

Hi! I loved this post. I tried to register on several devices to get the 90 day plan but I get the same response : please fill out all required fields. They are all complete

Hi Elena, I’m glad you enjoyed the post. I’m sorry that you had trouble accessing the 90-day plan. I entered your details in and had no issues… hopefully it shows up in your email shortly!

Thank you so much! I got it! Your blog is awesome

[…] Let’s make some bold move next year as mothers. Let’s set Realistic goals for different aspects of our lives for each quarter of 2024. […]

The link to join the Trello Board to download the 90 day plan is broken.

Check it out here: https://hustleandgroove.com/90-day-plan-signup/

Thanks for letting me know Sean – correct URL here: https://hustleandgroove.com/90-day-plan-opt-in/

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30 60 90 Day Plan

A 30-60-90 day plan is a tool to help you outline the first 90 days of a new job or role. It will help you think about what you need to achieve and reflect on your progress.

Add your objectives to reach in your first 30, 60, and 90 days. Be realistic but be flexible. As you learn more about the new environment, your objectives may change.

Make your plan more tangible by adding metrics to the objectives. Try to make them specific, for example, to the objective "Have 1 on 1s with my new team", A metric could be as simple as "Scheduled 8 calls with each of my 8 colleagues".

Add any learnings, achievements, or notes as you progress through, and you will have a great picture to reflect on by day 90.

Congratulations, and good luck on your new adventure!!

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