Your new employees need time—as long as 12 months in some cases—to learn the ins and outs of the organization and reach their full performance potential within a role. However, it’s crucial to set them up for success and give them clear goals to work toward.
To achieve this, it’s important to create a 30-60-90 day onboarding plan. This is a structured onboarding plan for new employees, in which goals and activities are distributed over 30, 60, and 90-day periods.
In this article, we’ll show you how to create this plan and contextually integrate new employees at every step of their onboarding process.
What is a 30-60-90 day plan?
Table of Contents
A 30-60-90 day plan is exactly what it sounds like: a document outlining the critical milestones, actionable goals, and high-level priorities new employees must achieve in the first 30, 60, and 90 days of their hire. The person responsible for hiring the new employee is responsible for creating one.
What is the 30-60-90 day plan for?
- Highlight achievable goals to be achieved in the new employee’s first three months on the job, breaking them down into 30-, 60-, and 90-day increments.
- Simplify what the employee should focus on
- Demonstrates metrics to measure successful attempts at 30, 60, and 90 days
- Help new employees maximize their performance and achieve milestones aligned with the company’s mission
Important elements of a 30-60-90 day plan
The core concept of a good 30-60-90 day plan revolves around:
- Turning larger goals into smaller, more digestible milestones
- Setting a 90-day goal with steps to take at the 30- and 60-day marks
- Ensure goals are achievable yet challenging
- Get new employees involved by having them chart or contribute to the plan
- Align the plan with the company’s mission to help new employees understand their role in the organization and move forward easily.
The five parts of a good 30-60-90 day plan
Before learning how to create a 30-60-90 day plan, let’s look at what it consists of.
What makes a 30-60-90 day plan great? First, you should immediately clarify the organization’s expectations for the new employee.
A good 30-60-90 day plan has five high-level elements:
- Goals: Establish the company’s purpose, mission, and objectives in a concrete and measurable way; categorize the new employee’s goals into learning goals, career goals, performance goals, and personal goals to achieve the best results.
- Focus: Specifies what the new employee should focus on during each phase to stay on track and work toward strategic goals
- Priorities: Identify the vital tasks and projects that the new hire should prioritize in each 30-day period to manage their time and progress effectively.
- Success Metrics: Define key performance indicators (KPIs) to measure the new employee’s success, provide clarity on what success looks like, and help you track progress.
- Flexibility: It should be flexible enough to adapt to changing circumstances, allowing new hires to adjust their goals and priorities according to the company’s overall objectives.
Integrate SMART goals into your 30-60-90 day plan
Setting SMART goals with Click Up
To make your 30-60-90 day plan workable, try writing SMART goals. Your 30-60-90 day plan should have specific objectives that are measurable, achievable, realistic, and time-bound:
- Specific : Clearly define what you want to achieve in each 30-, 60-, and 90-day period. For example, instead of setting a vague goal like “improve project efficiency,” set a specific goal like “reduce project schedules by 10%.”
- Measurable : Include key performance indicators to track your progress, such as project completion time, cost savings, customer satisfaction score, etc.
- Achievable : Set challenging and realistic goals. For example, a goal of reducing project timelines by 50% in 30 days may not be achievable, but a 10% reduction could be realistic.
- Relevant : Make sure your goals match the overall company and project objectives
- Time-bound : Set specific deadlines for achieving each goal to stay focused and track progress over time.
Benefits of a 30-60-90 day plan
A 30-60-90 day plan is a model for success, as it identifies key milestones for new employees during their first days on the job.
Draw parallels with a productivity plan —one that helps new team members:
- Know what is expected of them
- Manage your workload
- Focus on goal-oriented tasks
- Setting the Right Parameters for Success
These are the main advantages of a 30-60-90 day plan:
Increased productivity
A strategic onboarding plan is essential for increasing productivity; 61% of new hires feel prepared to take on a new role once they have gone through a structured onboarding.
The onboarding plan tells new employees how to get started quickly and provides access to the right resources with a single click. The team knows what to prioritize and how to get help if they get stuck at any point in their onboarding process:
Increased productivity and team synchronization are two byproducts of a solid onboarding experience
https://www.gallup.com/workplace/247076/onboarding-new-employees-perspective-paper.aspx?thank-you-report-form=1 Gallup /%her/
To help the new hire understand their role and get contextual help, use a 30-60-90 day plan template .
Better team cohesion
A seamless onboarding experience is possible with team involvement.
The team should meet and get to know each other from the beginning to build a solid foundation. Integrate one-on-one calls into your onboarding process and help team members get to know their colleagues and stakeholders.
Remember, the idea is to start building meaningful relationships from the beginning and create a sense of teamwork. Along the way, managers should also clarify goals and explain how the organization’s objectives fit into individual and team goals.
To help employees better understand team activities and results, use Click Up’s Kanban Board view to display all team tasks and progress at a glance:
Click Up’s Kanban Board lets you group tasks by status.
Consistent performance evaluations
61 % of employees would prefer to remain in their current organization to develop and grow professionally:
But you can’t develop what you don’t evaluate, right? This is where a 30-60-90 day plan adds performance reviews to a manager’s schedule and ensures new hires are reviewed regularly.
Regular reviews allow for a better assessment of new employees’ progress and performance. This, in turn, helps them improve their skills, perform optimally, and integrate well into the organization.
The data says it all: half of workers who receive meaningful performance training have much higher levels of optimism, confidence, commitment, and productivity than half of employees who do not.
Download this template
Manage your 1:1 meetings with your team members using Click Up’s 1-on-1 template
Managers can have structured performance review conversations with new employees with the help of Click Up’s 1:1 Meeting Template .
This document template helps managers enter and track relevant information for new employees. It includes pre-built pages for employee roles, expectations, and recurring meeting agendas. For greater organization, create nested pages within each page.
Download this template
Tuning employees for success
Share company policies, plans, and other useful information with your new employee through Click Up Docs
A 30-60-90 day plan details a new team member’s first three months of employment, introducing them to company policies, teamwork, and company goals. It’s a surefire way to help new hires get up to speed as they check off essential elements in the 30-60-90 day milestones of their plan.
To get the new hire off on the right foot, make sure they have access to all the necessary documentation: company policies, team plans, org chart, etc. Managers and HR teams can do this by sharing the following information in Click Up Docs .
To make your 30-60-90 day plan useful, turn your plan into tasks for each 30-day period.
Use Click Up Tasks to align tasks and subtasks with their due dates:
Easily and quickly set start and due dates for a task, or use conditional settings to have dates repeat, or create a new task once completed.
Once due dates are set, give your team options: allow them to view tasks in multiple formats and filter them by priority and status:
You can also assign comments and link tasks to documents to ensure everyone is on the same page at all times:
Make sure your feedback is visible by assigning feedback to users directly on tasks, and get a quick overview of assigned feedback in a Checklist.
Finally, create comprehensive dashboards with your team goals and team effort metrics and easily visualize task progress:
Combine your team’s goals and see team effort with the Click Up dashboard
What a 30-60-90 day plan looks like for different roles
A 30-60-90 day plan has many faces, depending on who uses it and for what purpose.
But before we get into the nitty-gritty, let’s look at when you should create a 30-60-90 day plan:
- New employees : Human resources managers should create a plan when onboarding a new employee to ease the transition period.
- Existing Employees : Team leaders looking to implement new initiatives or role changes should use a 30-60-90 day plan to provide current employees with a viable path.
- Potential Employees : Potential candidates can use a 30-60-90 day plan to prepare for an interview and demonstrate seriousness to the hiring manager.
How to Make a 30-60-90 Day Plan for Managers
Using an operational plan template is a no-brainer for managers who want to bring their ideas to life from the start.
To enhance their management skills, managers should add discipline to their work style by creating a 30-60-90 day plan, which might look something like this:
30 days
Objective: To improve the team’s time management skills through an improved implementation process:
- Conduct one-on-one meetings with team members to understand their roles (and challenges)
- Identify and implement an opportunity for process improvement, such as better time management
- Set short-term goals with team members aligned with overall objectives
- Establish a regular communication cadence with the team to track progress
60 days
Objective: To assess how the team is progressing with their time management skills
Use time tracking in Click Up to see exactly how much time team members spend on each task.
- Continue with one-on-one meetings to help the team evaluate their performance.
- Use time tracking tools to collect real-time data on team performance
- Evaluate the results of team improvements in relation to their time management
- Evaluate the results of the short-term goals identified in the first 30 days
- Refine the communication plan based on input from the team and direct reports
- Set mid-term goals based on the achievements of the first 30 days
90 days
Goal: Establish a culture of time management optimization for future projects, while maintaining quality:
- Conduct a SWOT analysis and provide general information to the team
- Conduct time management training sessions to address skill gaps within the team
- Reassess the need for meetings based on the team’s progress and needs
- Use the knowledge gained to create a long-term strategic plan that can be repeated in the future
How to Make a 30-60-90 Day Plan for Product Managers
Product managers can take advantage of free project management software to accelerate their work without compromising productivity or quality.
Having a structured 30-60-90 day plan is essential to help new product managers quickly understand their responsibilities and make a positive impact. Here’s a sample plan:
30 days
Identify three key customer pain points and propose solutions in the next product iteration:
- Conduct interviews with current customers to gather feedback on the existing product
- Meet with the engineering team to understand the technical aspects of the product
- Analyze market trends and competitor products to identify areas for improvement
- Develop a plan to address any immediate customer concerns or product issues
- Prepare a product requirements document
Generate product requirements documents in seconds with Click Up Brain
60 days
To have a validated prototype ready for implementation:
- Collaborate with the design team to create wireframes of proposed product enhancements
- Conduct user testing with prototypes to validate the proposed solutions
- Work with the marketing team to develop a messaging strategy for product enhancements
90 days
Successfully launch the updated product iteration and measure a 15% increase in customer satisfaction based on post-launch feedback:
- Implement product improvements in collaboration with the engineering team
- Release the updated product and monitor performance metrics to ensure the desired impact
- Gather feedback from customers and internal stakeholders on product improvements
- Start planning the next iteration of the product based on feedback and findings from the current iteration
How to Make a 30-60-90 Day Plan for Executives
Executives and senior management can also benefit from the 30-60-90 day plan.
Here’s a sample plan you can draw on to improve operational efficiency by 20% and increase team alignment with company goals:
30 days
- Interview stakeholders to understand current challenges and opportunities
- Identify quick wins to demonstrate the impact of leadership
- Apply a communication strategy to align teams with strategic objectives
- Use the work plan template to map high-level goals and action items for the first 90 days.
Correlate action items and high-level goals for your team using one of Click Up’s many work plan templates.
60 days
- Establish and lead a cross-functional team to address a key operational challenge
- Develop and implement a process improvement initiative
- Conduct a team skills assessment and initiate targeted training programs
- Update the work plan template with progress and adjust goals for the next 30 days
90 days
- Present a strategic plan for the next fiscal year based on the results of the first 60 days
- Launch a new product initiative
- Establish key performance indicators (KPIs) and metrics for the team’s right intent
- Finalize the work plan for the next quarter, including detailed tasks and deadlines
How to Create a 30-60-90 Day Plan for Sales Managers
Sales managers are already familiar with using goal-tracking apps to achieve their monthly or quarterly goals. A 30-, 60-, or 90-day plan improves performance.
Here is an example worth studying:
30 days
A new sales manager joins the team. Their goal for the first 30 days should be related to the learning phase, i.e., completing training modules, monitoring sales calls, and holding one-on-one meetings with team members.
In the first 30 days, focus on:
- Know the existing products and sales processes
- Meet with stakeholders from different functions
- Understanding team dynamics
- Build relationships with team members
- Familiarize yourself with target customer personas and ideal customer profiles
Summarize meeting notes and turn them into actionable insights with Click Up Brain.
60 days
On day 60, the sales manager should have:
- Identified areas for improvement in the sales process
- Implemented changes, such as introducing new sales tools and refining the sales pitch
- Have set concrete SMART goals for the next 30 days, such as increasing sales pipeline by 20% and improving sales team morale by evaluating their time management metrics in Q1
90 days
At 90 days, the sales manager should have:
- Successfully implemented a plan to increase sales revenue by 15%
- Have developed a long-term sales strategy based on the findings and insights from the first 90 days
- Leveraged the 30-60-90 day plan format to track progress and drive continuous improvement
How to Make a 30-60-90 Day Plan for Data Analysts
Data analysts can use a 30-, 60-, or 90-day plan to understand and improve their organization’s data analysis methodology.
Here is an example for your convenience:
30 days
- Complete training on enterprise data analysis tools and techniques and task management software
- Attend team meetings to understand ongoing projects and contribute ideas
- Review data analysis best practices and apply them to your work
- Complete training and contribute to a data project within the first 30 days
**60 days
- Lead a small data analysis project
- Improve data analysis efficiency by 10%
- Collaborate with team members to streamline processes
- Complete the project and present the results to the team by day 60
Get project summaries with Click Up’s AI Project Manager™
90 days
- Implement a new data visualization strategy
- Increase the effectiveness of data visualization by 20
- Collaborate with the IT team to integrate tools that enable seamless analysis
- Continue improving your knowledge and keeping up to date with new tools
- Implement the strategy and gather team feedback by day 90
How to Create a 30-60-90 Day Plan for IT Managers
Newly hired IT managers should also have a 30-60-90 day plan ready to gain an advantage in a new business environment.
Here’s an example to help you create one:
30 days
- Familiarize yourself with the company’s IT infrastructure and project planning tools
- Engage with the team to get to know them and their working style
- Review IT best practices and policies
60 days
- Plan and implement improvements to IT infrastructure
- Work with team members to reduce downtime by 10%
- Complete improvements and review progress before day 60
Brainstorm and collaborate using Click Up Whiteboard to come up with the plan that best suits your organizational needs.
90 days
- Develop a long-term IT strategy
- Increase overall efficiency by 15%
- Collaborate with other departments to align IT goals with business objectives
- Implement the strategy and gather stakeholder feedback by day 90
How to create a 30-60-90 day plan for new employees
You could write the best job description in the world, but new employees would still feel overwhelmed without an onboarding plan.
This is where a 30-60-90 day strategic plan can help new employees get up and running from day one.
Here’s a sample 30-60-90 day plan for new employees that’s worth emulating:
30 days
- Complete onboarding training and acclimatize to the new job
- Demonstrate that you understand key responsibilities and the company culture
- Participate in icebreaker sessions with team members and build relationships
Get instant answers to all your questions with Click Up Brain
60 days
- Start contributing to team projects
- Receive and document feedback from mentors and team members
- Keep learning and asking questions
- Attend training sessions to improve your skills
- Complete assigned tasks and projects before day 60
90 days
- Take on more responsibilities and contribute ideas
- Complete projects and meet deadlines
- Seek feedback from supervisors and continue to grow in your new job
How to Write a 30-60-90 Day Plan in Five Easy Steps
Creating a 30-60-90 day plan is easy as long as you follow these five steps:
Step 1: Write the company’s mission
The company’s mission is the cornerstone of your 30-60-90 day plan. Therefore, identify the company’s goals and milestones so the new employee understands their role in the bigger picture.
Step 2: Brainstorm goals for the first 30 days
Write down what you want the person to achieve in the first 30 days. As a general rule:
- Limit the number of goals to three or five
- Write a key metric for each correlated goal to measure it accurately
Step 3: Create goals for the first 60 and 90 days, respectively
Break down your 30-60-90 day plan into trackable goals with Click Up Goals
Match the goals for the first 60 and 90 days, just as you created the goals for the first 30 days. Keep in mind the same rules mentioned in the previous step.
Step 4: Highlight the right resources
Your 30-60-90 day plan is only as valuable as the complementary resources it provides, such as:
- Key contacts , i.e., team members and stakeholders for specific aspects of the plan (Who the new employee should connect with to achieve goals or for questions they may have)
- Training materials (List of tutorials, webinar links, documents, and other resources that will help the new employee acquire the knowledge and skills necessary to successfully perform their role)
- Internal Tools and Systems (Instructions for accessing the tools used by the organization)
- External resources (industry publications, online forums, professional organizations, etc. for valuable information and support)
Step 5: Monitor progress
The last stage is to evaluate the progress of the plan:
- Are you achieving your goals?
- Are you using the resources you have indicated?
- Are you facing the challenges head on?
- Do you agree with the company’s objectives?
If all this sounds like too much work, use Click Up’s 30-60-90 Day Template to get started with onboarding in one click:
Download this template
Use this Click Up template to plan upcoming reviews with new employees.
This template ensures its new hires:
- They adapt well in the first three months with personal objectives and company goals perfectly correlated
- Perform the necessary onboarding tasks with regularly reviewed behaviors, skills, and competencies
- Get up to speed quickly
- Document progress and track action items from day one
Download this template
We’ve already seen how to create a 30-60-90 day plan. Now let’s understand how a hiring manager can use 30-60-90 day plans to improve their time management, employee retention, and hiring processes.
Improve time management with 30-60-90 day plans
Each 30-60-90 day plan is different for each person. However, there are some techniques you can leverage to gain time management benefits:
Set task priority with color-coded flags
- Prioritize : Keep in mind what you want your new employee to prioritize. Use colored flags on tasks to let them know the relative importance of each.
- Self-reflection : Include reflection time in the plan
- Strategic development : Classify goals into three parts: first month, second month, and third month, with goals of increasing difficulty.
- Learning : Add time to boost professional development and promote continuous learning
Keep track of your monthly tasks and manage your time like a pro with Click Up Calendar View, which syncs with your Google Calendar:
With Click Up Calendar, you’ll never miss important tasks and deadlines.
How to manage employee retention through 30-60-90 day plans
The 30-60-90 day plan allows you to create a lasting positive impression on the employee’s mind:
the selection process https://clickup.com/es-ES/blog/147087/documentos-de-acogida/ essential documents for the incorporation of a new employee essential documents for hiring
Give new employees the best possible start with Click Up
The 30-60-90 Day Plan is an asset in any employer’s toolbox. It allows hiring managers to easily onboard new employees, conduct regular performance reviews, and show potential candidates (literally) what is expected of them during their first 90 days of employment (and beyond).
However, creating a good plan is just as vital as ensuring new employees start working as quickly as possible.
Use Click Up to help new employees embrace change, work smart beyond the 90-day mark, and reflect on how they’re doing with a thoughtful and well-thought-out 30-60-90-day plan. Sign up now for free!
Frequently Asked Questions
**1. What should a 30-60-90 day plan include?
A 30-60-90 day plan should include the company’s current goals and how the employee will achieve the 30, 60, and 90-day milestones. It should also include relevant resources, activities, and training the new employee may need to reach the goal.
2. How can I create a 30-60-90 day training plan?
Follow these steps to create a 30-60-90 day training plan:
- Step 1: Write the company’s mission, focusing on short- and long-term priorities
- Step 2: Write down the goals you want to achieve in the first 30, 60, and 90 days, along with key metrics for each goal.
- Step 4: Track progress through regular performance reviews
3. How do you write a 30-60-90 day presentation?
Use these tips to improve your 30-60-90 day presentation writing:
- Reflect on your overall priorities and think about what is most important.
- Ask questions that help you gain a basic understanding of the current state of affairs
- Meet with relevant stakeholders, such as external partners, colleagues, cross-functional team members, new line managers, etc.
- Set SMART goals for the 30, 60, and 90-day phases
- Brainstorm how to measure the right intent and outline key performance indicators.
- Be flexible about mindset and approach if your new employee has specific feedback you think should be incorporated.
Table of Contents
What is a 30-60-90 day plan?
Important elements of a 30-60-90 day plan
The five parts of a good 30-60-90 day plan
Integrate SMART goals into your 30-60-90 day plan
Benefits of a 30-60-90 day plan
Increased productivity
Better team cohesion
Consistent performance evaluations
Tuning employees for success
Improve time management with 30-60-90 day plans
How to manage employee retention through 30-60-90 day plans
Use the 30-60-90 Day Plan for Smart Hiring and Interviewing
Give new employees the best possible start with Click Up
Frequently
Start a survey to gather feedback with highly customizable forms in Click Up
- Voice of the Employee : After 30 days, conduct a survey of new employees to learn about their onboarding experience. This way, they’ll feel their opinion is important to the organization and will increase engagement rates.
- On-demand content : Deliver on-demand content that highlights your company’s culture, values, and mission and fosters meaningful employee relationships.
- Clarity : Emphasizing employees’ roles in their new organization during the first 90 days lays the groundwork for a happier work experience. Collaborate with the employee and create a clear, actionable plan.
Related: Transition plan templates to simplify your work
Use the 30-60-90 Day Plan for Smart Hiring and Interviewing
From the hiring manager’s perspective, a 30-60-90 day plan can significantly improve the hiring process. Here’s how:
- Evaluate goal alignment: Managers can use the plan to assess the candidate’s understanding of the role and how they plan to align their goals with the organization’s objectives in the first 30, 60, and 90 days.
- Understand the candidate’s adaptability: Hiring managers can ask the candidate how they plan to modify their approach based on the specific responsibilities of the role.
- Assess the candidate’s problem-solving skills: Managers can present hypothetical situations and challenges and ask candidates how they would adapt their approach to overcome obstacles in the first 90 days.
