By communicating openly about progress towards goals, anticipating challenges, and proactively setting a course of action, 30-60-90 day plans reduce the potential for misunderstanding.

It also helps to establish a foundation of transparency and trust between reports and managers. It thus facilitates efficient project management and role adaptation, setting everyone involved up for success. Why should you write a 30-60-90 plan?Ī well-crafted 30-60-90 day plan ensures that newcomers adapt to their new environment rapidly, allowing them to integrate seamlessly into existing projects and become a valued, contributing member of the team more quickly. Regular check-ins and feedback sessions are essential to help reports understand how they're progressing and to allow managers to adjust if needed. To ensure that this progression feels seamless, it's critical that the plan includes specific, measurable, and achievable milestones at each stage. During this phase, managers should identify any additional training or expertise needed to consider new hires fully ramped.īy the third month, the 30-60-90 plan typically assumes that new hires can function with more independence, and that they are becoming more active contributors to the team's projects and goals. This involves new hires completing more hands-on tasks, joining ongoing projects, and establishing connections with other teams within your organization. Indeed's 30-60-90, for example, sets the simple goals of cultivating two positive personal relationships with coworkers and attending one lunch-and-learn in the first 30 days.Īt the 60-day mark, the emphasis shifts towards role-specific knowledge. This foundation ensures that they have some grasp of the existing expectations and available resources before they begin to contribute in earnest.

The initial 30 days typically center around learning and absorbing, allowing new hires to familiarize themselves with your product or service, observe team dynamics, and start to understand your company culture. What is a 30-60-90 day plan?ģ0-60-90 day plans are about setting clear pathways for your direct reports' journey at your organization. These plans are divided into three distinct phases: the first 30 days, dedicated to orientation and understanding the subsequent 30 days, which shift focus to application and engagement, and the final 30 days, aimed at mastery and optimization. They act as roadmaps for new hires' onboarding period, and are a valuable tool for managers to guide reports through the formative stages of their roles. 30-60-90 day plans help managers and reports alike set expectations, get aligned, and stay focused on measurable goals. It's a key moment to establish the foundational knowledge and process necessary for success in their new role.Ī clear and thorough plan of action can make the difference between your organization's newest superstar and a failure to launch during the first 90 days on the job. This is, arguably, when managerial impact is at its highest, when fresh hires need a guiding light through the storm that joining a new company can be. The earliest days of a new employee's tenure, when potential meets process and assumptions from interviews are put to the test, are among the most critical for managers.

Example 30 60 90 plan