Improvising is one thing, but stumbling around aimlessly until you’re let go is quite another. While the first option sounds and feels appealing, and often proves effective, the latter can quickly become your reality without some forethought and planning.
This is particularly true when starting a new job, highlighting the importance of understanding how to craft a 30/60/90-day plan.
Having realistic expectations is crucial. It’s easy to get carried away when you’re a new employee, or even a manager onboarding someone new, leading to overpromising and underdelivering.
“I can definitely increase our leads by 200% within two months.”
“I expect you to increase our leads by 200% within two months.”
Regardless of your role, whether manager or employee, these unrealistic expectations set everyone up for failure. A well-structured 30/60/90-day plan enables you to establish achievable goals, position yourself for success, and navigate the improvisation process without the chaos.
Table of contents
- What is a 30/60/90-day plan?
- How to write a 30/60/90-day plan for an interview
- How to write a 30/60/90 day plan for a new job (for an employee or manager)
- Free 30/60/90-day plan template
What is a 30/60/90-day plan?
A 30/60/90-day plan is a tool used by both employees and employers. Typically, it outlines the objectives and expectations for the first 30, 60, and 90 days of a new role or project. The underlying concept is to bring structure to the onboarding process, with goals centered around grasping the fundamentals, connecting with key individuals, formulating an actionable plan, and ultimately executing that plan. This framework can also be applied to new projects.
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Furthermore, a 30/60/90-day plan should incorporate measurable success metrics. In other words, your goals should be quantifiable using tangible data points, such as:
- Completing X out of Y tasks
- Finishing X training modules
- Developing a Q3 strategy with X deliverables
- Pitching X ideas for Y While sticking to the plan is ideal, it’s important to acknowledge that adjustments might be necessary. If certain goals appear unrealistic after a few weeks, revisit your plan, modify the objectives or timelines, and ensure everyone involved is aligned with the changes.
How to write a 30/60/90-day plan for an interview
Although not guaranteed, some companies might mention a 30/60/90-day plan in the latter stages of an interview. They might request that you prepare one beforehand or ask you to briefly outline one during the interview. Unless explicitly requested in advance, a detailed plan is likely unnecessary for an interview. However, it’s beneficial to have a grasp of the key points. Before drafting the plan:
Thoroughly examine the job description and the company itself
Analyze the company’s mission statement, website content, job description emphasis, and so on. Consider the broader role the position plays within the company and its contribution to achieving their goals. For instance, the Warby Parker About page effectively encapsulates their mission: to motivate and make a difference in the world through vision, purpose, and style.
Determine the relevant goals for this position
What might their key performance indicators (KPIs) be? What constitutes success? Given the company’s size and target audience, what types of metrics and goals seem reasonable? For example, it would be unrealistic to claim you can generate 500 leads in 90 days through your marketing role if they have a limited audience and a successful quarter typically yields around 5 qualified leads. Bonus: Before reaching the later interview stages, inquire about the position’s success metrics. This not only helps you assess the role’s feasibility and alignment with your expectations but also informs your 30/60/90-day plan.
Be practical and avoid overselling yourself
What can you realistically accomplish within 30/60/90 days? Remember that you’ll be learning about the company, audience, and products or services throughout this period. When defining goals, factor in the time required for networking. Expect numerous meet-and-greets in the initial weeks, potentially involving interviews or shadowing.
Highlight the significance of learning and training
Emphasize learning, training, and shadowing in your proposed plan. When outlining specific goals, include the roles of potential stakeholders you’d collaborate with. Learning is integral to any job, and demonstrating your eagerness to grow is favorable. It’s also an excellent way to connect with your team and colleagues from other departments. For instance, if the role involves Google Ads and you lack experience, mention your intention to take relevant Google Ads courses from the outset.
Even if a 30/60/90-day plan isn’t requested during the interview, having a general outline readily available is always beneficial. If you’re particularly enthusiastic about your plan, consider offering to send it to the interviewer after the call.
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How to write a 30/60/90-day plan for a new job
Creating a 30/60/90-day plan for a new job is similar to preparing one for an interview, but you now have access to internal resources and a better understanding of your role. Even if not explicitly requested, drafting one independently helps you stay on track.
Days 1-30: Prioritize learning
The initial 30 days typically revolve around acquiring knowledge. Being new to the company and role necessitates establishing a strong foundation in company operations, products, target audience, and responsibilities.
- Focus your goals on learning and professional growth within the role
- Identify individuals for informational interviews
- Determine necessary training programs
- Request access to relevant courses
- Explore certifications
- Identify any additional resources you might need As you navigate the first 30 days, document any questions as they arise and seek answers promptly. This is your opportunity to absorb as much information as possible, and addressing knowledge gaps early on can prevent confusion later. When establishing goals for the first 30 days and beyond, ensure they are concrete and quantifiable. Both you and your manager should be able to clearly determine whether a goal has been achieved.
Ensure your 30/60/90-day plan goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.
For example, a goal could be to complete X courses on Y topic by day 60 or to publish four blog posts and conduct interviews with two internal experts.
Days 31-60: Strategy and continued learning
Having gained foundational knowledge in the first 30 days, you can shift your focus toward strategy development and further learning.
Understand the needs of your team and department
- How can you contribute to your department’s and company’s success?
- Prioritize tasks based on their potential for quick wins and impact
- Determine the support required to execute these tasks effectively
Set attainable targets for this period
- Identify projects you can initiate
- Estimate the progress you can realistically make on existing projects Remember that you’re still in the learning phase, so operating at full capacity might not be feasible yet.
Outline additional training, resources, certifications, etc.
Learning shouldn’t be confined to the first 30 days. Anticipate continued learning in the second 30 days and potentially beyond.
- Based on the job description and department goals, consider potential knowledge gaps you might encounter at this stage.
- If specific topics or knowledge gaps are unclear, allocate some buffer time to accommodate additional training needs that might emerge.
Days 61-90: Implementation and execution
After dedicating time to learning, networking, strategizing, and further learning, it’s time to put your knowledge into practice.
Define projects, campaigns, strategies, etc., for implementation
- What resources are required for seamless execution?
- Identify key stakeholders and their involvement
- Anticipate potential obstacles and develop mitigation plans
- Determine the support needed for successful implementation
Plan for presenting your progress
- Establish reporting mechanisms in advance
- Identify primary KPIs or metrics for evaluating project or initiative success Focus on effectively communicating your accomplishments and demonstrating the impact and progress made to your superiors.
Dedicate time for reflection and review
Action without reflection is incomplete. While not everything can be planned to the last detail, consider how you’ll revisit your first 90 days, address remaining knowledge gaps, learn from mistakes, and ensure continuous improvement in the subsequent 90 days.
Simplifying life with a free 30/60/90-day plan template
A 30/60/90-day plan should streamline your transition and guide you toward success. Avoid overcomplication and keep it straightforward with our free template.
Get your copy of the template here.
Maintaining momentum beyond 90 days
Progress doesn’t halt at the 90-day mark; it’s merely the beginning. Once you’ve completed your initial 90 days, consider crafting another 30/60/90-day plan to maintain momentum. Before you know it, you’ll find it hard to believe you were once the inexperienced newcomer from those early days!