Explore Jobs

Find Specific Jobs

Explore Careers

Explore Professions

Best Companies

Explore Companies

30 60 90 Day Plan: What It Is And Examples

By Kristin Kizer
Jan. 19, 2023
Last Modified and Fact Checked on:

Find a Job You Really Want In

30-60-90 Day Plan: A Comprehensive Guide for Success in Your New Job

Summary. A 30-60-90 day plan is a strategic document outlining your objectives and goals for the first 30, 60, and 90 days in a new job. When crafting this plan, refer to the job description to identify essential tasks and qualifications. Focusing on a few key priorities during the interview stage can significantly enhance your presentation.

If you’re committed to making a strong impact in your new role, you’re likely acquainted with the 30-60-90 day plan concept. This structured approach is not only applicable to professional settings but can also be useful in various aspects of life.

This article will delve into the essence of a 30-60-90 day plan, its significance, and how to create one effectively. Additionally, we provide a template and an example to assist you in formulating your personalized plan.

Key Takeaways

  • A 30-60-90 day plan sets clear goals for the initial 30, 60, and 90 days in your new position.

  • Presenting a 30-60-90 day plan during your job interview demonstrates your enthusiasm, understanding of the role, and potential contributions to the organization.

  • Be prepared to adapt your 30-60-90 day plan as you receive feedback and gain insights into the position.

30-60-90 Day Plan.

In This Article   
Skip to section

What Is a 30-60-90 Day Plan?

The concept is straightforward: you start with your first day and envision where you aim to be by the 90th day. A 30-60-90 day plan segments your objectives over the first three months, creating a clear and actionable roadmap to achieve your desired outcomes.

To leverage this plan effectively, develop it before your job interview. Sharing it during your meeting with a prospective employer will clarify what they can expect from you and the results you are committed to delivering.

This proactive approach will impress your interviewer and should be part of your preparation each time you explore a new job opportunity. Along with crafting a resume, creating a 30-60-90 day plan will serve as your strategic document and customized roadmap to success.

The Benefits of a 30-60-90 Day Plan

Although the 30-60-90 day plan is a well-established tool, it often goes unmentioned during interviews. By approaching a new role with this plan in hand, you gain a competitive edge. This strategy demonstrates your confidence and commitment to success by showing that you’ve taken the initiative to plan ahead. How could an employer resist that?

Here are some additional benefits of developing a detailed plan:

  • Enhanced understanding of job expectations and responsibilities

  • Thoughtful consideration of how to achieve objectives within the position

  • Displays abundant enthusiasm

  • Communicates your expertise and knowledge of the role

  • Encourages meaningful discussions during the interview about key topics

  • Places you in control of the interview narrative

  • Exhibits a proactive work ethic even before being hired

  • Demonstrates your value and worth to the organization

  • Encourages the employer to envision you in the role, leaving your competition struggling to match that impression

How to Create a 30-60-90 Day Plan

While the idea of creating a plan may seem daunting, it is more manageable than it appears. You can glean much of the information you need from the job description.

  1. Use the Job Description. A well-crafted job description outlines expectations. While it may not provide specific goals, you can derive objectives from it. For example, if the role involves managing social media, you might set a goal to increase engagement or followers. If you’re applying for a productivity manager position, your goal could involve streamlining productivity.

    Carefully analyze the job description to extract the tasks and skills required, then logically determine what the employer would like to see from you. Be realistic in setting achievable goals—overpromising can lead to failure.

  2. Focus and Prioritize. Your initial plan doesn’t need to be overly detailed. Focus on a few key areas where you believe you can excel. These could relate to company goals or your personal objectives as an employee. Identify and prioritize these areas.

  3. Select Your Goals. Most 30-60-90 day plans categorize goals into four main areas:

    • Learning goals. Establish a timeline for training and skill acquisition.

    • Performance goals. Identify your job expectations and determine how you can exceed them.

    • Initiative goals. Define how you will take on leadership and make a significant impact.

    • Personal goals. Assess your integration into the team and company culture.

    This part of the plan can be challenging, but it’s where you’ll demonstrate your potential. The goal categorization will form a significant portion of your final plan.

  4. Support Your Goals. Now that you’ve identified your goals, outline the steps to achieve them. Bullet points can help clarify your process. List the actions needed to reach your objectives, and consider creating a worksheet to organize these points across the three sections.

    This is where your individual skills and background can shine. If you have relevant experience, highlight it. Show how your past successes will contribute to achieving your new goals.

  5. The First 30 Days. This section is crucial. As you transition into your new role, take a gradual approach. Focus on onboarding, understanding the culture, and avoiding an overly aggressive approach initially.

    This phase should serve as your foundational understanding of the job. Familiarize yourself with current productivity levels and establish realistic goals. Flexibility is key; be prepared to revise your 30-60-90 day objectives based on your experiences.

  6. 60 Days (or the Middle 30 Days). By now, you should have a good grasp of the company, team dynamics, and processes. This is the time to evaluate what’s working and where improvements can be made. Assess your progress and adjust your goals accordingly.

  7. 90 Days (or the Last 30 Days). The final 30 days should focus on implementing new processes and measuring their effectiveness.

  8. Create Measurements of Success. Include metrics to gauge your progress throughout the plan. These may evolve as you refine your goals and strategies.

high-level executive to benefit from this approach. Your goals can focus on mastering the job, demonstrating initiative, and positioning yourself as a valuable team member. This method can even be applied to personal goals in daily life.

It’s All Part of a SMART Approach

The SMART technique is widely recognized in business for its effectiveness. Standing for Specific, Measurable, Attainable, Realistic, and Time-bound, applying these criteria to your goals will enhance your 30-60-90 day plan, making it more actionable and achievable.

How to Use a 30-60-90 Day Plan

Presenting a 30-60-90 day plan during your job interview can greatly enhance your candidacy. It signals your seriousness about the role and your proactive mindset in seeking improvements.

If you’re meeting with a hiring manager who is not the department head, consider preparing a leave-behind version of your plan for them to review later.

During the interview, remain open to feedback on your plan. Since you’re still learning about the company, remain adaptable and ready to adjust your objectives.

Once you secure the job, refer back to your plan and update it regularly. Sharing it with your manager can help ensure alignment with their expectations and your professional growth. Expect to revisit and modify it frequently as you settle into your new role.

Template for a 30-60-90 Day Plan

The following is a basic template for a 30-60-90 day plan. Feel free to personalize it to better fit your career path.

30-60-90 Day Plan

Name ________________________________________
Position_______________________________________
Company _____________________________________

30 Days (Date Range)

Summary of your priorities:

Goals Measurement/Metrics Notes
Learning
Performance
Initiative
Personal

60 Days (Date Range)

Summary of your priorities:

Goals Measurement/Metrics Notes
Learning
Performance
Initiative
Personal

90 Days (Date Range)

Summary of your priorities:

Goals Measurement/Metrics Notes
Learning
Performance
Initiative
Personal

Example of a 30-60-90 Day Plan

Name: Sarah Harrison
Position: Marketing Specialist
Company: ACME Corp.

30 Days (9/2 – 10/2)

Summary of priorities: Acquire extensive knowledge of my role and understand team dynamics.

Goals Measurement/Metrics Notes
Learning Master regularly used software to the extent that I can train others. Utilize resources and seek assistance as needed.
Performance Ensure all projects are completed accurately and on time. This sets a foundation for future expectations.
Initiative Establish efficient systems for regular tasks and record-keeping. Room for improvement later, but organization is key.
Personal Engage in personal conversations with each team member to understand their roles and how I can support them. Foster open communication for ongoing feedback.

60 Days (10/2-11/2)

Summary of priorities:

Enhance proficiency in handling diverse tasks and contribute ideas to the team.

Goals Measurement/Metrics Notes
Learning Complete at least one additional training to fill knowledge gaps. Utilize articles or online classes for skill enhancement.
Performance Propose and, if approved, implement five digital marketing strategies or content ideas. Emphasis on contribution rather than implementation.
Initiative Suggest two improvements to enhance team workflows. Actions should be respectful and considerate of past attempts.
Personal Meet five colleagues outside of my department, preferably in person.

90 Days (11/2-12/2)

Summary of priorities: Increase contributions to the team and achieve proficiency in daily responsibilities.

Goals Measurement/Metrics Notes
Learning Identify and complete another training for skill enhancement. Seek recommendations from supervisor.
Performance Launch three successful social media advertising campaigns. Setup can count as a success, even if campaigns run longer than one month.
Initiative Propose a well-researched and planned new marketing initiative. Ensure thorough preparation and justification.
Personal Request feedback on performance from my supervisor and at least one other colleague. Implement constructive feedback.

30-60-90 Day Plan FAQ

  1. What does a typical 30-60-90 day plan look like?

    A typical 30-60-90 day plan outlines objectives for new employees to achieve in their first 30, 60, and 90 days. This structured approach facilitates a smooth transition into the new role and aligns expectations with management for monitoring progress.

  2. How do you answer interview questions about a 30-60-90 day plan?

    When addressing questions about a 30-60-90 day plan in an interview, first reflect on your goals and provide specific examples of how you would achieve them. While goals will vary by position, having a set of industry-specific objectives will strengthen your response.

    Share past examples of goals you met and how you achieved them. If lacking prior experience, discuss times when you took initiative to learn a new skill.

  3. What should you avoid doing in your first 90 days at a job?

    During your first 90 days, avoid misrepresenting your knowledge and experience. Each company will have unique policies, so asking questions is crucial. Never make assumptions, as they can lead to miscommunication and errors. Always seek clarification when in doubt.

  4. Why should you create a 30-60-90 day plan?

    Creating a 30-60-90 day plan enhances your understanding of the role and its requirements. This is especially beneficial during the interview process, as it showcases your enthusiasm and knowledge of the job while demonstrating your work ethic before you start.

References

  1. University of Houston – The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

Never miss an opportunity that’s right for you.

Author

Kristin Kizer

Kristin Kizer is an award-winning writer, television and documentary producer, and content specialist who has worked on a wide variety of written, broadcast, and electronic publications. A former writer/producer for The Discovery Channel, she is now a freelance writer and delighted to be sharing her talents and time with the wonderful Zippia audience.

Responsive Image

Related posts