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10 Free 30-60-90-Day Plan Templates in PPT & ClickUp

ClickUp Contributor

November 28, 2023

Starting a new job can be stressful. What exactly are you supposed to be doing? Who can you ask for help? And how do you know if you’re meeting expectations? 👀

The more clarity and guidance a new employee has, the more likely they are to be able to hit the ground running and start contributing to the business as soon as possible. That’s where a 30-60-90-day plan template is worth its weight in gold, both for new hires and hiring managers. ✨

What Is a 30-60-90-Day Plan Template?

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A 30-60-90-day plan template describes all the tasks to be done in the next three months, complete with objectives and goals, with milestones at 30, 60, and 90 days. 🛠️

A 30-60-90-day plan template can be used by hiring managers to help oversee new staff members or by the new hires themselves. But these kinds of templates aren’t restricted to new employees—in fact, a 30-60-90-day plan template can be used by anyone who needs a project plan with clear milestones. 

In the context of the hiring process, these serve as goal-setting templates to support new hires so they can quickly acclimatize to their work environment and their new company culture. A 30-60-90-day plan template can help them understand the scope of work of their new role.

This kind of template can also help new hires learn how to prioritize tasks and gain knowledge about who the key stakeholders are in the project management structure so they can start to build relationships. With clear expectations in place, new employees know exactly what to do from the get-go, reducing stress and overwhelm, promoting self-discipline , and setting them up for success.

For hiring managers, a 30-60-90-day plan template helps them empower new staff during the onboarding process. It ensures new hires are working on the right tasks in alignment with the company’s goals. And it serves as an employee monitoring tool , too, which is very useful when preparing performance evaluations.

In a wider context, project managers and entrepreneurs can also use a 30-60-90-day plan template as a strategic planning tool to help them prioritize projects , create a scope of work , set measurable key goals, and track the progress of their new initiatives. 📚

A good 30-60-90-day plan template is editable and helps to streamline tasks and optimize productivity in alignment with a business plan . The template:

• States the company’s mission and how the new team member’s role contributes to that
• Breaks long-term goals down into short-term ones that can be achieved in the next 30, 60, and 90 days
• Ensures that all goals are SMART goals—that is, specific, measurable, achievable, realistic, and time-bound
• Makes priorities clear so employees can deal with urgent and important tasks first
• Specifies key metrics that serve as performance indicators, making the deliverables of the new job measurable
• Names key stakeholders and clarifies what their roles are
• Lists resources that new employees can turn to for support

In a sentence, it provides very clear expectations, making it easy for the new employee—or the project manager or entrepreneur using the 30-60-90-day plan template—to meet them. 🤩

10 Free 30-60-90-Day Plan Templates to Use in 2023

The good news is that you don’t have to start from scratch when you’re putting together your 30-60-90-day plan. There are plenty of free templates available online, each of which has a slightly different focus.

Choose your free 30-60-90-day plan template based on your goals and how much detail you want to include. 

Can’t decide which one works best for you? Don’t worry, we’re here to help. Here’s our rundown of the best free 30-60-90-day plan templates out there. ✨

The ClickUp 30-60-90-Day Plan Template is a boon for hiring managers. It helps create a structure for onboarding new hires so they’re up to speed within the first three months.

The Onboarding Plan provides a roadmap for them to follow, breaking down specific goals into tasks that they will accomplish in their first month, their second month, and their third month. Meanwhile, the Onboarding Board displays friendly reminders of what they’re aiming to achieve. And with custom fields that specify the Onboarding Stage and Who’s in Charge of each task, new staff members will feel supported from their very first day.

The template also includes a calendar to help schedule all those onboarding tasks , and a chat feature so workers can connect to their new team members and quickly reach out for help when they need it.

And for a quick overview of all the new hire’s tasks, four colored tabs show tasks that are complete, in progress, still left to do, and on pause while waiting for input from someone else. 📚

Much like a 30-60-90-day plan template, this beginner-friendly ClickUp Daily Goal Template helps you and your new hire plot their objectives for the next 30, 60, or 90 days—or however long you want—and then set tasks to help them accomplish them.

These objectives could be professional performance goals or personal goals. Along the way, the template reminds you to check that the goals are SMART—specific, measurable, achievable, realistic, and time-bound (in other words, they have a target date for completion).

The tasks appear in Daily Notes. For each note, you can add attachments and specify a note type, for example, whether it’s a Task, a Reflection, an Idea, or a Gratitude.

You can also step back to see the bigger picture in the full Notes List. Colored status icons give you a quick understanding of which tasks have been completed, which have been reviewed by other stakeholders, and which are still to do, so you can support your new team member as they move toward their goals.  

The ClickUp Employee Onboarding Template gets your whole team on the same page when you have a new joiner. Furthermore, it keeps everyone aligned with team goals during the onboarding process.

This kind of template will clearly lay out the new hire’s job description, including the mission and vision for the role and the key responsibilities of this new position. Onboarding objectives for the chosen time frame are listed, along with key upcoming tasks.

A custom field lets you specify which tasks need to happen during each week of onboarding, while ClickApps help you set priorities, estimate time frames, list multiple assignees where necessary, and highlight any dependencies related to tasks.

Colored tabs make it easy to see which tasks are completed, which are in progress, and which are still left to do. New employees can also flag work that is ready for review or where they need help. 👀

ClickUp’s SMART Goal Action Plan Template helps you set goals with your new employee and then helps them follow through on their objectives.

Custom fields allow you to specify the task type, set priorities, and list any obstacles that might get in the way of your performance goals.

The timeline gives you an overview of the whole project, while colored status fields show you whether a task is in the planning stage, ready to go but not yet started, in the process of being executed, completed, or at the evaluation stage.

You can also see how healthy a goal is looking—whether it’s currently on time and within budget—and track the task completion rate.

Support your team in their professional development with the ClickUp Employee Action Plan Template .

As a type of employee monitoring tool , this simple template can be used by team managers or human resources specialists to help team members set learning goals and create an action plan for their career development.

The Incident Report, Findings, and Indications of Progress sections are useful to log information about an employee’s performance or behavior in advance of a performance review with direct reports. There’s also a section for corrective initiatives that can be used to set realistic goals and measure success as the basis of a performance improvement plan . 🛠️

Another type of 30-60-90 day-plan template, the ClickUp Action Plan Template , is a whiteboard-like template that helps you set goals and manage your projects, whether that’s an employee onboarding process, a sales plan, a marketing plan, or your social media publishing schedule.

Add a sticky note for each task and move tasks among the To Do, Doing, and Done sections as your new hire works through them. 

Each category is divided into sections to make it clear whether the task is for daily, weekly, monthly, or quarterly review. Additionally, you can zoom in or out, depending on whether you want a big-picture or a task-focused view.

You can use the ClickUp SMART Goals Template as a 30-60-90-day plan template or set your own time frame, for example, a whole year.

Keeping goals specific, measurable, achievable, realistic, and time-bound increases the chances that your new hire will achieve them, especially if you’re using a template like this to organize them together.

Custom fields help answer important questions like why you’re setting this particular goal right now, whether your new staff member has the skills required to achieve it, who needs to be included, and whether it’s aligned with your team’s and your company’s overall objectives.

To keep your new hire motivated, colored status indicators tell them whether they’re off track, on track, or totally crushing it. 🤩

This simple 30-60-90-day PowerPoint Template is designed to assess a candidate’s suitability for a job during the final job interview stages. It allows candidates to demonstrate their understanding of their potential role description and their ability to prioritize, and also indicates their interpersonal skills and their passion for the job.

Presented in an infographic format, the first PowerPoint slide uses ClipArt icons, while the second one allows the user to create a process flow diagram with arrows. Each slide has three sections so the candidate can list their goals for 30-, 60-, and 90-day time frames.  

The default color scheme for this free 30-60-90-day plan template for PowerPoint is pink and blue, but that can be changed and customized to the user’s preference.

As another free 30-60-90-day-plan template for PowerPoint, this is a strategic tool designed to present 30-, 60-, and 90-day objectives and goals to an audience.

It can be used as part of the hiring process to evaluate the strategic planning and prioritization skills of candidates or to outline the goals and action steps of the potential new hire for your stakeholders.

You have a choice of three different designs with varying background colors, and although it’s designed as a PowerPoint presentation, it can also be used for a hard-copy paper presentation. 📚

Designed for new managers, this free 30-60-90-day plan template helps you create an action plan for onboarding a new team member. From creating a focus on learning in the first month to practicing and beginning to contribute in the second month, and finally applying what has been learned in the third month, these templates walk you through the process.

You can set priorities, create SMART goals and objectives in different categories, and set up metrics to track progress throughout.

With more than 73 sample plans, there’s bound to be a template that works for you. Choose from multiple formats such as Microsoft Word, Google Docs including Google Slides, and Apple Pages.

Now that you have access to all these templates, let’s take a look at some examples of how they can be used in different scenarios and industries.

30-60-90-Day Plan for a Sales Representative

First 30 Days:

• Understanding the Product and Market (Week 1-2): Dive deep into understanding the product or service you will be selling. Familiarize yourself with the unique selling points, user benefits, and competitors. Engage in training sessions, product demos, and competitor analysis.
• Getting to Know the Customers (Week 3-4): Start engaging with potential customers to understand their needs and problems. Engage in introductory calls and meetings to build relationships.

Next 30 Days (30-60 Days):

• Sales Strategy Formulation (Week 5-6): Develop a personalized sales strategy based on the product knowledge and customer insights collected. This strategy should outline your sales targets, the tactics you will use to reach them, and the timeline for achieving your goals.
• Initiating Sales (Week 7-8): Start implementing your sales strategy. Begin with initial sales efforts, follow-ups, and negotiations.

Final 30 Days (60-90 Days):

• Sales Process Optimization (Week 9-10): Gather sales data, analyze your performance, and identify areas of improvement. Optimize your sales process based on the data-driven insights.
• Sales Targets Achievement (Week 11-12): By the end of the 90 days, you should be in a position to achieve your preliminary sales targets. Continue to optimize your sales process and strategy for better results.

30-60-90-Day Plan for New Team Members

• Understanding Company Culture and Processes (Week 1-2): Take the time to understand the company’s values, culture, and processes. Attend orientation sessions and meet with team members to get a better understanding of your role within the organization.
• Getting to Know Your Team (Week 3-4): Build relationships with your team members and managers. Schedule one-on-one meetings to get to know their roles, responsibilities, and expectations.
• Learning the Job Requirements (Week 5-6): Deep dive into understanding your job role and responsibilities. Review any training materials or manuals provided by the company. Meet with your manager to discuss any questions or concerns.
• Contributing to Projects (Week 7-8): Begin actively participating in team projects. Offer your insights and suggestions, and take on tasks that align with your skills and interests.
• Taking on New Responsibilities (Week 9-10): With a better understanding of your role, take on new responsibilities and tasks. This will help you further develop your skills and contribute to the team.
• Reviewing Progress (Week 11-12): Schedule a meeting with your manager to review your progress and discuss any areas for improvement or development. Take feedback into account and continue to work towards excelling in your role.

A Free 30-60-90-Day Plan Template Is the Key to Onboarding Success

New hires need a lot of support during their first three months on the job as they learn what they need to do and adjust to the culture of their new company. Make the process much easier for everyone involved—the new employee, other team members, and their manager—by putting a clear plan in place.  

A free 30-60-90-day plan template helps you clarify objectives, set SMART goals, create tasks, and track the whole process. It also keeps your onboarding strategy aligned with company and team goals, while empowering and supporting your new hire through those tricky first 90 days. 🙌

Decide exactly what you’re looking for in a 30-60-90-day plan template, then choose from the free options available online.

For maximum versatility in your strategic planning and project management, it’s hard to beat ClickUp .

ClickUp offers a wide range of templates for every business process, including onboarding your new employee. It’s a one-stop shop that helps you improve planning, productivity, and teamwork—and take your business to a whole new level. 🤩

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30 60 90 Day Plan Template in Word

Need To Draft A Well-organized Plan? We Recommend You To Visit Template.net. Our Team Has Something To Offer You Such As Free Templates. You Can Utilize Our 30-60-90 Day Plan, Business Plan Examples, Editable Sales Plan, Or Even An Onboarding Templates. On Top Of That, Our Products Are Printable For Easy Use.

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Plans will never go out of style and the process of planning will always be important. Why? Having a plan will enable you to focus your actions and in the end, evaluate your success by determining if your goals are met. There is also a specific type of plan in which goals are set on the 30th, 60th, and 90th days. If this is the type of plan you're looking for, we have 30 60 90 Day Plan Templates in Microsoft Word ready for use.

This type of plan is commonly used during the onboarding process of new hires. In a retail setting, a sales manager uses this plan to orient new employees to the job and evaluate their performance. The same can be said in a call center setting wherein a team leader uses this for the same purpose. Afterward, specific actions are taken based on the evaluation after the 90th day. To elaborate more on our plan templates, we have a lot for you to choose from and they already come with content to save you time.

Speaking of content, our plan templates are fully editable. If you ever need to replace some of the content, do it on Microsoft Word . That's right, these templates are compatible with any version of MS Word. Simply download a template that best suits your purpose and open it on Word. And should you require assistance with the process, don't hesitate to reach out to our customer support team, they're always willing to help.

Stay Ahead in the Future of Work

Search flexos, the ultimate 30-60-90 day plan (free template, examples & generator).

Learn how to craft a winning 30-60-90 day plan for any new role. Download the free template with examples for employees, managers, and executives.

October 30, 2023

So, you've started a new job or are about to onboard a new team member. What's next?

Starting a new job can be exciting and daunting at the same time.

How can you or they ensure a good impression and getting the most out of your first few months?

Having a plan with clear goals and strategies can really make a difference. A 30-60-90 Day Plan is a great way to start. It gives you a clear guide for your new responsibilities and helps you show your value to the team and company.

In this article, we'll show you how to create a winning 30-60-90 Day Plan. We'll cover what it is, why you need one, what to include, and how to put it together quickly. And of course, we include examples, free templates, and even an AI-powered plan generator.

Let’s dive in!

What is a 30-60-90 day plan?

30 60 90 Day Plan is a detailed schedule that spans over 30 days and includes specific goals and actions. Each phase builds upon the previous one, resulting in a clear guide to maximize efficiency and achieve clear results within a period of time.

During job interviews, it's common to be asked for a 30-60-90 day plan. It's a test of your commitment and ability to be an asset to the company.

A 30-60-90 day plan is also a powerful tool for managers and employees during a transition period, such as starting a new job, taking on a new role in a company, or embarking on a new project. ‍

• ‍ 30 Days - This is focused on getting up to speed quickly in the new role. Key goals are to build relationships, learn the organization's goals/strategy, understand the responsibilities of the job, and identify any early wins.
• 60 Days - This phase is about analyzing, learning, and further integrating into the organization. Goals include gaining a deeper knowledge of systems and processes, identifying issues/challenges and solutions, and continuing to establish credibility.
• 90 Days - By this point, an employee should be fully functioning and contributing in their role. Goals are to finalize goals/metrics, deliver on initial objectives, and determine longer-term goals and areas for professional development.
• Beyond 90 Days - This extends the timeline for full integration and performance. Goals may involve executing larger projects, achieving key metrics, and cementing status as a highly contributing team member.

The structured timeline helps focus efforts during onboarding and transition periods. It helps align manager and employee expectations and establish clear goals.

The benefits and use cases of a 30-60-90 day plan

As mentioned, a 30-60-90 day plan can be helpful for many different purposes. To be specific, it makes your life easier in these ways:

30-60-90 day plan benefits

The 30-60-90 Day Plan is a useful way to show off your skills and dedication.

It's definitely a blueprint for your first days that can help you make a great impression. Some benefits of having a concrete 30-60-90 day plan to mention:

• Show off your preparedness to be a top candidate
• Connect the company's goals and objectives to your work
• Stay focused on your goals by laying them out in advance
• Smoothly transition to your new role by setting smart goals for learning and contributing
• Prove your potential for growth and leadership by achieving your goals
• Think of it like a GPS for your career - it'll help you stay on the right path and reach your destination. It's not just a plan; it's your roadmap to success.

30-60-90 day plan use cases

1. in a job interview.

Go into battle with a secret weapon. A comprehensive plan can showcase your understanding and preparedness for the position you're applying for.

If the hiring manager requests a 30-60-90 day plan, seize the opportunity to exhibit your strategic thinking skills .

And even if they don't, proactively present one to make a significant impression and set yourself apart from other candidates.

2. When onboarding new hires

Starting a new job can be tough, especially if it's remote. New employees can feel lost and unsure of what's expected of them.

A 30-60-90 Day Plan can be really helpful in setting clear goals for the first three months so that a new hire can get off to a strong start. It doesn't have to be fancy. An onboarding plan in a simple Word document still works well, if you can make sure it covers everything they need to know, what they need to do, and when for all of that to help your new team member gradually integrate into the team and get familiar with their new job.

Getting new hires up to speed quickly benefits everyone, so plan ahead! ‍

3. From an individual contributor to a team manager

As a new manager, transitioning from an individual contributor to a leadership role comes with increased responsibilities and expectations.

"The skills and methods required for success as an individual contributor and those required for success as a manager are starkly different—and that there is a gap between their current capabilities and the requirements of the new position." -  HBR

For those who start managing a team, a 30-60-90 day plan is essential because they’re converting their independent working process to a team-oriented approach.  There are many things for a manager to learn to maintain contribution and coordinate a team. It's really a big shift!

The plan will outline many not-as-usual works to build relationships with your team, streamline working process, meet your stakeholders, and whatever to establish your management role in the first important months.

5. When you get a new project

Project managers can't live without planning tools , or project management system. I agree! But before you start getting bogged down in all the details, it's more important to have a clear direction in mind. That's where a 30-60-90 day plan comes in handy.

The plan will sketch out what success looks like to you and help you prioritize your objectives and strategies when you're dealing with big projects. Then, you can stay organized, plan ahead, and lead your projects with clear goals and a solid monitoring process. Plus, the set milestones and timeline ensure that you don't take on too much at once, while still driving urgency and progress.

How to create a 30-60-90 day plan

As you get an idea of a 30-60-90 day plan, we will delve into the necessary components of a good plan. From there, you can structure your own plan and quickly adapt it for any purpose, either for work or personal use.

1. Goals and Objectives

Setting the right goals and objectives is the most important. As John Doerr shares in his  TED talk :

It almost does not matter how much you know; what matters most is how well you execute. It all comes down to excellent execution when it comes to setting the right goals.

The SMART framework is a critical one to apply for a 30-60-90 day plan, which questions you until your goals are truly smart.

• Is your goal specific enough?  Instead of setting a general goal like "increase sales," a specific goal would be "increase sales leads by 10% within the next 30 days."
• How do you measure progress?  Establish measurable criteria to track your progress. This involves identifying quantifiable indicators that will help you determine if you are meeting your goals. For instance, if your goal is to improve customer satisfaction, you can measure it by tracking the number of positive customer feedback or the increase in customer ratings.
• Is your goal realistic?  It's good to set the bar high. But it's even better if you can see yourself hit the finish line. Unattainable goals only lead to frustration and demotivation. Consider your available resources, capabilities, and constraints when setting your goals.
• Does your goal align with overall objectives and priorities?  They should contribute to the success of your plan and be relevant to your role and responsibilities. This helps you stay focused on what truly matters and avoid wasting time on irrelevant tasks.
• By when do you want to achieve this goal?  This creates a sense of urgency and helps you prioritize your tasks effectively. Can you recall how long open-ended statements like "I will host a bonding activity with my team." stay on your to-do list? Instead, "I will arrange weekly team lunch from next week to enhance connection." or "I will organize a get-to-know-each-other activity for my team in the next company meeting." increase the likelihood of your action.

Goals will be different from person to person, depending on your role and your job. However, there are several types of goals you should consider to put into your plan.

Performance goals  

These goals are centered around improving your performance in specific areas related to your role or job function. For example:

• Achieve sales targets by increasing revenue by 10% in the next quarter.
• Improve customer retention rates by implementing a customer loyalty program.
• Enhance employee productivity by reducing project turnaround time by 20%.

Learning goals

‍ These goals involve acquiring new skills or knowledge that will contribute to your professional growth. For example:

• Attend training sessions or workshops to enhance leadership skills.
• Complete industry certifications to expand your expertise.
• Master a new software tool to streamline workflow processes.

Innovative goals

‍ These goals focus on identifying and implementing innovative ideas or processes to improve efficiency, effectiveness, or customer experience. For example:

• Introduce new technologies to automate repetitive tasks and increase productivity.
• Streamline workflows by implementing project management software.
• Develop creative marketing strategies to reach a wider audience.

Personal goals

‍ These goals prioritize your personal development, well-being, and finding a cultural fit in the workplace. They can vary from enhancing communication skills, building relationships, practicing self-care and stress management, and more. For example:

• Join company yoga sessions to relax after work and connect with other like-minded colleagues.
• Enhance communication skills by attending public speaking workshops.
• Practicing stress management techniques like mindfulness meditation or regular exercise.

2. Action Items and Action Plan

Small yet mighty, action items are the superheroes of productivity. How can you transform big goals into concrete achievements? What do you plan to that pave the way for set objectives?

Keep breaking them down into actionable steps and create a list of specific actions that precisely outline what needs to be done – your detailed action plan . By diligently implementing this detailed list, you can streamline your efforts and focus solely on executing each task, ensuring efficient progress toward your desired outcomes.

AI tools, like our AI Action Plan Generator, can help you automatically generate action items in seconds:

3. Deliverables & Measures of Success 

In any winning 30-60-90 day plan, success is measured through deliverables and key performance indicators (KPIs). Deliverables are like fruits of your labor, proving your achievements and success. They entail:

• Deliverables:  Tangible outcomes include a comprehensive project report, a successful team collaboration initiative, or an innovative solution to a longstanding challenge.
• Measures of Success:  Establish quantifiable benchmarks or indicators to demonstrate your progress. These measures objectively evaluate your performance and help determine if you have achieved your targets or milestones. 

For example, if your goal is to improve customer satisfaction, a measure of success could be an increase in customer satisfaction ratings or scores. You can set specific targets for achieving a 10% improvement in customer satisfaction ratings within the first 30 days, 20% within 60 days, and 30% within 90 days. 

If your objective is to enhance productivity, a measure of success could be the percentage increase in productivity metrics, such as units produced per hour or tasks completed per day. 

4. Additional Elements

Additional elements can be incorporated into a 30-60-90 day plan to enhance its effectiveness. These elements act as supporting pillars, providing a pool of unblockers to finish your work.

• Resources:  Identify and secure the resources needed, whether budget allocation, specialized software, or additional team members, to achieve the desired goals.
• Stakeholders:  Engage and involve key stakeholders, such as team members, mentors, or senior leaders, to foster collaboration, gather feedback, and build a support network.

How to write a 30-60-90 day plan?

Briefly, here are steps for you to start crafting your 30-60-90 day plan: 

• Begin with your purpose. If you write it for a particular job, comprehensively understand the position and its expectations. 
• Next, define clear and specific goals for each timeframe, outlining what you aim to achieve within the first 30, 60, and 90 days. 
• Break them into actionable tasks and projects that will contribute to your goals. 
• Add ways to track progress and measure your success.
• Regularly review and revise your plan as needed, seeking feedback and alignment from relevant stakeholders. 

We gather a list of prompting questions to help guide you along the way. Going through each question thoughtfully, enhance your plan, and then craft a template to present it. 

>> Need more help? Talk to Lexi, share insights about your role and objectives, and let her suggest a personalized 30-60-90 day plan for you.

Free 30-60-90 day plan templates to present your.

The core of a 30-60-90 day plan lies in its essence –goals to be accomplished during your first three months. And how you present your plan tells your style, preferences, and purpose.

Think about how you want to communicate your ideas effectively, whether through a detailed document using the Word template, a visually engaging PowerPoint presentation, or a structured table in Excel. It's all about finding the format that best suits you and allows you to present your plan with clarity, confidence, and impact. 

These free 30-60-90 day plan templates may be just what you need.

1. Comprehensive Document - Word / Google Docs Template

The Word template is the most straightforward format for creating your 30-60-90 day plan. It provides a simple and flexible structure that allows you to delve into detailed explanations, narratives, and context for in-depth information.

It is highly recommended for personal use, as it allows you to customize and personalize your plan according to individual specific needs and aspirations. 

Download 30-60-90 Day Plan Template

2. Dynamic Presentation - PowerPoint / Google Slide Template

The PowerPoint template offers a slide-by-slide structure that allows you to present your plan in a visually appealing and organized manner. You can include goals and key points on each slide by month, along with supporting visuals or graphics, or even a Gantt chart to enhance understanding and engagement. 

This template is ideal for presenting your plan to stakeholders, managers, or colleagues.

3. Structured Table - Excel / Google Sheet Template

This Table template is designed to provide a concise and organized presentation of information in a structured format. It is handy for monitoring deadlines, tracking progress, and navigating your work with a straightforward layout and additional formula.

Download 30-60-90 Day Plan Teamplate

30-60-90 day plan for interview .

For those who are preparing a plan for your interview, some questions might still float in your head.  How can I know what is expected of me when I do not even work there yet? 

Let's review your job description and the standard requirements of your position. You can also ask for specific projects or initiatives the company has in the pipeline. 

Let's take an example, imagine you are in the final phase of a job interview for a marketing specialist position.

The interviewer inquires about your approach to promoting a new product, indicating that they seek a candidate who can develop innovative marketing campaigns, with a couple of new products in the pipeline.

To demonstrate your suitability for the role, you could prepare a 30-60-90 day plan that focuses on this particular responsibility.

30-Day Plan

Objective: 

During the first 30 days, I will familiarize myself with the company process and protocol, with products, and with our target market.

Key Actions:

• Schedule introductory meetings with key stakeholders and team members.
• Deep dive into product details through meetings with product managers and the development team.
• Conduct market research to understand the target audience and competitors.
• Review previous marketing campaigns to identify strengths and areas for improvement.
• Establish key performance indicators (KPIs) for tracking marketing efforts.

After the first month, I will: 

• Successfully build relationships with project stakeholders and other team members
• Have a thorough understanding of the product, and present my market research findings
• Propose at least three ideas to improve previous campaigns, and establish new KPI tracking.

60-Day Plan

During the next 30 days, I will develop and implement a comprehensive marketing strategy for the new product.

• Conduct a detailed analysis of the target market, competitors, and internal capabilities.
• Create a master marketing strategy and identify targeted campaigns across various channels.
• Find potential partnership opportunities for co-marketing.
• Identify key stakeholders and/or team members that should collaborate on the project. 
• Enhance brand visibility through PR initiatives and participation in industry events.

After the second month, I will develop a marketing strategy for a new product and collaborate with other team members to successfully execute it. 

90-Day Plan

During the next 30 days, I will optimize marketing efforts, expand market reach, and improve customer acquisition and retention.

• Track marketing ROI and provide actionable insights.
• Stay informed about industry trends and competitor activities.
• Identify and target new customer segments or markets.
• Work with sales and customer success team to finalize acquisition and retention initiatives.
• Propose new initiatives based on lessons learned and updating trends.

After the third month, I will present the results of active campaigns and my timely adjustments to improve their performance by 20%. I will be able to plan and propose a quarter plan based on my probation experience and research, including a smooth cross-functional collaboration.

30-60-90 Day Onboarding Plan For New Employees

When bringing new people to the team, having a solid plan saves much of your time.

The plan for the first three months at work with guidelines, goals, and resources results in two things. First, new hires have appropriate time to digest information and new responsibilities. Second, they have clear directions on what and how to perform, and where they can go for FAQs or support.

This plan should be tailored to the specific job they're taking on.

In the first month , the main goal is to get them up to speed on the company and their role. That means completing onboarding sessions, reading up on essential docs, and meeting everyone they'll work with.

The following 30 days should shift towards actively contributing to projects and taking ownership of tasks. Collaborating with team members, seeking additional responsibilities, and participating in cross-functional initiatives will help develop a deeper understanding of the organization's processes and systems.

And by the end of the first 90 days , they should be able to handle projects independently and be a real asset to the team. It's key to customize the plan and offer training or mentorship opportunities too. That way, new hires can get settled in and succeed in their new gig!

30-60-90 Day Plan For New Manager

During the first 30 days of your manager position, step back to learn about your team and practice observing everything through an overall lens.

Schedule meetings with your team to learn more about their work and backgrounds. Establish effective communication channels and review existing team processes. To expand your knowledge and skills, consider enrolling in managerial courses and identify your way of management. 

Moving into the 60-day plan, the focus shifts towards leading and empowering the team, driving projects to completion, and encouraging collaboration. In this phase, you should be able to delegate tasks, create a team culture and improve alignment on every project. 

By the 90-day mark, the new manager should aim to drive continuous improvement, develop team members' skills, and contribute to strategic goals. Listening to the team and regularly asking for feedback will help you to assess your success when transforming into a higher role. 

30-60-90 day plan for Executives

Executives are expected to have a broad and forward-thinking perspective regarding planning. Instead of focusing too much on day-to-day operations, they should prioritize the company's vision and mission, and develop strategies that will lead to long-term success and prosperity.

Here are a few things you shouldn't miss in your first three months:

• Quick wins.  Identify low-hanging fruit and immediate opportunities for improvement that can be implemented within the first 30 days. These early wins will help establish credibility and build momentum. However, don't make a sweeping change. You might not want to disrupt the current systems and hurt the relationship that you're trying to establish.
• Be a friendly observer.  Try to understand the organization's structure, culture, and existing processes as much as possible in the first month. By approaching with a sense of curiosity and attentiveness, executives can gather essential information and lay the groundwork for informed decision-making and effective leadership in the future.
• Plan a great first impression.  It sets the tone for how people perceive your leadership abilities and builds trust. You might need a well-prepared speech to show your genuine interest in understanding the organization and its people, and how you will become their reliable leader onwards. As they said, good things come to those who plan.
• Strengthen the talent pool.  Identify high-potential employees and invest in them. Great leaders create more leaders. A solid management team by your side will help you lead more effectively and enhance company culture. Creating a development plan to cultivate the growth of exceptional performers and provide support for those who have room for improvement.

Wrapping it up

To sum it up, making a great 30-60-90 day plan is all about connecting your personal goals with what the company wants to achieve.

By carefully breaking down the important tasks and goals, you can smoothly move into your new role and have a successful journey. It's important to stay flexible, adaptable, and proactive throughout the process, so you can make changes and improve as you go.

A well-crafted 30-60-90 day plan not only shows your commitment and drive, but also sets the stage for long-term success and growth within the company.

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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

Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. 

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.

Discover why over 90% of Fortune 100 companies trust Smartsheet to get work done.

73+ SAMPLE 30-60-90 Day Plans in PDF | MS Word | Google Docs | Apple Pages

30-60-90 day plans | ms word | google docs | apple pages, 73+ sample 30-60-90 day plans, 30-60-90 day plan: what is it, the components of a 30-60-90 day plan, how to craft a 30-60-90 day plan, why is a 30-60-90 day plan important, who prepares 30-60-90 day plans, what must be understood in 30-60-90 day plans.

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Basic 30-60-90-Day Plan

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The Best 30-60-90 Day Plan Templates + Examples of 2023

Don’t you just love it when a plan comes together? We all have a bit of Hannibal inside of us after all. We’re referring to the A-Team and not the Silence Of The Lambs of course. Don’t break out the cianti just yet!

All jokes aside 30-60-90 day plans are amazing performance management tools for large teams and individuals alike. Creating a 30-60-90 day plan ranks among the top best practices when onboarding new hires or promoting existing team members to new roles.

This week, we wanted to provide you with helpful tips on how to write 30-60-90 day plans, alongside helpful 30-60-90 day plan examples and effective 30-60-90 day plan templates! So what are we waiting for? Let’s get right to it!

A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal setting template as well! Don’t worry, just fire this up on a separate tab:

9 Free Goal Setting Templates.

Table of Contents

What is a 30-60-90 day plan?

A 30/60/90 plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your company.

It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

The First 30 Days

During the first 30 days of your new role, your primary focus is usually on getting settled in and learning the ropes. While some could liken this section of the 30-60-90 day plan to the honeymoon phase, completely full of sunshine and rainbows, it does come with some getting used to.

You may find yourself spending time getting to know your team, understanding the company culture and values, and familiarizing yourself with the processes and procedures of your new job.

This period might also be the timeframe when you begin to identify potential challenges and opportunities for improvement, which you can address in the upcoming phases of your plan. This also happens to be a great time to start exchanging positive feedback with your team and boost morale alongside employee engagement .

The First 60 Days

As you move into the 60-day phase of your plan, your focus may shift towards executing key projects and making meaningful contributions to the organization.

You should definitely begin to take ownership of specific initiatives, work collaboratively with colleagues to achieve shared goals, and implement new ideas and strategies that align with the company’s objectives.

Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership.

Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.

If you are looking for some fresh HR-related initiatives: Best HR Initiatives of 2023

The First 90 Days

By the time you reach the 90-day mark, your goal is to have established yourself as a valuable contributor to the company. You should have a clear understanding of your job responsibilities, your team dynamics, and the organization’s priorities.

Having a complete grasp of how everything around you works brings with it a certain amount of confidence that should really impact your performance.

You should also be able to demonstrate your ability to achieve results, innovate, and adapt to changing circumstances by now. After all, you are now a full-fledged member of the team!

Reviews after each checkpoint

Conducting 30 60 90 day reviews after each checkpoint is the best practice when it comes to an effective onboarding process . If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.

You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.

Wandering how you can conduct 30 60 90 day reviews inside Microsoft Teams? Here is a nifty little tutorial!

30-60-90 Day Plan Examples:

Example 1: 30-60-90 day plan for a sales manager:.

30 Day Plan:

• Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
• Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
• Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.

60 Day Plan:

• Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
• Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
• Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.

90 Day Plan:

• Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
• Implement sales training: Implement sales training program and track team members’ progress against development goals.
• Measure success: Develop metrics to track the success of new strategies and training programs. Share progress with the team and celebrate successes.

Example 2: 30-60-90 Day Plan For a Marketing Manager:

30 Day Plan :

• Meet with team members and key stakeholders to understand the current state of the marketing department, the key challenges and opportunities, and the short and long-term goals.
• Conduct a thorough analysis of the company’s current marketing strategy, including customer segmentation, brand positioning, and market trends.
• Develop a deep understanding of the company’s products, target market, and competitors.
• Review the marketing budget and allocate resources according to the priorities of the business.
• Identify areas for improvement in the marketing plan, such as optimizing the company’s digital marketing campaigns, improving the customer journey, or streamlining the sales funnel.
• Begin to develop and implement new marketing initiatives that align with the company’s goals and objectives.

60 Day Plan :

• Build a strong relationship with the sales team to better understand their needs and how marketing can support them.
• Identify and prioritize key marketing projects that will have the most impact on the company’s growth.
• Analyze the company’s marketing metrics and use the insights to refine the marketing strategy and make data-driven decisions.
• Optimize the company’s website, social media channels, and other digital assets to improve lead generation and customer engagement.
• Develop and execute a content marketing plan that aligns with the company’s messaging and brand voice.
• Explore new marketing channels and tactics to expand the company’s reach and build brand awareness.

90 Day Plan :

• Evaluate the impact of the new marketing initiatives and adjust the strategy accordingly.
• Collaborate with other departments to ensure alignment on messaging and branding.
• Develop a plan for ongoing measurement and analysis of marketing performance.
• Finalize the marketing budget for the upcoming year and ensure that it aligns with the company’s goals and priorities.
• Evaluate the marketing team’s performance and identify opportunities for professional development and growth.
• Present a summary of accomplishments and plans for the future to the leadership team.

Example 3: 30-60-90 Day Plan for a Human Resources Manager

• Get to know the company culture and values: Meet with key stakeholders, including the CEO, senior leadership, and department heads, to understand the company’s mission, vision, values, and culture.
• Evaluate existing HR policies and procedures: Review the current HR policies and procedures to identify areas for improvement or updating. Meet with HR staff and other department heads to get their feedback on what’s working and what’s not.
• Develop relationships with staff: Schedule one-on-one meetings with all HR team members to get to know them and understand their roles. Meet with other key staff to understand their needs and expectations of HR.
• Assess staffing needs: Work with department heads to identify staffing needs and develop a plan for recruiting and hiring new employees.
• Develop an HR strategy: Based on the information gathered, develop a comprehensive HR strategy that aligns with the company’s goals and objectives. Research current HR trends and create a strategy that is up to date.
• Implement HR strategy: Begin implementing the HR strategy, including changes to policies and procedures, and start recruiting new staff members.
• Develop and conduct training programs: Develop and conduct training programs for HR staff and other employees on topics such as performance management, diversity and inclusion, and employee relations.
• Improve employee engagement: Develop and implement initiatives to improve employee engagement, such as employee recognition programs, regular feedback sessions, and career development plans.
• Review compensation and benefits: Review the company’s compensation and benefits packages to ensure they are competitive and in line with industry standards.
• Conduct a compliance audit: Review HR analytics software and procedures to ensure compliance with federal and state regulations.
• Evaluate HR initiatives: Evaluate the effectiveness of HR initiatives implemented during the first 60 days and make any necessary adjustments.
• Develop long-term HR goals: Work with the senior leadership team to develop long-term HR goals and strategies.
• Improve communication channels: Develop and implement initiatives to improve communication channels between HR and other departments.
• Build external relationships: Build relationships with industry organizations and attend networking events to stay up-to-date on HR trends and best practices.
• Review recruitment process: Review the recruitment process and make any necessary changes to improve the quality of new hires.

30-60-90 Day Plan Templates

HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.

This particular 30 60 90 day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job.

This in turn lets the HR manager to set expectations and provide clear direction, which can help the employee stay focused and motivated.

The 30-60-90 day plan can be used as a performance evaluation tool as well, allowing the HR manager to assess the employee’s progress and make any necessary adjustments to their training or development.

Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.

The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.

What are the benefits of 30-60-90 day plans?

1. Clarifies priorities and goals

Having a 30-60-90 day plan helps you clarify your priorities and goals in the first few months of your new role. The first three months on the job can be intimidating. breaking down your objectives into manageable pieces helps make sure you are focusing on the most important tasks and making progress towards your goals. Taking advantage of OKR software definitely helps here.

2. Demonstrates initiative

Creating a 30-60-90 day plan shows your employer that you are proactive, invested in your role, and willing to take the initiative to succeed. Demonstrating how you are willing to map out the next three months can help you build trust with your employer and position yourself as a valuable asset to the organization.

3. Helps with time management

A 30-60-90 day plan can help you stay on track and avoid feeling overwhelmed by the amount of new information and responsibilities you need to absorb.

Dividing your initial three months at an organization into achievable milestones will help you manage all the difficulties of managing time and responsibilities in your first months.

4. Provides structure and direction

The plan provides a structure and direction to your work, helping you make steady progress toward your objectives. Having a plan in place keeps you focused, engaged, and most importantly, accountable.

5. Facilitates communication

Creating a 30-60-90 day plan can help you communicate with your supervisor and team about your goals, priorities, and progress. You will always have an answer to the question “What are you up to these days?”. That translates into an improved relationship with your management and colleagues.

9 Useful tips for creating a 30-60-90 day plan

To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.

• Set SMART goals 
• Establish your employees’ priorities
• Promote career growth
• Encourage time to reflect on employee strengths and weaknesses
• Create goals for the first month, second month, and third month 
• Collect feedback from your peers and direct reports 
• Create opportunities for continuous learning about the company culture 
• Make adjustments when needed
• Follow up  

When to use a 30-60-90 day plan

What situations will your 30 60 90 day plan be the most effective in? Let’s dive right in.

30-60-90 day plan for an interview 

You can consider creating a 30-60-90 day plan for your interviews if you want to impress your potential employer. For instance, an employee who is applying for a sales role can put together a 30-60-90 day plan which includes what they can focus on in their new position.

30-60-90 day plan for a new job

30 60 90 plans are more frequently used in the employee onboarding process because it helps both hiring managers and the new hires. It helps you set performance expectations for the next three months.

Performance Management Software

Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.

This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:

That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:

Teamflect is an official Microsoft partner and the best performance management software for Microsoft Teams. With complete Microsoft Teams integration , Teamflect lets users manage tasks, set goals, exchange recognition, and conduct highly effective meetings, without ever having to leave Microsoft Teams.

As a highly efficient task software , Teamflect lets users assign and track tasks from inside even inside teams chat, providing the perfect tool to make sure your 30-60-90 day plans are executed to perfection!

Other Teamflect features include but aren’t limited to:

• Employee Engagement Surveys
• An extensive library of customizable performance review templates
• Customizable employee recognition badges
• A strong meetings module with comprehensive meeting agendas
• So much more!

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

• Clarifies priorities and goals
• Demonstrates initiative
• Helps with time management
• Provides structure and direction
• Facilitates communication

What are some mistakes to avoid with 30 60 90 day plans?

Setting Unrealistic Expectations : While it’s essential to be ambitious, setting unrealistic expectations is a common pitfall. We are after all, only talking about a one to three-month period. That isn’t very long now, is it?

Overloading a 30-60-90 day plan with too many objectives can overwhelm individuals and lead to burnout. Ensure that your goals are challenging but also attainable within the designated time frames.

Neglecting Prioritization : Setting tasks for the upcoming 30-60-90 days is great but your job as a leader doesn’t end with task assignments. A common mistake is failing to prioritize tasks and goals within the 30-60-90 day plans.

Without clear priorities, individuals may find themselves scattered, trying to accomplish everything at once. Establishing a clear order of importance for tasks can help individuals focus on what matters most.

Ignoring Flexibility : What is that old saying about the best-laid plans of mice and men? Circumstances change. Plans go down the drain and new ones need to be made. That is why rigidity can be detrimental to 30-60-90-day plans.

The unexpected can happen, and unforeseen challenges can arise. A mistake to avoid is not allowing room for adjustments and flexibility within the plan. Plans should be adaptable to accommodate changing circumstances.

Short-Term Focus Only : 30-60-90 day plans are designed to provide short-term structure, but another mistake is neglecting the long-term perspective. These plans should ideally align with broader career or organizational goals. It is imperative to ensure that short-term actions contribute to long-term success.

Related Posts:

Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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Free 30-60-90 day plan template for your new job

Starting a new job is an exciting opportunity for both you and your employer to see how well you work together and what each party brings to the role. With a 30-60-90 day plan template, you can set expectations on what you plan to accomplish in your first three months on the job.

If you manage a team or help with the recruitment process, a 30-60-90 day plan template can help you create a consistent, time-bound experience for all new talent joining your organization.

Our 30-60-90 day plan template can be customized to integrate seamlessly into existing onboarding materials. To help get you started, we’ve put together the basics to create efficient 30-60-90 day plans to ensure time to learn as you onboard employees. Let’s start with the essentials.

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What is a 30-60-90 day plan template?

A 30-60-90 day plan template is the roadmap of goals to meet within the next 90 days. If you’re using a 30-60-90 day plan for your new role, you’ll create clear and achievable goals that align with your team’s overall needs.

A 30-60-90 day plan template makes learning a new role easier, more manageable, and helps you improve the overall work environment for new employees.

Managers onboarding new hires can use the 30-60-90 day plan template as both onboarding and training material. The goal is to create a simple path that maximizes performance and learning in their first 90 days. There’s a lot of information to absorb with a new job so it’s important to make the new hire process as seamless as possible.

Why use a 30-60-90 day plan template?

When you implement a 30-60-90 day plan template, any manager or new employee can adapt it to their needs and reap the benefits that come with it. Primarily, a 30-60-90 day plan template helps employees:

• Track goals and milestones
• Prioritize relevant tasks
• Check in on their progress at regular intervals
• Discover how to manage time using new systems and procedures
• Learn how to integrate into company culture

Whether you’re a new employee or a hiring manager onboarding one, there’s a clear goal of reaching maximum productivity for any new talent. Following a 30-60-90 day plan template helps you achieve this target by ordering tasks by priority and dependencies. This means that you can schedule training and learning sessions before hopping onto a project that requires specific knowledge.

What are some examples of 30-60-90 day plan templates?

New hires have to learn about company values, department goals, and the specifics of the job function itself.

From executive to personal use, a 30-60-90 has several use cases. Let’s go through some of them together.

Executive 30-60-90 day plan template

Taking on the role of an executive comes with additional responsibilities that go beyond personal performance. You’re tasked with elevating those who work under you to new heights through an understanding of the business’s priorities.

A large part of an executive 30-60-90 day plan template is diving in and scheduling meetings with your new team and your direct reports as you learn the ins and outs of the company. You can also use insights from the template as the basis for completing reviews and evaluations while you get to know your team.

Skilled worker 30-60-90 day plan template

Skilled worker plans tend to be more detailed than those created for standard employees who require additional training. Most skilled workers are expected to come in with the knowledge needed to perform their job outside of details unique to the new company. Skilled worker 30-60-90 day plan templates tend to focus more on how existing skills can be applied to new job duties.

Personal 30-60-90 day plan template

Personal goals are crucial to maintaining healthy relationships and personal health while learning a new job. Personal goals may include getting to know coworkers better, establishing a consistent work routine, or staying on top of self-care.

A personal 30-60-90 day plan can be its own template or combined with another. Break large goals into smaller ones and set milestones for achievement. Then, you can prioritize tasks that relate to them and easily see how your day-to-day tasks get you closer to success. When you fail to meet a goal, you can recalibrate with just a few clicks and get back on track.

Simplify the onboarding process with monday.com and a 30-60-90 day plan template

The 30-60-90 day plan takes a unique approach in bringing new employees up to speed for their new role. monday.com Work OS helps all parties find the perfect solution to this through collaborative workspaces that allow every voice to be heard and taken into consideration.

Our Work OS is also an invaluable resource for your recruiting team. Assign each new prospect to a recruiter, integrating the recruitment pipeline directly into a task list within monday.com Work OS. A new task will be assigned once the previous one has been completed, giving recruitment managers a snapshot of where each agent is with their respective tasks.

For the rest of the new employee experience, monday.com has additional templates to help with the most common processes associated with onboarding.

Related templates to 30-60-90 day plan templates

A 30-60-90 day plan template creates the roadmap for new employees, but you can offer additional resources to help them reach the end goal. Ninety days isn’t as long as it seems, so it’s important to leverage as much supporting material as possible—such as the templates below—to keep everyone working toward the same objective. From training plans to recruitment process outlines, here are a few additional templates from monday.com.

Training plan template for employee onboarding

The training plan template for employee onboarding dives down a level deeper than the 30-60-90 day plan template. This template helps you create detailed checklists that each trainer can use to make sure all the necessary information is included, such as reminders to provide constructive feedback for team members and specifics about learning goals relevant to every task.

Employee information template

Our employee information template provides you with a clean, simplified space to store contact information for your employees. Managers can take advantage of this template for quick access to their team’s information.

Recruitment process template

The recruitment process template places your recruitment pipeline in the collaborative spotlight for peak efficiency. You can find all pertinent information attached to each candidate and job description, plus information related to the recruiter to streamline the application and hiring process.

Use each of these templates on their own or in conjunction with a 30-60-90 day plan template. Customizing each template to your needs is as simple as knowing what to include and why.

FAQs about 30-60-90 day plan templates

What should you include in a 30-60-90 day plan.

Your 30-60-90 day plan template supports you by outlining your personal and professional goals, company priorities, and completion schedule and providing a way to measure how successful you were in reaching each milestone. To start, separate your goals into their respective time frame at the 30-, 60-, or 90-day marks. A good starting point is to get to know the company and job in the first 30 days, figure out how you can leverage your skills to bring value to the company in the next 30, and determine how you’ll implement those ideas by the end of the 90 days.

How do you present a 30-60-90 day plan?

Presenting a 30-60-90 day plan to a potential employer shows you understand the role you’ve applied for and that your focus will be on delivering as much value as you can within your first 90 days. When presenting your plan, focus on how you can put your existing skills and experience to use to satisfy the requirements and duties set out in the job posting.

Create a seamless onboarding experience with monday.com

Acquiring new talent or landing a job yourself comes with multiple checklists and tasks. With a 30-60-90 day plan template from monday.com, you can simplify the entire process and focus solely on onboarding new hires or setting the groundwork for a successful tenure straightaway.

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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:

Free Sales Training Template

Use this template to set up a 30/60/90 day sales training and onboarding plan.

• 30/60/90 Day Goals
• People to Meet
• Feedback/Review Process

You're all set!

Click this link to access this resource at any time.

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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