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The ultimate 30 60 90 day plan for a new HR leader

  • Post author: Shayanne Hill
  • Post published: April 16, 2021
  • Post category: Human Resources
  • Reading time: 25 mins read

You are currently viewing The ultimate 30 60 90 day plan for a new HR leader

Congratulations on starting a new role of HR leader, HR Head or an HR Business Partner recently! But what all should you do right now to guarantee success? Here’s our expert curated 30 60 90 day plan for HR success. What’s  your plan? This is probably the first question you will get asked. I have written a detailed blog answering all your questions on this topic.

Starting a new job is never easy, especially when you’re the only HR employee at a start-up. All eyes will be on you . People will notice the smallest of things you do.

But you don’t need to worry, because this blog will help you prepare yourself well. I have included,

Why is it important to have a 30 60 90 day plan for an HR head?

  • What are the main responsibilities to be carried out as an HR head at a start-up?

How do you prepare yourself for your first day as an HR leader?

How to approach the first 30 days in your new role, what should your first 60 days with the start-up look like, how to plan your third month as an hr leader, things to keep in mind throughout the first 90 days, what to avoid as you begin a new role at a start-up.

It is these 90 days that will show everyone at the company whether you are suitable for the role or not. This first impression is extremely important. You need to prove yourself as trustworthy and capable enough to manage in the new role.

This is your chance to create a strong foundation for yourself within the company and hence get the chance to develop and grow to the best of your ability. These first 3 months will set the tone for your experiences and work in the organization. While being a good fit for the role is extremely important, during these initial months, it is also important that you showcase your ability to work well with the founder as well as other employees.

You will also be noticed by everyone. Just like you are trying to figure out how to work well with everyone, they too are probably trying to figure out how to work with you. They too want to understand if the new HR will be easy to work with.

Charu Purohit

First 90 days are critical. By the end of 60 days, one usually becomes a veteran in fast growth organisation so from there its about building credibility and showing results.  This can happen only by having a steep learning curve in first 60 days especially in current remote work scenario.  Introducing oneself,  talking to people at multiple levels,  looking at business numbers, structure,  budgets, people numbers is a good place for me to start. Gives me the pulse. Towards the end of first month, I share my plan , invite inputs and start showing results on some quick wins.  Charu Purohit, Nykaa, Head Rewards, Top 40 under 40 HRs in India

What are the responsibilities to be carried out as an HR head at a start-up?

Very often people associate HR with a corporate structure that will end up threatening their start-up’s culture. However, every start-up no matter how small has some HR function or the other, be it payroll management, recruitment or even employee training and development. If you are starting off as an HR head and have no clue what has to be done, here’s a list of HR responsibilities that should be a part of your job.

  • Recruitment- This was previously done by the founder. Now, you will have to take over or sit in for the interviews and manage all onboarding tasks as well
  • Employee engagement – Left unchecked, the environment of a start-up can soon become negative and toxic hindering productivity. It is your job to ensure that the company maintains its work culture and keep employees happy
  • Training and developing employees- This may not seem like a very big responsibility, however in a start-up, growth can be accelerated even further with an occasional training session
  • Payroll management- This task can get tedious but it is also one of the most important HR functions
  • Recognize the need for policies- within the organization without hampering the start-up culture

Now that you know the functions of HR in a start-up, let us move on to why having a 30 60 90 day plan is important.

day 1 of the 30 60 90 day plan

You’re probably going to be nervous for that first day , not knowing what to expect in a new place of work. But there are a few things you could do to prepare yourself for day one.

Firstly, read up as much as possible about the company. Go through their website and check out the content uploaded on their social media channels. All this will give you a basic understanding of the culture of the company.

Secondly, you should figure out a way to get to know the different teams or departments within the start-up. Once you know this, you won’t be completely clueless when you reach the office.

Thirdly, you also need to start reviewing various HR software available to you well in advance. These will help you make a good impression in the company and also simplify your work drastically. 

You may have also received a certain amount of onboarding material, including an employee handbook or some kind of resources giving you information about the company. Go through it thoroughly. There’s nothing worse than showing up without going through the basic reference material and being absolutely clueless about everything.

Finally, have a view on the future of HR and what are the shifts happening in people management.

You should make sure that your find the time to have a sit down with the founder on the very first day. Clear out any doubts that you may have regarding the information you have gone through before starting the day. Also, try meeting the key employees, ones that will have to work with on a daily basis. Get to know the kind of work they do and how they function as individual professionals.

Download the 30-60-90 day plan template for the new HR leader

I have already spoken about the importance of having a proper 30 60 90 day plan for an HR head. So now, I’m going to dive right into what you should be doing during the first 30 days. 

Meet as many people as possible

It is needless to say that your main role as an HR professional is to be there for you people, your employees. In order to do that, you need to know your people. Get to know everyone in the organization over the course of the first month, especially people who are in key roles or team leads. This shouldn’t be too difficult if you’re at a start-up. Study the hierarchy within the organization, the teams that work together and also the different external stakeholders (investors). 

Most importantly, be attentive. It’s amazing how much you can pick up about people just by paying attention to small details. The way people behave after dealing with clients or their productivity levels after they’ve come back from a long weekend. While all these observations may seem redundant, they will help you drastically in the long run when you start looking at framing policies etc.

Develop credibility early

When you’re new in a company, people need to know they can trust you. It takes time to build that trust. The founder of the start-up needs to know that they can trust you with all types of employee-related decisions. But such trust needs to be nurtured from the very beginning.

Show the other employees that your HR knowledge is sound and that the points of view you bring to the table are important. Having said that, don’t come across as hard to work with or very opinionated. Appreciate everyone’s point of view.

You could also create an extremely positive impression by talking to people in the company about HR tech and how it can transform a workspace to a huge extent. Also, by doing this, when you adopt an hr software, employees will already be mentally prepared for it, making the transition that much easier.

Find out everything about the business

When I say this, I mean, by the end of the first month, you should be able to answer questions like

  • How does our company make money?
  • What are all the features of the product we sell?
  • Have I incorporated details about the business in my plans for the company? 
  • Have I had any direct experience with the product?
  • Does the company already use an HRMS i.e. an HR software?

You having any knowledge about the business will only prove to other employees that HR is a valuable business partner and will benefit the business in the long run.

Adopt an HRMS, if your start-up doesn’t already use one

The full form of HRMS is Human Resources Management System. AI in HR plays a huge role in today’s day and age. It can help you drastically. It will help you automate and hence streamline all your jobs. Some of the many benefits of adopting an HRMS are

  • Streamline payroll systems
  • Generate payslips online with the help of the HRMS
  • Screen candidates to help in recruiting
  • Automate job offer letters generally
  • Saves time . It will allow you to shift your focus from tedious tasks you might have more strategic decision making. This is important, especially in start-ups.
  • Simplified onboarding with the help of AI
  • Training and development with the help of artificial intelligence can help you provide each employee with a more personalized experience.

These are just some of the many benefits of adopting an HRMS. But how will you manage to transform all HR activities onto an HR software? Business transformation because of technology can be tricky. It’s up to you to choose the right software that bests suits the company you work for. Get started for free at Asanify.

Learn about the company’s culture, structure, vision and mission

A company’s work culture drives how teams and people within these teams interact and work together. A positive culture helps increase productivity to a large extent. As the only HR employee in your organization, it becomes your responsibility to ensure that the work environment remains positive and promotes teamwork. You need to be able to critique the employees and encourage them to do better at all times. More importantly, you need to do all this in tandem with the company’s overall vision and goals. 

Ask as many questions as possible

Now is your chance to ask as many questions as possible, no matter how stupid they may sound. After all, the only stupid questions you are the ones you didn’t ask. The first 30 days in the organization are a learning period for you and the best way to learn quickly is to keep asking questions.

Understand the public holidays that are considered as leave in the company or what are the things that motivate remote employees to work better (while stuck at home in a pandemic).

If you notice something that is being done a particular way and think you can get it done in a better way, question the approach. Being a new employee, you can really bring a whole new and fresh perspective towards things. Maybe no one has thought about doing that task in a better way because they’re so used to doing it in a particular way. 

Review employee surveys that were done in the last few months

If there were any employee reports and surveys done in the last few months, reviewing them will give you a brief understanding of how employees feel about the company and work. This will also give you an understanding of what policies could be implemented in the company. 

During this time, you should let your opinions emerge more. Try applying whatever you learnt and absorbed in the first month. Look for things you can improve or things that need fine-tuning.

Seek concrete feedback from your founder for your first month

Asking the founder of the start-up for feedback will really help understand how you’ve done in the last month, obviously. But also it’ll give you an idea if you have been living up to his or her expectations. You will also understand if you need to change your way of working or the next part of your 30 60 90 day plan accordingly.

Continue building relations with other employees

In the first month, you spent time getting to know the team leads, but now it’s time to understand the other employees as well. At this point, maybe you could organise one on one meetings with each member of the company. This will allow you and the employee to get to know each other for starters, but also will give you the opportunity to understand their skill level, motivators etc. as well.

You could also send out an employee survey of your own at this point, to get an overall understanding of all the employees.

Get some early wins

wins in 30 60 90 day plan

Remember in the previous section I spoke about asking as many questions as possible? I also said to notice things that you think need immediate change. For example, maybe you think you could improve productivity by starting an award and recognition system. It’s not a very big step, but it could go a long way in improving employee motivation and productivity. A small win like this will garner the respect and trust of other employees as well. 

This was just one simple example, but small changes like this will show your employees that you are here to make a positive change. However, you will only be able to make changes like this if you know the current scenario of the company. 

Understand the company’s current policies

By now, you should have started understanding what policies are enforced in the start-up. Try getting a deeper understanding of the policies that are already in place. Read up about them and see if you could modify them in some way. 

Identify key areas or policies you’d like to change in the coming months

At this point, you could also come up with some policies of your own. Brainstorm with the founder of your company. At this stage, you just need to ideate and think of potential areas that could be changed or potential policies to implement. Maybe your start-up doesn’t have a proper leave policy in place or maybe you realise there is no cybersecurity policy . For fast-growing companies, a robust hiring policy may be required. Because of the pandemic, you may need to create a work from home policy . When your team returns to work, you may need to create a relocation policy . Think about how you could implement such policies or even HR software. Find a way to get the employees are on board as well.

Keep a check on your personal values and priorities

It is very easy to lose sight of who you are in a new place. Make sure that while you are grasping as much as you can of this new place, you stay true to yourself. Don’t overburden yourself just because you need to make a good impression.

By now you would have spent 2 whole months in a new place of work. Great going! By now you should try to focus on shifting your time from the learning space to contribute more to the company. You also have a great understanding of the policies, work teams and employees. So, your next steps should include

Seek concrete feedback for your 2nd month in the company

Just like you did after the first month, you should also get constructive feedback after your 2nd month with the company. You can do so by speaking to the founder or even other senior employees.

important things in 30 60 90 day plan

Come up with strategic long-term goals

During the 2nd month, we researched the policies or other factors that we could improve in the company. Now is the time to make step-by-step plans to implement these changes. These policies could be based on anything from a maternity leave policy or even an improvement on the work from home policy that you have. It needs to be something you believe in and think will benefit the company in the long run. 

If the start-up is growing at a quick pace, put a recruitment plan in place

If the number of employees at the start-up is growing fast, you will eventually need more people on your HR team. You need to make a hiring policy not just for other departments, but also for an HR department so that once there are many employees to manage, all the workload doesn’t fall only on you. Consider using an ATS (applicant tracking system) when you start hiring.

Develop a system to track your own work

While keeping track of everyone else’s productivity levels, it can become difficult to manage your own tasks. When I say your own tasks I mean, policies that you started working on but got caught with other work and forgot about it. The use of a project management system can help keep track of your work tremendously. A project management tool can even help track the productivity levels of the other employees as well.

project management tools

Create a seamless performance management system

As an HR it is your responsibility to ensure that the contributions of the people in your company are measured fairly and transparently. Conduct a performance review once every few months to make sure productivity levels are high. A great proven framework is a Balanced Scorecard . OKRs are also used especially in startups to monitor critical metrics.

There are a few things you need to keep in mind throughout your first 90 days. I have listed them below.

  • Understand where you fit in with the other members of the organization.
  • Ensure that your suggestions and changes are in line with who you are as a person and also in line with the company’s goals
  • Learning the ‘lingo’ or work attitude
  • The definition of success according to all the stakeholders and overall the organization’s definition of success.
  • Set the right examples. Remember that all the employees will be watching every step you make. Lead by example- the right examples, and always remain on the ethical side of things.
  • Have frequent conversations with senior members of the company. Ask them what they think of your work.

Below I have listed things that you shouldn’t do as an HR head. It’ll come across to other employees negatively and won’t put you in a very good light. The whole point of a 30 60 90 day plan for an HR head is to ensure the opposite. So do not

  • Disregard rules and regulations of the company at any point in time
  • Fall back into your old company’s way of doing things or assume that things are done in the same way as your previous company (with respect to culture or work styles)
  • Be disrespectful or demeaning towards any employees while critiquing them for anything.
  • Focus on building relations only with senior employees and not others
  • Set un-realistic standards for yourself or your employees
  • Act without thought or consulting with the founder (especially in the first couple of months)

To summarize briefly, I think the first month should focus on learning about the company as much as possible, asking as many questions as possible and getting to know the people. While all this continues into the next 30 days of your new role, the 2nd month should focus on bringing about small changes, understanding company policies etc. By the time you enter the third month, you should be contributing to the company a lot more as compared to the time spent on learning. 

While formulating a 30 60 90 day plan, it is important to take into consideration the company’s culture. While there is no fixed structure, you should ensure that the first month focuses largely on learnings much as possible, the 2nd month is a mix of learning and contributing. By the third month, you should be contributing to the company a lot more with your points of view and ability to work as an HR

A 30 60 90 day plan is a plan that helps people taking on new roles to formulate a way to begin their new role. It involves a plan for the first 30 days then the 2nd and 3rd month of working in an organization. It helps people create a strong foothold in the company and get accustomed to the new company culture and work.

It is extremely important to have a 30 60 90 day plan because the first few months in any organization can set the tone for the time you work in that company. It helps you set a good impression on your employees and specific goals and objectives show your employer that you are a good fit for the job.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.

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An HR leader's guide to the first 30/60/90 days in a new role

Getting settled in a new position can take some time to get used to. In this guide, we take a look at how you can set yourself up for success in your first 30, 60, and 90 days in your new role.

Teamflect Blog

The Best 30-60-90 Day Plan Templates + Examples of 2024

30 60 90 day plan for hr business partner

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 2024 .

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 a 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 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?

30-60-90 day plan

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 they help both hiring managers and 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:

30-60-90 day plan

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 team 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 meeting module with comprehensive meeting agendas
  • So much more!

Teamflect Image

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.

All in all, a well-structured 30-60-90 day plan is a highly powerful tool to use when striving for your goals and objectives. It provides you with a valuable roadmap that gives a clear direction of where you’re headed and how you can get to your envisioned future in your business.

This structured approach of a strategic plan you will craft is not only a key part of your road to success but also a very important asset in your real growth as a person and a business. 30-60-90 day plans promise short-term success and the enablement of continued improvement and sustained success.

Whether you apply it in a personal or professional setting, as an employee or a leader, 30-60-90-day plans prove to be effective in turning aspirations into tangible, measurable outcomes. Use this guide and craft one of your own to start succeeding!

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30 60 90 day plan for hr business partner

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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The Ultimate 30-60-90 Day Plan for New HR Directors

The first three months in an HR Director role are a critical period that sets the foundation for your future in the role. If you can adapt quickly to the new position, you can drive an impact quickly and become your CEO's right-hand People champion.

However, hitting the ground running with any new job is easier said than done. Chances are, most of your time will be spent familiarizing yourself with your new HR team and the company's mission while evaluating the needs and expectations of key stakeholders

Time is always of the essence, but this is particularly true in the HR world. Employers have the expectation their new HR leader will make an immediate difference behind the scenes, delivering on the company's key objectives and team goals.

For aspiring HR Directors, a plan of action is imperative for a quick transition. As such, it is advised that HR Directors set a 90 day plan for themselves with checkpoints after 30 and 60 days.

Within these windows, HR Directors new to the role will learn to set SMART goals and obtain a deeper understanding of the company's core values. A 30 60 90 day plan will also equip HR leaders with the tools to develop stronger relationships with new and existing employees and contribute positively to their company's culture.

Days 1-30: Getting the Lay of the Land

shallow focus photography of pencil on book

Understand Organizational Culture, Values, and the Big Picture

The first 30 days in any new HR Director position should be primarily reserved for research. It is worth noting, however, the way the first 30 days look can and will vary from company to company. Some companies, particularly start-ups, can offer a largely blank canvas for HR professionals to work with. Otherwise, setting yourself up for success in the first 90 days starts with obtaining a clear understanding of company culture and values.

Talk to key stakeholders in the company as well as the other HR professionals around you to see if they can point you in the right direction. There may be valuable reading material that lends itself to connecting your standards and best practices to company values.

Awareness of the big picture can also allow an HR Department to hit the ground running on making stronger new hires. Understanding the company culture allows the HR Director to assess candidates for their cultural fit, and onboarding new employees who align with the organization's values may lend itself to a productive and positive work environment with a higher rate of retention and satisfaction.

Assess and Evaluate Current Policies

Once you have identified the core policies that connect your company to its employees, it is important to think critically about the policies that work, any policies that should be scrapped, and policies that can be improved.

The only way to know for sure what works and what does not is to ask around. Talk to employees with various job roles in the company to get a better sense of their relationship with the HR Department. Likewise, be sure to consult the company hiring manager and new hires within the last 90 days before evaluating key HR activities such as the onboarding process, interview process, and performance review process.

Build Relationships

Observation is the key to making progress over the first 30 days of your 90 day plan. It is also an essential function of good management, as keeping track of the way employees feel with regular check ins will make them feel valued. If this is done right, building relationships should come easy. Chances are, there is more than one HR leader or HR professional working underneath you. Stick to a light agenda when meeting with them, but keep things open-ended to allow the right questions to come to mind.

The more face time you can attain with employees, the easier it is to establish clear expectations for your team. Feel free to set up meetings both in person and on Zoom (whatever is applicable), and continue to maintain the relationship with regular check ins past the initial 30 days.

Taking an interest across the company not only empowers employees but will also increase the likelihood of passionate people sharing information. As an HR Director taking on a new role, information is one of the most valuable assets at your disposal and your relationships can serve as the conduit to that.

Days 30-60: Adjusting

woman in black shirt holding white smartphone

Develop Your Road Map

Now that you have the lay of the land, you will want to develop a roadmap for your HR vision. When compiling your plan, be sure to take advantage of the feedback and base-level information you received from employees.

Ask yourself if the specific objectives of the previous HR team match yours and whether or not they align with core company values. If they do, feel free to explore those ideas and why they work without having to fix what isn't broken. If you find that previous HR objectives were incongruent with organizational values, put together a plan of action to connect those dots.

Continue your conversations with employees at all levels to shore up these gaps, then draft a communication plan that emphasizes the company's values and culture. Follow up your communication plan by updating policies, employee handbooks, and other onboarding materials to reflect your new ethos. These updates will provide you with something substantive to show other departments and set a good precedent for what's to come.

Set Realistic Short-Term Goals

Once you have established organizational wants and needs, flesh out your outline for success with key objectives you believe can pay off in the short-term window. A good short-term goal should focus on anything that can be realistically implemented by the end of the third month of your 30 60 90 day plan.

One surefire way for HR directors to make a big splash is by setting up a dedicated wellness program, provided one is not already in place. This could go a long way toward aligning HR goals with new employee's goals. According to an Oracle study, 88% of workers feel their definition of "success" has changed and are responding more to work-life balance and mental health and wellness over simply having a steady paycheck. Implementing varied wellness options such as mental health seminars and initiatives to cultivate an improved work-life balance could go a long way toward employees meeting team objectives.

Another great way for HR Directors to quickly make their presence felt in a positive way is to enhance diversity and inclusion initiatives. According to a Glassdoor survey, 67% of job seekers consider workplace diversity a key factor when considering employment opportunities. Additionally, more than 50% of current employees want their workplace to do more to increase diversity.

The real impact of diversity and inclusion initiatives will typically not be felt immediately and could take months or years to be truly felt, however, efforts such as the establishment of employee resource groups and the implementation of a diversity and inclusion assessment will show all stakeholders you are ready and willing to make a positive difference in the short and long term at your new job.

Creating and meeting key short-term goals will not only give you and your team a sense of accomplishment and a morale boost in the office but create a low-risk opportunity to pick up an early win for your new HR team.

Use Business Objectives to Create Big Picture HR Goals

Through your conversations with company employees, you may have picked up on a few business benchmarks your organization is looking to meet on a macro and micro level. While the role of an effective HR leader has little to do with the "X's and O's" of a business or company, playing off of select business objectives to improve the employee experience could be a great way to simultaneously improve employee retention and upper management satisfaction.

Perhaps an organization has a goal of expanding its market presence into foreign geographical areas. As the HR Director, you have the power to focus on recruiting region-specific representatives to better meet that objective. There may be room for collaboration between marketing and sales departments to identify realistic regions for expansion, and you may have the opportunity to follow up those efforts with a recruitment strategy to attract and hire those familiar with a familiarity of those regions.

Likewise, a company may want to meet an unspecified revenue benchmark by the end of the fiscal year. HR Directors can play off this company goal by tailoring training programs and professional development toward product knowledge, effective sales communication, and negotiation. From there, examine any trends that come about from these initiatives and feel free to adjust accordingly.

Regardless of the results yielded, this is a great way to show upper management you are taking a keen interest in the company's primary mission while finding new, innovative ways to support your employees .

Create a System of Evaluation

As you inevitably progress past the 90 day window, you will need a dedicated way to evaluate the effectiveness of any changes you make to existing HR policy and any new implementations you conceive. A good system of evaluation and metrics tracking at the end of the first 60 days should provide a sound overview of the HR department's progress and the impact of implemented initiatives.

The most effective way to check progress is through data collection and analysis. As HR Director, it will be up to you to identify and track the Key Performance Indicators (KPIs) that best align with the culture and mission of your organization. However, KPIs such as employee turnover rate, time-to-fill for vacant positions, total training hours, and employee engagement scores could be of value to almost any organization.

HR Directors will also want to identify the data analytics tools necessary to the collection of accurate and relevant data. Through data, the HR professional can analyze trends and patterns to determine the implementations that are working and areas for improvement. Employee feedback surveys make for a great counterbalance to a data-driven approach and can often provide HR managers with information data trends are incapable of disclosing.

Days 60-90: Executing

man standing near woman smiling

Experiment and Adapt

Now that you have established a plan of action, it is time to put it to the test in the final third of your 90 day window. Whether you implementing new programs, initiatives, or onboarding tasks, it is important to be attentive to the immediate reception of your ideas. Until there is enough data to analyze, immediate employee feedback will be the only point of reference you have to determine the effectiveness of those changes.

While patience is certainly a virtue, make sure to hear out any and all employees with constructive feedback on your policies. After all, the importance of building relationships extends infinitely beyond the first third of the 30 60 90 day plan.

Solicit and welcome any and all immediate employee feedback to your vision, then consult with your team of HR professionals about the best way to proceed.

Share Your Findings

Transparency is a quality that goes hand in hand with good management. By sharing the findings of known data and employee feedback at the end of the 90 day window, you will likely find an easier time of articulating your HR vision to executives. After all, collecting data is only one component of an effective plan of action. Communicating the results is arguably more important for the way it can allow new employees to feel a sense of inclusion in the success of the company on a macro level.

By administering employee surveys without communicating the results, employees may feel like they are being ignored, something all HR Directors will want to avoid. It is important to let your employees know they are being listened to at every turn and that their voice matters. As far as key executives are concerned, being able to articulate the results of your findings will give them a better idea of how they can most effectively back your initiatives.

Sharing your findings will also help you get a better grasp on what the next three month window could look like at your place of employment. You will not only have base data to measure against, but the opportunity to improve on benchmarks and not tell, but show your employer how you are making a positive difference on their company.

What Comes Next? Planning for the Future

The job of an HR Director does not end after 90 days. Based on the observations and insights obtained over the course of this exercise, HR Directors should have a new level of confidence in outlining long-term strategies and initiatives in line with the company's goals. Having a plan of action for what your HR department will look like following the 90 day window is crucial to the overall health of your place of employment.

Long-term strategies ensure that the positive changes made from key goals in the short term are maintained and built upon like any good foundation. Once the impact of your team goals in the short-term are felt, employees will have an easier time buying in to your long-term vision, which can contribute to positive cultural change, the effective allocation of resources, and improved employee engagement.

The 30 60 90 day plan should not be seen as a one-time occurrence. Rather, it should be repeated in succession to develop good managerial habits that can have a lasting effect on company morale. Think of it as a set of fundamentals not at all unlike how proper dribbling technique is essential to being a great basketball player, and so on. A good player never stops dribbling because it is an essential component to what they do.

Proper planning, communication and curiosity should mean the same thing to an HR Director.

Final thoughts

The 30 60 90 day plan is a great framework and point of reference for new HR Directors coming into a new job. The word "framework" is the key to the proper implementation of this plan, as it cannot and should not look the same for everyone. HR Directors should instead use the 30 60 90 day plan as a set of guidelines and adapt their plan to the unique situation they are in.

Different companies with different specific goals and strategic needs will demand different things from HR Directors, and a good HR Director should be adaptable to those needs. However, by following this framework, HR department heads should find greater ease in learning the ropes of their new place of employment while making an immediate impact.

30-60-90 Day Checklist for New HR Directors

30-day goal:.

Goal: Understand the company's culture, values, and mission. Become familiar with existing HR policies.

  • Connect with key stakeholders and HR professionals for insights.
  • Evaluate existing HR policies through discussions and observations. Analyze current policies and their effectiveness via employee feedback.
  • Engage with HR team members and conduct open-ended meetings.
  • Formulate initial strategies to align HR goals with organizational values.
  • Outline objectives for the upcoming phases based on initial observations.

60-Day Plan:

Goal: Develop a plan of action for new initiatives and improvements to existing ones.

  • Synthesize feedback obtained in the first 30 days to shape HR vision.
  • Ensure alignment of previous HR objectives with company values.
  • Update policies and communication materials to reflect new initiatives.
  • Establish SMART goals focusing on wellness programs or diversity initiatives.
  • Implement programs aiming for immediate impact on employee satisfaction.
  • Integrate initiatives that align with broader business objectives.
  • Collaborate with other departments to support overarching business goals.
  • Tailor HR initiatives to facilitate and complement specific business benchmarks.
  • Develop training programs aligning with the company's long-term mission.

90-Day Plan:

Goal: Begin implementing items from your action plan.

  • Reach out to vendors who can help you with any new programs you're activating.
  • Collaborate with the HR team to assess the effectiveness of changes made.
  • Adapt strategies based on immediate feedback and initial outcomes.
  • Share findings and outcomes transparently with stakeholders and executives.
  • Articulate how HR initiatives support organizational objectives.
  • Encourage employee involvement in the success of implemented changes.
  • Outline long-term strategies building upon short-term successes.
  • Emphasize the importance of ongoing adaptation and flexibility in HR strategies.
  • Incorporate continuous evaluation and improvement into the HR department's ethos.

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What is a 30-60-90 day plan?

6 benefits of a 30-60-90 day plan, when to use a 30-60-90 day plan, what to include in a 30-60-90 day plan, 30-60-90 day plan template for managers, 9 tips for creating a 30-60-90 day plan.

"The more I help out, the more successful I become. But I measure success in what it has done for the people around me. That is the real accolade." Adam Grant, organizational psychologist and BetterUp Science Board Advisor 

When it comes to setting your people up for success, a little help goes a long way. How are you setting up your workforce to reach its full potential ? 

Well, if you ask any leader, a lot of it comes down to helping your employees think strategically from the start. It’s beyond finishing a project, solving a problem, or completing the menial, day-to-day tasks.

Of course, the day-to-day duties help to get work done. But it’s also helping your employees connect their day-to-day to the larger purpose of work . Why does that purpose matter? How does their work connect to the organization’s goals, mission, or purpose? 

When I first started at BetterUp, my manager shared a fully fleshed-out spreadsheet and Google document as part of my 30-60-90 day plan. In these resources, there were targets to hit, milestones to reach, and tasks to complete. 

But more importantly than the line items was the sentiment: the strategy behind the 30-60-90 day plan helped to set me up for success. It was that extra mile to help out a new hire that allowed me to onboard successfully to my new role. And it was the help I needed to see the larger vision of how my work connected to organizational success , even if I didn’t fully know it yet. 

When we think about helping others around us be successful, having a plan is critical. In fact, 69% of employees are more likely to stay with a company for three years if they had a good onboarding experience.

Having a roadmap for the first three months can help your employees acclimate to the company culture. It'll also help them ramp up to the role and meaningfully connect with others — and ultimately lead to better performance.  

Sure, the plan might change. After all, we’re in a rapidly changing world where plans are often etched in pencil instead of stamped in pen. But if you’re hiring new employees or onboarding teammates, it’s important to give your workforce a sense of where you want to see them go. 

In this post, we’ll walk through what makes a good 30-60-90 day plan. We’ll also talk about the benefits of a good plan — and even give a template example to help you help your employees. 

Download The Connection Crisis: Why community matters in the new world of work

First, let’s understand what defines a 30-60-90 day plan. The 30-60-90 plan is a key part of a robust onboarding process . And in remote and hybrid work environments, the onboarding process is more important than ever. It’s critical that in these early days of onboarding, you’re building culture and connection with your new employees. 

A 30-60-90 day plan is a document or resource that outlines the goals and strategies for a new employee within the first 90 days. It serves as a guide, a resource, and a checklist for your new hires.

When a new employee joins your organization, there’s likely a stage of information overload. In the onboarding process, the employee absorbs a lot of information. They might be networking and setting up coffee chats with other employees. They’re probably in a good chunk of training sessions and other sorts of new hire workshops. 

Depending on how your organization runs the onboarding process, your employees are likely trying to ramp up in their new roles. At the same time, they're also soaking in everything they can about the organization. All while your employees are acclimating to the new role, they’re also making connections. Or, at least, they should be.

In short: it’s a lot. It can feel overwhelming to retain all the information a new hire receives. Sometimes, it can lead to confusion or misalignment on overall goals. 

But with a 30-60-90 day plan, you’re able to clearly outline the expectations you have for your employee. As a manager, it’s a useful resource and tool to help keep the onboarding process on track. It can also serve as an accountability tool, one where you can ensure your employees are meeting your expectations. 

Let’s talk more about what benefits come with a clearly outlined 30-60-90 day plan. 

30-60-90-day-plan-woman-shaking-hands-in-wheelchair

There are plenty of benefits to a 30-60-90 day plan, for both the employer and the employee. Here are six of our favorite benefits to consider. 

  • It helps optimize productivity  

It sets clear expectations 

  • It helps with goal setting  

It can help alleviate the new job jitters 

It empowers employees to self-manage their work , it serves as a reminder of priorities , it helps optimize productivity .

Ashley Ballard, social media manager, BetterUp, shared why a 30-60-90 day helped their productivity in the first three months of work. 

“I'm someone who benefits from an itemized list of expectations so that I’m not hindering my productivity by feeling anxious about my work product. It also keeps everyone on the same page about the meaning behind your role and how you will directly support team goals.” Ashley Ballard, social media manager  

As you’ll notice in some of these benefits of a 30-60-90 day plan, there’s a lot of overlap in what makes an employee productive. For Ashley, it’s clear expectations, alignment on the role, and clear communication about the priorities at hand. One could argue that all the benefits of a 30-60-90 day plan can contribute to overall increased productivity . 

It doesn’t get much clearer than getting a document of expectations in written form. At BetterUp, our 30-60-90 day plans come with a “checkbox” field to notch once you’ve completed the task at hand. 

Clear expectations can be hard to set, especially at the nebulous start of someone’s employment in a new role. But with a 30-60-90 day plan, you’re able to clearly outline your expectations as a manager. 

It helps with goal setting 

On my 30-60-90 day plan, I had a list of more administrative or mundane tasks. For example, I needed to upload my information into our HR management system. I needed to review the necessary policies and documents. I needed to set my email signature with the appropriate information. 

But it also outlined higher-level objectives. As a marketer and writer, I needed to learn the BetterUp voice, tone, and perspective. My manager clearly outlined blogs and resources that I could read, practice assignments that I could take on, and even some videos to watch. In fact, one of my goals was to write a blog within 30 days. 

Many of the new hire checklist items served as foundational tasks to get to me my goal. And by providing me with all the information at once, I could more easily connect the dots to the “why” behind some of the work I was receiving, too. 

Have you ever started a new job and not really know what you’re supposed to do with yourself? 

In my last job, I attended a half-day new hire orientation . I still remember going back to my desk upstairs, meeting my new manager, sitting down, and logging into my computer. I played around with my systems and got myself set up on my laptop. But after about an hour, I found myself spinning my chair around to my new boss and asking if I could help with anything. 

Frankly, I had no idea what I was supposed to be doing with myself. I felt that instant anxiety of not contributing anything meaningful, even though it was just my first day. 

There’s a lot of inherent pressure, stress, and anxiety that comes with starting a new job. New job anxiety is totally normal. It happens to all of us.

No matter how great we felt through the hiring process , on top of the world with our offer letter, as the new kid you can feel at loose ends pretty quickly. You waste time in self-doubt or doing unimportant tasks to look busy and loose confidence and momentum. But one way to help alleviate the jitters your employees are feeling is by giving them a plan. 

Ashley Strahm, content marketing manager, BetterUp, shared why she finds having set milestones in place can help reduce anxiety . 

“I’ve come to experience onboarding as a time where folks are the most hungry, curious, enthusiastic, and eager to please. Having a plan with milestones from the outset means that none of the initial emotions that come with starting a new job overwhelm or cause scattered or inefficient outreach — and anxiety about performance."  Ashley Strahm, content marketing manager

Without a 30-60-90 day plan, you couldn’t possibly have made the connections or digested the right resources to help quell those productivity nerves. And without it, you risk a big loss. Those early days are when new hires have the freshest eyes. It’s the best and most optimal opportunity to ask your new hires to observe and provide feedback. 

I’ve never heard of a manager that wants to hold their employees’ hands through every project. Sure, there are micromanagers who like to stay close to their employees’ work. 

But at BetterUp, we’re big believers in giving employees autonomy to self-manage their work. We talk about this in the context of some of our high-impact behaviors: extreme ownership, bias toward action, craftspersonship, and work to learn. 

30-60-90-day-plan-employee-at-work-smiling

Managers also need their time to focus on high-impact work and priorities. So when it comes to onboarding a new employee, it’s not plausible to walk your new hire through everything they need to know. And if you were to do so, it certainly wouldn't set them up for success. 

A 30-60-90 day plan empowers your employees to self-manage their work. By leveraging a 30-60-90 day plan as part of your onboarding strategy, you’re giving your employees autonomy to build their own schedules. It helps give them the roadmap but how they get to the final destination is up to them. 

Hand-in-hand with self-management comes managing priorities. We all know that work is busy. As your employees become more acclimated to the role, it’s likely their workload is gradually increasing. 

But with a 30-60-90 day plan, your employees are reminded of their priorities. And it’s on your employees to manage their priorities effectively, which is a good life and work muscle to flex. 

So, you might be wondering when to use a 30-60-90 day plan. When is it most effective? What situations will it have the most impact? Let’s dig in. 

30-60-90 day plan for an interview 

Job seekers, this is for you. If you want to knock the socks off a potential employer, consider putting together a 30-60-90 day plan for your interview. Even if it’s just an informational interview , you can show how you’d approach your first 90 days on the job. 

For example, let’s say you’re interviewing for a sales position. From the job description and from your informational interview, you know what markets you’ll be focused on. You also know about some target accounts and have a good sense of the industry.

While you might not know exactly what you are going to be doing, you have a good idea. You’ve worked in software sales for a while, enough to know how to approach breaking into a new market. 

So, you decide to come up with a proposed 30-60-90 day plan. You put together a rough sketch in a Google sheet about what you would focus on in your new role . 

30-60-90 day plan for a new job

More commonly, 30-60-90 day plans are used in the onboarding process. This is useful for both hiring managers and employees. For example, at BetterUp, I received my 30-60-90 day plan on my first day of employment. It helped to set expectations about what I would be focused on for the next three months. 

But some companies also use 30-60-90 day plans for things like performance reviews or even lateral moves within the organization. You can also use 30-60-90 day plans for project-based initiatives. 

First, it’s important to understand that 30-60-90 day plans should be personalized based on the employee. For example, a new employee in an entry-level position will probably have a radically different plan than that of a new executive. 

And 30-60-90 day plans for managers are going to look different than plans for individual contributors. There are nuances to these sorts of plans because of job responsibilities, work goals , expectations, and experience. 

But generally speaking, we can outline four key components of a 30-60-90 day plan. 

Expectations and concrete goals 

Go-to resources and information .

  • New hire checklist or to-do list  
  • Company mission, culture, the purpose of work  

Every 30-60-90 day plan should have clear expectations and concrete goals. As a manager, it’s important to clearly communicate the expectations you have for your employees. For example, my manager has created a couple of documents that very clearly outline the expectations of her employees. 

Oftentimes, expectations serve as the foundation for your working relationships. As part of my 30-60-90 day plan, my manager also asked about my expectations. In a lot of ways, it’s a two-way street.

I filled out a document that outlined my preferred working style, my communication style, and how I  resolve conflict . It helped both parties to essentially get a good sense of how the other works. 

Along the same vein of expectations are goals. My manager expressed some clear goals that she wanted me to reach within my first 90 days. But I also had the opportunity to think about my own personal goals and what I wanted to accomplish.

Together, we iterated on the plan to come up with an action plan. Some of these goals can ladder up to other big milestones that you’d like to have your employees reach along the way. 

30-60-90-day-plan-woman-shaking-hands-with-man

The world of work is a complex one. Especially in today’s day and age, there’s a lot of information that’s probably changing rapidly. 

For example, is your workforce hybrid or remote? What sort of COVID-19 guidelines are in place? How do you submit your expense reports or ask for time off? What systems does your organization use for benefits ? What employee resource groups or culture programs does your organization have? 

A 30-60-90 day plan is a good one-stop-shop for all the resources your new hire will need. It’s a great reference and resources with a wealth of information (and can help your employee become more self-sufficient, too). 

New hire checklist or to-do list 

When an employee joins a company, there are a lot of “tasks” that need to be done. For example, I needed to enroll in my benefits and 401K. I needed to upload my personal contact information into our human resources management system. I needed to upload my Slack photo and put my preferred pronouns on my email signature and Slack profile. 

A 30-60-90 day plan is a great place for all of the one-off tasks that every new hire needs to complete. It also helps keep your employees on track with all the administrative and HR tasks needed within the first couple of months of employment. 

Company mission, culture, and purpose of work 

Last but certainly not least, your employees need to understand the purpose of work. This likely won’t “click” fully in the first 30 (or even 90) days. But it’s important to start drawing connections between their work and the company’s vision early on. 

In a recent Forbes article, Great Place to Work® released new data around employee retention . One of the top drivers? Purpose. In fact, employees at top-rated workplaces in the US reported that if they feel their work has a purpose , their intent to stay at said companies triples.

Don’t dismiss the role that purpose plays in your organization. At BetterUp, we’re on a mission to help everyone everywhere live with greater purpose, clarity, and passion . This can only happen if employees understand their purpose and the role of their work in the company’s mission. 

We’ve created a free draft 30-60-90 day plan template to use for managers. Access the draft template and start using it today. 

Download the 30-60-90 day template

30-60-90 day plan for interviews

As mentioned earlier, there are some situations where an employee may prepare a 30-60-90 day plan as part of an interview. Or, perhaps as part of your company’s hiring process, you ask job applicants to put together their plans. 

With these elements, you’ll be sure the candidate is ready to hit the ground running. Here are some key components you should look for in a job applicant’s 30-60-90 day plan: 

  • Short-term goals (generally achievable, time-bound goals)
  • Long-term goals (that are also measurable goals)   
  • Establishing metrics for success 
  • Outlined priorities (especially for the first week) 
  • Learning new processes 
  • Meeting the new team and team members 
  • Any learning goals (or professional development goals ) 

Of course, your 30-60-90 day play is going to be catered to each individual. We’re all human with different responsibilities needed. Keep these nine tips in mind as you put together your 30-60-90 day plans. 

  • Set SMART goals  
  • Consider what you want your employee to prioritize 
  • Encourage professional development  
  • Encourage reflection time 
  • Outline goals into months: first month, second month, third month 
  • Ask for input from your employees and direct reports 
  • Promote ongoing learning about the company culture and purpose 
  • Adjust (and readjust) as needed 
  • Follow-up on the progress 

You can always work with a coach to help outline what might be needed in your 30-60-90 day plan. A coach will have a wealth of experience in the field and an objective, third-party perspective. With guidance from BetterUp, you can ensure you’re setting up your people for success.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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Books to grow with in 2022, ready for a fresh start 7 best jobs for a career change, 10 examples of principles that can guide your approach to work, take the initiative: a how-to guide in 10 steps, the power of professional learning communities, what is networking and why is it so important, so you want to be your own boss here's how to do it right, getting a new manager how to (stop panicking and) make the most of it, similar articles, employee onboarding: how a great start leads to great results, how to create a work plan (with template), how to create the perfect onboarding checklist for new hire employees, write a performance improvement plan (pip) that really works, 30 leadership feedback examples for managers, your 6-step guide on how to make an action plan for management, 4 easy ways to make one-on-one meetings more meaningful, strategic plan vs. work plan: what's the difference, new hire job orientation: 5 ways to set employees up for success, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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30 60 90 Day Plan: An Ultimate Guide For an HR

30 60 90 Day Plan: An Ultimate Guide For an HR

The 30-60-90 day plan is a tool used to onboard new employees and ensure their success during their first three months at a company. It is a guide that outlines exactly what a new employee should accomplish during their first 90 days on the job, from their first week to the end of their third month. The goal of the plan is to give new employees a concrete roadmap for getting up to speed and accomplishing their learning goals, while also ensuring they feel welcomed into the company and understand the responsibilities of their role.

Developing a sound 3-month plan is well worth the effort, as good onboarding is the foundation of employee engagement and satisfaction during the entire employee lifecycle. As many as 93% of companies are concerned about employee retention , making it crucial to have a plan in place to help new hires succeed.

This article will tell you what 30-60-90 plans are, what they consist of, why they are important for onboarding, and how to correctly write a 30-60-90 plan. By the time you finish reading this piece, you will know how to create an effective 30-60-90 plan that will serve your new hire from day one

30 60 90 day plan phases

As the name suggests, a 30-60-90 plan consists of three phases:

While every business and every role has its own unique needs, generally speaking, three phases look like this:

  • The primary goal of the first 30-day phase is to get familiar with the environment, tools, and colleagues and to get exposed to all aspects of the new workplace.
  • The second phase usually involves onboarding the new colleague to specific tasks they will perform in their particular role and showing them how things are done and what success at the company consists of.
  • The third and last phase of the 30 60 90 day plan is where the new teammate is encouraged to take the initiative in real work assignments they will perform in their new job, and start contributing by solving challenges they are brought for.

The importance of 30 60 90 day plan in onboarding

By the time the 30 60 90 day plan is complete, your company should have a fully capable employee who knows how to do their job well and fully understands the entire organization, fits company culture, and can contribute immediately.

And ensuring personal goals are on the same page with the company's goals is important on all levels – whether you are bringing a new sales rep to your sales team or are looking to onboard someone higher up in the corporate chain – the 30 60 90 day plan will help.

In case that alone is not enough, here are some more benefits:

  • Faster onboarding : In three short months, you will have a new employee ready to respond to all work assignments and challenges at their new company without feeling overwhelmed or burned out.
  • Reduced stress : A good 30 60 90 day plan will leave enough room for the new employee to learn their role gradually and align their personal goals with the company mission. That relieves tension and empowers employees as they will know that learning and making mistakes are part of the plan.
  • Improved employee engagement and retention : Because they will have manageable pieces in front of them, employees won't feel overwhelmed, increasing their engagement and making their learning even more effective. 
  • Clearer goals and easier assessment : New employees will know exactly what's expected from them, as they will have easily measurable goals so there will be no surprises when the assessment time comes. 

How to write a 30 60 90 day plan well?

Use Plai to conduct an effective 30 60 90 review

While you can write your 30 60 90 day plan in a simple document, it will be much better to use a performance management software such as Plai. Plai will allow you to track the plan quickly but will also continue to be the central tool of your HR activities in the future. 

Plai will show you detailed analytics about each employee and have all their reports in one place. Plus, Plai is a perfect tool for gathering and sharing feedback, making it your go-to choice for all of your processes, from the job description and onboarding through performance reviews, 1:1 meetings , and reports, all the way to the exit interview process.

In a nutshell, this is what you should do to create a good 30 60 90 day plan that will get you the results you want:

Define success

The goal of your 30 60 90 day plan should answer this question: "After 90 days, what do we want the new hire to be able to do on their own?" The answer will not only make you rethink the objectives, as you will understand three months isn't that long, but will also force you to think about the milestones and the tools and mentorship your new team members will need to succeed.

Create a goal for each phase

Create a goal for each phase of the 30 60 90 day plan

While you don't have to share the goal of the entire plan with the employee, they should know what is expected of them in each phase. Setting smart goals for each phase could look like this:

  • Phase 1: Getting familiar with the company's mission, core values, company's vision, work environment, people, tools, and methodologies.
  • Phase 2: Understanding the new position, team dynamics, and relationships with other teams and stakeholders to the new role.
  • Phase 3: Working alongside the new manager on concrete goals, increasing job responsibilities, highlighting key competencies to develop , and gradually moving towards complete independence.

Set mini-goals within phases

This is optional, but setting mini performance rating goals that will tell the employee how to reach the goal of each learning phase will increase their engagement. Don't try to micromanage them, as you don't want them overwhelmed – that's why it's better to set mini-goals instead of strict milestones.

Assign a mentor (for each phase)

Assigning a mentor to each new employee is a great way to help them learn and develop connections between teammates, positively impacting your entire work environment. 

Depending on the complexity of your organization or the particular role, you may assign one mentor for the entire 30 60 90 day plan (which is better for smaller organizations or simpler roles) or assign a new one for each phase (which is better for larger organizations). 

A good mentor for the introductory phase could be the hiring manager, or someone else from the HR department, while the second and third phases should be mentored by someone more in touch with the role, such as the team leader or a veteran colleague.

Provide regular feedback 

Provide regular feedback during the 30 60 90 day plan

It's a good idea to provide regular feedback at the end of each phase and summarize the entire process after the plan is complete. That will help the employees know where they stand, get them used to receiving future performance reviews, and understand the importance of setting performance goals. 

Frequent reports and surveys improve engagement , another reason you should team up with Plai – you will save enormous time while giving better quality, data-driven feedback.

How to help employees evaluate their plan's success

Help employees evaluate their 30 60 90 day plan's success

If you have designed the 30-60-90 plan correctly, your new hires will know exactly what to focus on to measure success and their own progress. But, to help them, you can ask direct questions such as:

  • How would you rate your overall success of the entire 30-60-90 plan process?
  • Did you have any difficulties following instructions?
  • How would you improve the phases?

Creating a solid 30 60 90 day plan can skyrocket the effectiveness of your onboarding, resulting in more engaged employees ready to hit the ground running in their day-to-day work once finished. 

By following the steps from our guide and introducing Plai to your HR workflow, you are guaranteed not only to set up and implement a solid 30 60 90 plan but also to improve your future people management capabilities significantly. Try Plai completely free and see why hiring managers and HR teams trust us as their go-to performance management tool.

Andrii Bas

Product Strategist, People & Performance

Founder of 3 products and product development agency @Uptech before 25. Use and consult about OKRs, performance management, and team leadership for 4+ years.

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Latest blog posts, 30-60-90 day plan guide & template for new employees.

Starting a new job can be overwhelming for an employee. There are a lot of new people to meet, and a lot to learn about the company’s structure, culture and internal processes. 

One way to boost your chances of success as a new employee is to put together a 30-60-90 day plan to act as a road map for your first few months with the organisation. And as HR professionals, mandating that each new employee creates such a plan can help you to effectively onboard new hires and get them up to productivity as soon as possible. 

In this article, we’ll explain what a 30-60-90 day plan is, discuss the elements that are typically included in a 30-60-90-day plan, and provide our tips and a useful template to help you create your own.

  • 1 What Is a 30-60-90 Day Plan?
  • 2 What Is Included In a 30-60-90 Day Plan?
  • 3 Why You Should Create a 30-60-90 Day Plan When Onboarding New Employees
  • 4 Five Tips to Help You Create an Effective 30-60-90 Day Plan
  • 5 30-60-90 Day Plan Template for New Employees
  • 6 FAQS about the 30-60-90 Day Plan
  • 7 Simplify Onboarding and HR Tasks With Personio

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that outlines a new employee’s goals for their first three months with an organisation, and the steps they’ll take to achieve them. The goals should be measurable and broken down into manageable milestones related to the employee’s role. 

Organisations can use 30-60-90 day plans as the basis for a solid employee onboarding process, helping to set expectations for new employees and guide them through their first months with the company. 

What Is Included In a 30-60-90 Day Plan?

At its most basic level, a 30-60-90 day plan should include the new employee’s goals for each of their first three months, and the actions they need to take to achieve them. Goals should be tied to measurable metrics that help newly hired employees and their managers to understand whether they have been successful. 

This means breaking down your 30-60-90 day plan into the following three elements:  

Goals: A 30-60-90 day plan should help employees to understand the goals they’ll be focusing on each month. For example, in the first month, the employee’s main goal might be to understand the organisation’s internal structures and processes. 

Actions: You should also include the actual steps that the employee will need to take in order to meet their goals each month. In an employee’s first month, actions might include attending training and orientation sessions, reading onboarding documents and scheduling introductions with each of their immediate colleagues.

Metrics: Without concrete, measurable metrics of success, there’s no way for an employee or their manager to understand whether they have met their goals, so you should always include these in a 30-60-90 day plan. In the first month, this might mean scoring above 80% in a skills test based on training the employee has completed. 

Why You Should Create a 30-60-90 Day Plan When Onboarding New Employees

An SHRM study revealed that employees were 58% more likely to remain with an organisation for at least three years when they had gone through a structured onboarding process — and a 30-60-90 day plan can play an important role in this.  

A 30-60-90 day plan breaks the onboarding process down into manageable steps and helps employees to understand what is expected of them. Not only does this give them an easy way of measuring the progress they’ve made, but it also shows them how their role connects to the company’s overall strategy. 

This gives the employee a sense of purpose, which can also play a part in employee retention: a recent study found that having purpose at work can triple an employee’s intention to stay with the company. 

Five Tips to Help You Create an Effective 30-60-90 Day Plan

If you want to help your new hires to get up to speed and on board with the company culture as quickly as possible, a 30-60-90 day plan can help. Here are five steps that you and your new employees can take to create an effective 30-60-90 day plan:  

1. Provide a Template 

Creating a 30-60-90 day plan can be an overwhelming task in itself for a new employee, so you might want to provide a template to help them. This breaks the process down and shows them what a 30-60-90 day plan should look like. 

It also provides consistency across the organisation as each new employee’s 30-60-90 day plan will follow the same structure. We’ve provided a template for a basic 30-60-90 day plan that you could use below. 

2. Set SMART Goals 

To make sure the goals you choose to include in your 30-60-90 day plan are appropriate and useful, consider using SMART goals. SMART goals are: 

Time-Bound 

For example, rather than a generic goal such as creating posts for the company blog, a SMART goal might be to create and publish two 1500–2000 word, SEO-optimised blog posts by the end of the first month.

3. List Action Items 

You also need to include the actual actions that new employees need to take to achieve their goals. Breaking each goal down into manageable actions helps to avoid overwhelming new staff members. And creating a template that allows them to check off items as they complete them provides a sense of accomplishment for the employee. 

4. Remember to Prioritise 

Not all goals are created equal, and it’s important that employees understand which tasks and achievements are most important so they can focus on them if they’re short on time. 

You might want to consider including one core goal or focus for each month, with additional goals listed underneath. This way, the employee will be able to prioritise working towards the most important goal and move on to the others when they have time. 

5. Be Flexible and Reassess at Key Milestones

Even when you’ve put time and effort into creating the perfect 30-60-90 day plan, circumstances can change. It’s important to be flexible as you or your employees move through the first months in a new role, and adjust the plan if necessary.

It’s a good idea to schedule meetings around the 30 and 60-day marks to revisit the plan with the employee and make sure it still makes sense. If the employee hasn’t yet achieved a goal from the previous month, they can’t move forward — so you might have to revise the plan to make it more achievable. Organising these check-ins also gives new employees the opportunity to ask questions about their performance so far and how they can improve. 

30-60-90 Day Plan Template for New Employees

Still need help putting together your 30-60-90 day plan? Here’s a basic template that you can use to get started:  

FAQS about the 30-60-90 Day Plan

Here are the answers to some FAQs about 30-60-90 day plans:  

When Should You Make a 30-60-90 Day Plan?

A 30-60-90 day plan is usually used at the beginning of an employee’s time with a company. They are often created during the onboarding process to help to give new employees a focus and an idea of the goals they need to achieve during their first few months. 

In some cases, organisations ask candidates to create a 30-60-90 day plan as part of the hiring process. This gives hiring managers an idea as to whether the candidate fully understands the role and is prepared to take it on. 

While a 30-60-90 day plan created during the interview process is always going to need some adjusting to match the actual expectations of the company, it can help candidates to prepare and ensure they’re ready to get started if they’re successful in securing the role.  

What Are the Benefits of a 30-60-90 Day Plan? 

Creating a 30-60-90 day plan comes with many benefits for new employees and the organisations they’re joining. For example, a 30-60-90 day plan: 

Shows employees where to focus 

Helps them keep track of their goals and progress

Sets clear expectations for new hires

Encourages self-review of accomplishments

Allows employees to self-manage and work autonomously

Helps optimise productivity for new employees

Simplify Onboarding and HR Tasks With Personio

Helping new employees to create a 30-60-90 day plan is just one part of a full onboarding process — which can mean a lot of work for HR and hiring managers. 

With Personio, you can simplify the onboarding process by providing new employees with all the info they need in one place: their digital employee file. You can also view and create onboarding tasks in one central location and assign them to the right people — they’ll receive automated reminders when they need to complete a task.  

Personio ensures your new employees feel right at home from day one and gives them everything they need to hit the ground running. Ready to test it out? Sign up for a no-strings-attached 14-day free trial . 

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The 30-60-90 Day Plan: An Ultimate Guide to Improve New Employee Experience (+ Free Template)

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You need a 30-60-90 day plan more than ever.

Hiring the right person can be insanely difficult. Not to mention that the hiring process itself can last up to 23.8 days. That means you’ve invested over three weeks before your new hire starts.

Whenever a new hire joins your company, do you wonder how long they’ll last? Well, 20% of new hires quit within their first 45 days. Moreover, they could be on another company’s poaching list. In a talent shortage , that’s all you need. Especially with all the recruitment emails you’ve been sending out. 

With many areas in human resources that can go wrong, how can you go right? And how are other employers getting it right ? Specifically, companies such as:

  • Lockheed Martin

The best way to ape the success of these companies is by nurturing talent . That all starts with great onboarding and a retention strategy from day one. That’s where the 30-60-90 day plan can help you.

This Process Street post will guide you through using and understanding a 30-60-90 day plan. You can even use the template immediately with your free Process Street account !

Here’s your guide to using a 30-60-90 day plan to improve new employee experience:

An introduction to the 30-60-90 day plan

Using a 30-60-90 day plan, tips for hr managers using the 30-60-90 day plan, the 30-60-90 day plan for new hires, performance review for a 30-60-90 day plan.

A 30-60-90 day plan is the best way to convince new hires to  stay with your company  for the  long term . Furthermore, it allows them to adapt to your company smoothly and quickly understand its  culture .

It’s a great tool to have in your HR toolbelt, especially during a talent shortage. Even the technology sector has been struggling to deal with the demand for talent :

What is a 30-60-90 day plan?

A 30-60-90 day plan is a framework for new employees to help them decide what their goals are and then work towards achieving them. In particular, this means they can set SMART goals. These are the targets which are:

To set these targets is to discover what the new employee hopes to achieve during their onboarding. In other words, an HR manager needs a template that helps the employee identify their:

  • Learning goals
  • Initiative goals
  • Performance goals
  • Personal goals

Why make a 30-60-90 day plan?

Why make a 30-60-90 day plan?

All new hires want to succeed, and a plan like this will help them do just that.

Whether a new hire is an HR assistant or a seasoned HR manager , their intention to perform to the best of their ability is the same. Together with a 30-60-90 day plan, human resources can allow employees to show their enthusiasm.

One of the main benefits of a 30-60-90 day plan is structured progression. It can new hires with long-term development, as well as clearly focusing:

  • Their short-term ambitions ;
  • Long-term ambitions they aspire to;
  • Primary career interests they have;
  • The skills, knowledge, and experience they’d like to acquire.

How to make a 30-60-90 day plan

Ideally, you’ll want to create a plan that considers both the employee’s objectives and the company’s objectives . In their early days, it can be very impactful to have this kind of conversation with your new hire about their short and long-term goals.

With this in mind, the 30-60-90 day plan deals with one of two things:

  • A candidate who is preparing for an interview and wants to show how they will hit the ground running;
  • A new hire’s learning and performance targets.

As an HR manager, you’ll want to help a new hire be realistic and focus on what they can do every 30 days. You can do this by listing a goal. You then decide how to measure the goal’s success. For one thing, in the first 30 days, it would be best for the new hire to be learning about their new company. The new hire should therefore start with their learning goals :

Goal 1 : Meet with different departments to learn how the company functions.

Measurement of the goal : Have six short Zoom meetings per week with department leaders.

Goal 2 : Join an outside-of-work social group organized by the company.

Measurement of the goal : Learn about the company culture and identify possible mentors.

In addition to measuring their aims, the new hire can also record  metrics . A new hire could show data on task completion  statistics . For example, they could document that they made 300 calls in one week if they’re in sales.

30 60 90 day plan for hr business partner

New hires use a 30-60-90 day plan to show their current skills and initiative . It also helps them see which direction they would like to move forward in.

They should be looking to set goals that will demonstrate their commitment . In particular, they should show they know what to aim for in the future.

At the end of their first 30 days they should move on to their initiative goals , such as the following:

  • Concentrate on understanding essential processes in their role;
  • Coming up with ideas for a first project they can show to a superior;
  • Taking the time to consider if they were successful with their first 30-day goals .

Use the 30-60-90 day plan to focus on your new hire’s performance goals .

In general, the idea is to help the new hire get up to speed quickly. In the new hire’s plan, you are looking to include targets related to their role.

For example, it might be best to set weekly targets beginning at the end of their first 30 days. To emphasize, include a reasonable metric such as 20 customer service complaints resolved per week. 

Another critical point is to meet with your new hire and ask about their goals and targets .

The new hire’s objectives will show you where the new hire could contribute to the company the most. They can also inform the new hire what the company’s expectations are. You could encourage your employees to decide what their KPIs ( Key Performance Indicators ) will be.

Some examples are:

What is your desired outcome in the next 30 days ?

To learn HTML5 , then I can tweak existing guest posts.

How will you know you’ve achieved your outcome?

I will have refreshed ten old posts by the end of the next 30 days.

Use Key Performance Indicators

The best idea is to ask the new hire to give a  presentation  when it comes to KPIs . Presentations are an opportunity for the new hire to provide feedback. They can also back up their feedback with relevant evidence.

Another tip for HR managers is to provide feedback on the new hire’s performance. Feedback will help the new hire incorporate it into their performance goals . At the same time, be sure to get input from your new employee.

The 30-60-90 Day Plan For New Hires

New hires should use the 30-60-90 day plan to focus on their personal goals.

Additionally, it would help if you encouraged them to develop work relationships that will last. Employee communication will be vital to the success of the new hire.

The new hire’s objectives are to integrate with other employees on their team . This kind of aim should not be subject to strict guidelines. The employee could achieve their targets with informal activities such as: 

  • Meeting a colleague for coffee outside of working hours;
  • Attending a voluntary company activity outside of work;
  • Discovering shared hobbies with colleagues.

The new hire should use these occasions to identify members of their team that would be able to help them. Some of their colleagues might make great mentors . You should seek out potential mentors from existing staff for the new hire. For this reason, it’s best to do this early in the onboarding phase.

“When onboarding, the organization needs to design how to best get this employee up to speed and successful. That isn’t just HR’s job. That is the job of every single function and person who will come into contact with this individual.” – Tim Sackett

A new hire will want to build good working relationships with those they respect . They will also want to show their team they are dependable . As a result, the employee will be able to take on more responsibility .

You can help them to achieve this with our free 30-60-90 Day Plan for New Hires template .

The 30-60-90 day plan performance review should assist new hires by:

  • Reviewing their current responsibilities;
  • Assessing their strengths ;
  • Understanding their weaknesses ;
  • Considering their long-term developmental needs.

Remember that new hires can bring fresh insight into problems your company may have. With this in mind, ask if they have noticed issues in your employee onboarding process. Consider asking for any suggestions they might have.

Make the new hire feel noticed by continuing these initial conversations about their longer-term goals. For instance, you can explain company benefits. It might be worth telling them about your EAP ( Employee Assistance Program ). Maintaining close communication will encourage the new hire to commit to the 30-60-90 day plan. It should also indicate they are working on a career progression plan .

“Although it might seem counterintuitive, organizations should support employees in their career progression, even if that meets supporting their exit.” – Scott Dust

The performance review must be a conversation. Anonymous surveys are beneficial, but they lack the personal touch that a one-on-one review can generate.

“There’s nothing about engagement surveys that truly aim to understand what motivates people on a personal, emotional, human level. Conversations, whether one-on-one or through focus groups, produce rich qualitative insights that get closer to the “why” behind engagement survey data. And closer to understanding employees on a deeper level as people, individuals.” – Shannon Smedstad

Automate your 30-60-90 day plan

Paperwork can seem never-ending, and it soon mounts up – especially in large organizations.

Workflow software can help contain and structure information regarding your new hires. For one thing, you can use it for uploading documents. These could be 30-60-90 day plans, performance reports, or even SOPs you’ve shown to your new hire. 

Structured templates can walk you through the whole process of reviewing employee responsibilities and duties; they do this by utilizing workflow management .

Make plans easier with automations

Another way to cut down wasted time is by automating your recurring tasks. In other words, cut out mundane, bureaucratic tasks so that you’ve got more time to focus on the human aspect. In addition, you also get the bonus of reduced errors and reduced costs.

Related HR workflows

  • Employee Onboarding Checklist
  • New Hire – Onboarding template
  • Preparing Presentations template
  • User Feedback Processing template
  • Employee Performance Review template

Have you used a 30-60-90 day plan in the past? Are you thinking about using one now? Please let us know your thoughts in the comments section below!

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Mark Jones is a content writer at Process Street.

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The Best 30-60-90 Day Plan for Your New Job [Template + Example]

Erica Santiago

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.

A man organizes sticky notes in front of a calendar as he maps out a 30-60-90 Day Plan

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.

Download Now: Sales Training & Onboarding Template [Free Tool]

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:

30 60 90 day plan for hr business partner

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?

30 60 90 day plan for hr business partner

Get to know your team's strengths and weaknesses.

Recommended phase: first 30 days.

Everyone is learning the ropes in their first month at a company. For managers, much of that learning happens by talking to the team.

If you're a new manager, grab time with your direct reports and get to know their roles. What do they like about them? What are their most significant pain points?

Making your team happy is a challenging goal, but it‘s an essential responsibility as a manager. Your first step is to figure out how you’ll manage and coach your employees through their day-to-day work.

Help a direct report acquire a new skill.

Recommended phase: second 30 days.

Even though you‘re new to the company, you were hired for a reason: You’ve got skills. And you can bring these skills to the people you work with, particularly those who report to you.

After meeting with and learning about your new colleagues, you might use the second month of your onboarding plan to find skill gaps on your team that you can help fill.

Do you have expert-level experience with HubSpot, and your new company just started using HubSpot Marketing Hub ? Teach them to do something on a platform they didn't know before.

Improve the cost-effectiveness of your team's budget.

Recommended phase: final 30 days.

Managers often have access to (and control over) the budget for their department's investments — software, office supplies, and new hires.

After you spend the first couple of months learning what the team spends its money on, consider using the final 30 days of your plan to make suggestions for new investments or how to reallocate money where you think it needs to be.

Is there a tool that can automate a task that‘s taking your team forever to do manually? Draft a financial strategy that includes this tool in the following quarter’s budget.

Draft a training strategy that can help guide your direct reports into new roles.

You won‘t be expected to promote people in the first three months of your new job, but you should still have learned more about your team to decide who’s good at what and how to coach them to where they want to be.

In the final 30 days of your 30-60-90 day plan, you might agree to a goal to develop a training strategy that outlines how to manage your direct reports and, ultimately, how to guide them into new roles in the future.

30 60 90 day plan for hr business partner

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  • 30-60-90 day plan: How to onboard new h ...

30-60-90 day plan: How to onboard new hires with ease

Caeleigh MacNeil contributor headshot

A 30-60-90 day plan outlines the first 90 days of a new team member’s employment and familiarizes them with company policies, team work, and goals. This action plan helps your team members check off essential items as they adjust to their new work environment. In this piece, we’ll outline the key components of a 30-60-90 day plan and explain why having one is beneficial.

It’s universally acknowledged that the first 90 days at any company can be intimidating. This isn’t any one person or program’s fault, either. There’s a lot for your new team members to learn—including using different tools, navigating team norms, and adjusting their own expectations. But when you provide new hires with guidance and expectations, you empower them to hit the ground running from day one.

What is a 30-60-90 day plan?

A 30-60-90 day plan is an outline of a new hire’s first 90 days on your team. It lays out exactly what your new employee should accomplish, from their first week to the end of their third month in a new job. The goal of a 30-60-90 day plan is to give team members a concrete plan for getting up to speed and accomplishing their learning goals. It helps ensure every new hire feels welcomed into the company and understands the responsibilities of their role.

30-60-90 day plans often include the following milestones for each month of onboarding: 

1–30 days: The first month involves intensive training for the employee’s new position. This is when the new hire learns as much as possible about company policies, your company’s products, team structure, and job responsibilities. 

31–60 days: The second month of employment is the new hire’s opportunity to put what they’ve learned into practice by taking on new tasks. This is a key learning period, so it’s ok if your direct reports make mistakes as they get familiar with how things are done. 

61–90 days: The third month of employment is when the new hire starts mastering the skills of their job. This means your employee can now fully meet job expectations and start achieving long-term performance goals .

[Inline illustration] What is a 30-60-90 day plan? (infographic)

A 30-60-90 day plan may have similar sections for all new hires, such as company policies and resources. That said, you should also tailor many parts of the plan to fit each individual’s specific role and responsibilities .

What are the benefits of a 30-60-90 day plan?

Creating a 30-60-90 day plan helps improve your onboarding process and set new employees up for success. Onboarding can make or break someone’s experience at a new company, so it’s worth investing in. In fact, research shows that a strong onboarding process can improve employee retention by 82% and productivity by over 70%.

With a 30-60-90 day plan, you can: 

Set goals and create clear expectations for an employee’s first three months on the job.

Space out training sessions and introductions so new hires don’t feel overwhelmed. 

Ensure new team members have the knowledge, resources, and skills they need to be successful in their new role. 

Take time to communicate your core company values . 

Build trust with effective feedback throughout the onboarding process. 

Proactively creating a 30-60-90 day plan can also benefit your hiring process and interview process. Candidates often want to know what their first few months on the job will look like. Having a plan already in place helps hiring managers and recruiters paint a concrete picture for applicants during job interviews. 

What should new hires accomplish in their first 90 days?

Your new hire’s focus in the first 90 days should be to integrate into company culture and master their job description. While there’s time during this initial period for new hires to help with tasks outside of onboarding, your new team members’ initial objectives should revolve around basic acclimation.

Some accomplishments you may ask your new hire to achieve in their first 90 days include:

Learn the company’s mission

Know the organizational structure , including management roles and fellow team members

Understand the responsibilities outlined in the job description

Understand the project roadmap from start to finish

Set short-term objectives toward long-term goals

You should hold a performance review at the end of a new hire’s first 90 days to assess their progress. During this time, you can offer constructive feedback about what they’ve accomplished and how they can continue to improve in their role.

How to write a 30-60-90 day plan

Typically, you’ll write a 30-60-90 day plan before your new hire onboards or immediately after they begin their job. As a result, you probably don’t know a lot about your new hire’s personality or strengths. Instead of making your 30-60-90 day plan personal to the team member’s abilities, use your expectations for what you want them to become in their new role to customize each plan. 

[Inline illustration] How to write a 30-60-90 day plan (Infographic)

Step 1: Ask questions

Once you’ve hired someone new, start your 30-60-90 day plan by looking at the big picture and assessing how your new hire fits into that picture. Ask yourself any questions that come to mind about the job role, the onboarding process, and the team. Some questions to begin brainstorming include:

What need do you hope for this person to fill? 

What specific problem are you bringing this person in to solve?

What should this person know in order to be successful?

What will the new hire’s daily responsibilities be?

How will the new hire take part in project development?

Ultimately, your 30-60-90 day plan will give your new hire a clear idea of what the first three months will look like. Answering these questions early sets them up for success and helps them build their skills for the role.

Step 2: Set realistic expectations

Your 30-60-90 day plan isn’t a day-to-day list of activities your new hire will be working on. Rather, your goal is to give your new hire an overview of their purpose within the company. 

You should also keep in mind when you create your 30-60-90 day plan that a new team member can only do and learn so much in their first few months of employment. While you may have some dire needs to address, try not to throw too much on your new hire’s plate too fast. 

Consider what a reasonable workload should be and minimize that workload for at least the first 30 days. Expect there to be a learning curve. Then, if you find that the team member catches up quickly, you can add work to their plate as appropriate. 

Step 3: Create SMART goals

According to a 2014 study by BambooHR, the average company loses one-sixth of their new hires each month for the first three months. Setting concrete goals during onboarding can boost retention, especially if those goals are SMART—specific, measurable, attainable, realistic, and time-bound. SMART goals help clarify expectations and give team members clear stepping stones to follow. That way, new hires are less likely to feel overwhelmed or unengaged. 

The specific goal and success metrics you set for your new hire will depend on their particular role and level within the company. Check out some example 90-day SMART goals for different employee positions:

Writer: Successfully publish three articles for one of our clients, which includes taking each article through the entire publishing process from QA to internal edits, client edits, and final edits. 

Customer support: Work with team members to close 30 tickets, which includes learning the internal computer system and solving an array of unexpected tech issues. 

Agency: Collaborate with stakeholders to write one promotional piece. Then promote the piece to bloggers and successfully get it published on at least three websites relevant to the client.

While the new hire’s first 90 days should focus on helping them get comfortable in their new role, adding measurable goals to their action plan can give them a project to work on so they don’t feel like their only purpose is to shadow others. 

Step 4: Give them a mentor

A 30-60-90 day plan isn’t a document you’ll hand over to your new hire and then simply send them on their way to complete their duties. This document should be a reference for your new hire while they collaborate with you and other team members to accomplish tasks. 

When writing your plan, assign the new hire a mentor to give your new hire any advice or guidance they might need. This person will be their go-to guide during the first few weeks for any questions. A good mentor can help orient your new hire so they don’t feel so overwhelmed by their new work environment.

Make sure to set your new hire up with a mentor who isn’t their manager. That way, they have someone they can turn to with questions about team synergy and team norms . As their manager, you can focus on providing bigger picture guidance about long-term goals and team collaboration best practices.

Step 5: Set up regular check-ins

An important thing to remember when creating a 30-60-90 day plan is to stay flexible. Even if you feel like your plan outlines exactly what you hope for your new hire to accomplish, there’s no guarantee that the first 90 days will go as expected. 

For example, another team may need help from your new hire a week into their employment, which can derail the SMART goals you initially set for them. It’s also possible that your new hire will learn at a slower or faster pace than you expected. When you understand that the plan is an outline and not a schedule, you’ll feel better about the work you’ve put into it.

Essential components of a 30-60-90 day plan

The contents of a 30-60-90 day plan are unique to the team member joining your organization, but the framework of the plan should look similar.

The essential components of a 30-60-90 day plan include:

Company mission: Briefly state your company’s mission at the top of the 30-60-90 day plan to give your new hire an idea of what your company stands for. 

Guiding points: Guiding points may include information about your company culture and elaborate on your business’ core values . For example, these points may include things like: “Ask questions… Value relationships… Have a team mindset… Put your health first…”

Meet the team: In this section, include pictures and blurbs of the people your new hire will work with closely. This can be a good reference for the new hire as they try to learn names and team roles. 

First day overview: The first day overview is the only section of the 30-60-90 day plan that lists out a detailed schedule for the new hire. While this schedule may change, do your best to let your new hire know what to expect on their first day of work , including log-in information or how to set up their email and phone voicemail. That way, they don’t come in feeling lost and unsure about what to do or where to go. 

Top priorities: In the top priorities section of the plan, include an overview of the new hire’s job responsibilities and any needs you hope for them to fill in their new role. 

SMART goals: As mentioned above, the SMART goals you list in the 30-60-90 day plan should be measurable, job-related goals you hope the new hire will achieve within their first 90 days. 

Resources: In the resources section, list links to the company handbook, job description, team directory, and other relevant resources. You can add any resources to this section that you think the team member will find useful as they familiarize themselves with the company and the job.

30-60-90 day plan example

Not sure where to start? Check out our example 30-60-90 day plan template below for inspiration on how to optimize your onboarding process.

[Inline illustration] Essential components of a 30-60-90 day plan (Example)

Use this 30-60-90 day outline as a framework to build and customize a plan that works for each new hire that you onboard.

Streamline the onboarding process with work management tools

Printouts and documents quickly become out of date. Keep your onboarding process flexible by creating your 30-60-90 day plan with project management software . Once you share the plan, you can easily monitor your new hire’s progress—plus assign day-to-day action items to keep things on track.

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Top 7 HR 30-60-90-Day Plan Templates with Examples and Samples

Top 7 HR 30-60-90-Day Plan Templates with Examples and Samples

Beginning a new job is exhilarating, but it is also stressful. What if you don't get off to a good start? What happens if learning takes longer than you think it should? These worries are frequent in both employees and employers, and a 30-60-90-day plan is an effective method to confront them.

Making a plan is the simple part. The problem is carrying it out, -but using Slideteam's completely editable PPT Templates can help. These templates show how close you are to achieving your goals and where changes need to be made, thanks to their robust reporting and analytics features, performance indicators, and job management tools.

Who these templates are intended for:

  • Hiring managers intend to empower new hires to succeed in their positions.
  • New workers who want to set realistic goals and plan their first three months on the job. 
  • Anybody who wants to make the most of the onboarding process.

Slideteam's 30-60-90-day plan templates can help you land the job you want and navigate your first 90 days in your new work. Check out this post to learn how these content-ready templates can assist your team in setting and achieving actionable business goals.

Template 1: 30-60-90-Days New HR Manager Plan

Download this PPT Template to learn the corporate culture, create relationships with key stakeholders, and assess the HR department's current needs and priorities. With a defined framework for success and assurance that the HR department aligns with the company's strategic goals, this PPT Slide acts as a road map for the new HR manager.

30 60 90 days new HR manager plan

Download Now!

Template 2: 30-60-90-Days HR Recruitment Plan For Executive

This PPT Layout is a terrific approach to putting your time to good use by developing a strategic plan for senior HR recruitment and getting started. It has three steps: goal-setting, strategic planning, hiring, and onboarding.

30 60 90 Days HR Recruitment Plan for Executive

Template 3: 30-60-90-Day HR Graphics Plan for Business to Business Sales Tips Infographic Template

This one-page template for a 30-60-90-day HR plan, is a compact document that highlights the project's key objectives, tasks, and deadlines. Use this sales plan template to detail your goals for the coming year and the techniques your team will employ to meet them. With the help of HR visuals, you can also research your rivals and find out what works and what doesn't.

30 60 90 Day

Template 4: 30-60-90-Day-Plan HR with Team Goals

Use this PPT Theme to help the team understand what is expected of them, regarding goals and objectives. It also assures that everyone is working towards the same goal, which helps to bind the team members together. It also enables teams to be nimble and modify their aims and objectives in response to changing conditions.

30 60 90 Day Plan HR with Team Goals

Template 5: 30-60-90-Day Plan HR with Team

Using this PPT Preset, you can deliver clearer goals and expectations for each team member. This clarity boosts productivity by providing a roadmap for team members to follow. It also assists firms in allocating resources more efficiently by outlining the tasks that must be completed within a particular deadline.

30 60 90 Day Plan HR with Team

Template 6: 30-60-90-Day Plan HR with Observe Organization Culture and Values

By incorporating the organization's culture and values into the plan, the team's objectives will be linked with the organization's overarching mission, vision, and values. With a stronger connection to the team's mission and goals, team members may feel more engaged and productive. While employees are more inclined to stick with an employer that shares their values and views, it is also vital to increase retention rates in your business. Download it now to enhance team camaraderie.

30 60 90 Day Plan HR with Observe Organization Culture and Values

Template 7: 30-60-90-Day Plan for HR Activities

This PPT Set offers precise tasks and timeframes, which can help HR employees be more accountable. This can result in better performance and greater control over HR tasks. It can also assist HR professionals in concentrating their efforts on initiatives that enhance employee engagement, such as onboarding and training programs. This may result in increased employee satisfaction, retention, and productivity.

30 60 90 Day Plan for HR Activities

Template 8: 30 60 90 HR Plan PowerPoint Slides

This PowerPoint Presentation states the objectives of the 30-60-90-day plan clearly, outlining the critical goals and outcomes that the HR team hopes to achieve. The HR team also has timeframes and performance indicators to gauge progress and success, ensuring that it stays on course and produces the required results in the allocated period.

30 60 90 Hr Plan

Wrapping Up

Your 30-60-90-day plan is a communication tool you should rely on, to bring growth and development to you and your company. Learning new job roles in three months might be tricky! But, with our 30-90-day-plan templates, you're prepared to take on the duties of your new role.

PS: To improve your performance and hit your goals, read our exclusive blog on the 30-60-90-day plan.

FAQs on HR 30-60-90-Day Plan

What is a 30-60-90-day plan.

A 30-60-90 day plan is a part of onboarding, to help new joiners succeed. In transitioning from one role to another with clear expectations, you can empower employees and expect them to meet specific goals during the initial 90 days of their tenure.

What are the benefits of creating a 30-60-90-day plan?

Writing a three-month plan provides several advantages, whether trying to stand out in the interview process or hoping to create an impression in your first few weeks of work:

  • Prevent burnout: When starting a new job, you may feel pressured to handle an array of work at once, but this increases your probability of burning out. A three-month strategy establishes a manageable pace that permits you to work hard without spreading yourself thin.
  • Develop superior time management skills: Newcomers and people starting new jobs move more slowly than those that have been doing it for a while. But, having a plan allows you to manage your time more precisely, allowing you more freedom to spend time on projects that require your undivided attention.
  • Develop relationships of trust with superiors and coworkers: Establishing objectives that need discussions with your peers and managers is an excellent method to learn more about the business and to develop confidence with your bosses and coworkers. Even though entering a new position or region can be challenging, getting in touch with mentors will increase your chances of success.
  • Acquire the tools to continue improving: Planning does not end after the first 90 days. Nevertheless, if you've completed a 30-60-90-day plan, you'll have a good foundation for creating goals and following through on them. You'll also have tools for keeping track of your objectives, assessing your progress, and improving your skills.

What should be included in a 30, 60,90 day plan?

A 30, 60, 90 day plan/program is a tool that outlines a new employee's goals and objectives for the first 90 days on the job. The plan should include a clear understanding of the company's mission, vision, goals, and specific job responsibilities and expectations. It should also detail any particular tasks or projects they will be responsible for completing. The plan should include metrics for measuring success and regular check-ins with the employee's manager to ensure they are on track to meet their goals.

What is a 30-60-90-day plan for a new HR leader?

A 30-60-90 day plan for a new HR leader should focus on building relationships, understanding the company culture, and identifying areas for improvement. In the first 30 days, the HR leader should meet with key stakeholders and team members to understand their roles and responsibilities, identify immediate needs, and build relationships. In the next 30 days, the focus should shift to developing a deeper understanding of the company culture, identifying areas for improvement, and creating a plan to address any issues. In the final 30 days, the HR leader should work to implement the plan, monitor progress, and continue building relationships with team members and stakeholders.

What is the 30-60-90-day plan theory?

The 30-60-90 day plan theory is a framework new employees use to help them acclimate to their role and make meaningful contributions to their organization. The plan is predicated on the notion that employees go through three separate phases during their first ninety days on the job: the first 30 days are focused on learning and comprehending the company's culture and goals, the next 30 days are focused on forging relationships and identifying areas for development, and the last 30 days are focused on putting a plan into action and producing results. By using a 30-60-90 day plan, new employees can clearly outline their objectives and goals for each phase, making it easier to succeed in their new role.

What is a 30-60-90-day plan for interview HR?

A well-crafted 30-60-90 day plan can demonstrate a candidate's understanding of the HR role, ability to contribute to the company's success, and commitment to their job responsibilities. A 30-60-90-day plan for an HR interview, whether for a beginner or experienced professional, should include specific objectives and goals that are tailored to the company and position.

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How to Create a Channel Partner Engagement Plan in 30/60/90 Days

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30 60 90 day plan for hr business partner

Channel partner engagement is both essential to – and a reflection of – the strength of your partner relationships.

No partner engagement plan can generate long-term results with a partner that isn’t a fit for your company and its services. make sure you’re targeting best-fit partners upfront., every partnership is different. different partners may require different engagement processes., make sure you’ve got what you need to drive engagement. partner engagement requires that asset- and partner-enablement processes are in place., in the first 30 days, you and your partner will learn about each other – including the value you can deliver your partners via incentives – and set goals., 60 days into your plan, you’ll be educating customers and helping them start to sell your solutions., at the 90-day mark, you’ll be making refinements with partners where needed, starting up your quarterly business reviews (qbrs), and helping your partners go to market with your solutions more extensively., at 12 months and onward, you’re celebrating a successful partnership and keeping the relationship refreshed and renewed through ongoing communication, regular meetings and goal alignment..

It stands to reason that increasing your partner engagement program’s stickiness can help you keep a steady stream of partner revenue flowing. Keeping partners engaged is what long-term channel success is all about, after all. And it’s essential to building those big revenue engines that make the channel such a powerful tool for growth.

In our most recent column detailing partner engagement best practices , we turned to a panel of partner engagement experts and asked them to share some of their best insights for increasing program stickiness. They covered everything from the program challenges to re-engaging inactive partners – all good, actionable advice that can help you get your arms around a complex and challenging subject.

To help put that into a timeline, we asked those same experts to break down a successful engagement program into steps at the following milestones: 30 days, 60 days, 90 days and 12-months-and-onward. Before we dig into those, here are three tips to help you set up your engagement program for success:

TIP #1: Target the Right Channel Partners for Your Company

Steve Braverman

Think of them like buyer personas your marketing team develops for retail customers, but instead of helping you target the right accounts for your services, they help you find the right partners to distribute your services.

Steve Braverman , Founding Partner for EagleTEQ Advisors , stresses the importance of this process. “Be selective about the partners you’re onboarding,” he says.

Rackspace Global Partner Manager Vicki Patten agrees. “Don’t try to boil the ocean and be everyone’s partner,” she says. “Focus on great-fit partners and [technology services brokers] that are truly trying to grow with the solutions that you offer. Build strong relationships with those people who can drive their ecosystems to you.”

TIP #2: Tweak the Engagement Process to Meet the Partners’ Needs

For the most part, our experts identified broad trends that you can apply to most business models. But before we dig into those 30/60/90-day benchmarks, it’s essential to recognize that different partners may require different engagement processes.

“Based on their criteria, you can know how to onboard them,” says EagleTEQ’s Braverman, who has experience in technology services broker agency leadership. Once you “understand a partner’s business,” you can “help them understand your business and explain who their touchpoints will be in your company.”

That criteria may not be their business model but the situation at hand. Jeff Mattan , Vice President of Global Partner Programs at BeyondTrust , noted, for example, that the engagement process may be accelerated if there’s a deal on the table. “This all changes if the reason you got engaged in the first place is because the partner has a deal to work on with you,” he says. “In cases like that, it’s a lot faster on-the-job training exercise engaging with the partner and customer.”

TIP #3: Make it Easy for Partners to Engage

You won’t drive partners to engage with you if you don’t make it easy for them. Like you, they’re stretched thin and seeking efficiency at every turn. Channel enablement is essential to onboarding and foundational for driving partner engagement.

30 Days: Getting Started on Your Channel Partner Engagement Plan

We tend to harp on the importance of making a good first impression with partners, but that’s only because it’s true. The first 30 days represent the first big moment of truth for your channel partners in their experience with your company. It’s no surprise that the experts we interviewed had more to say about those first 30 days than any other timeline benchmarks.

Your engagement plan is part of the total partner experience and should sync with your channel partner enablement framework.

Here are some tips from our panel of partner engagement experts:

Get to Know Your Partner

Partners are like everyone else in our overscheduled world – pressed for time but also feeling like nobody has time for them, either. You can get an edge up over your channel competitors by simply scheduling time to learn about your partners and find out what they expect from the partnership and how you can help them alleviate pain points and grow their businesses.

“[In the] first 30 days, I’m just getting to know partners’ businesses and what makes them unique in their own way,” says Tony Burns , Channel Account Manager for Mitel . “Some partners are smaller guys, some are larger, so it’s important to know what their particular goals are.”

Help Partners Get to Know You, Too

Eric Brooker

“[Exactly what we address] depends upon the partners,” says BeyondTrust’s Mattan. “Generally speaking, at 30 days, you want partners registering for the portal, taking training and meeting the sales teams. [All the] standard onboarding activities that allow them to learn about you… while you also learn about them by ongoing interaction.”

Eric Brooker , Vice President of Sales for Bigleaf Networks, also emphasizes learning and looking at partner engagement metrics right away. He says his company’s goals for the first 30 days include “getting them through the initial discovery meeting where we determine if we are a fit, providing them portal access, measuring their portal usage [and] getting them through our certification process.”

Jim Tennant , Head of Channels at Replicant, introduces partners to the product offering and target audience and begins discussions about aligning toward common goals.

Set Goals to Keep Partners Engaged from the Beginning

There’s no single rule for a successful partnership – every relationship is unique. But if there’s such a thing as a universal component to success, it’s aligning and setting goals. If you’ve been following our series of blogs with advice from experts across the channel, you’ll have noticed that goal setting is a hot topic. It cropped up in interviews with engagement experts as well.

Vicki Patten

  Jackie Funk , Director of Channel Marketing at Appgate , says her firm includes sales, sales engineering and marketing alignment in the first 30 days. 

Offer Incentives to Jumpstart Engagement

“Be sure that your programs incentivize partners,” says Mayka Rosales Peterson , Senior Manager, Managing Partner Program for AppSmart . “And offer the support and tools they’ll need to be successful to sell your solutions and products – there’s value in that.”

“On the technology services broker [agency] side,” she adds, “make sure you’re educating partners (campaigns, webinars, etc.). Be the person who can market [to] the partners’ people. Give them the marketing that they need. Many partners struggle with marketing. Being that person to help them with prospecting, lead gen, brand awareness, what have you, is a full partnership.”

60 Days: Drive Momentum Toward Sales Goals

In month two, you’re planning activities to reach your shared goals and beginning to execute against those plans. For all practical purposes, the momentum phase starts now. It’s also a good idea to review your partner’s first 30 days and fill any onboarding gaps they identify. Here’s some advice from our expert panel:

Solidify Your Plans

Now is the time to take what you’ve learned from your partners – and what they’ve learned from you – and put plans in place. “In 60 days, I want to have a solid plan for the activities that will drive activities to enable partners at both the technology services broker [agent] and subagents’ companies,” says Rackspace’s Patten.

Just as with goal setting, listening to your partners and getting buy-in on your plans can help you keep your goals front and center. “Schedule an agreed-upon plan that includes cadence of communication and specific activities that are aligned with each other’s initiatives, goals, milestones of success,” advises Jim Tennant from Replicant.

Jim Tennant

Help Your Partners Begin Selling

Note that Funk included initial execution with her planning. She’s not alone in that. Many firms emphasize sales collaboration and begin the process of joint selling during this window.

“At 60 days, [channel partner] onboarding continues, and I’d want them to graduate to things like jointly talking to customers as they typically aren’t ready to do it themselves,” says BeyondTrust’s Mattan. “This gives vendor sales teams the opportunity to prove it’s a two-way street by having partners sit in on sales calls and demos.”

In some cases, moving to this step requires education and getting your partners to reframe their perspective and approach. “[At] 60 days, I’m educating,” says Mitel’s Burns. “Partners are so smart, but sometimes, you have to show them a different way or change the way partners view things.”

90 Days: Get into a Rhythm for Partner Engagement

In the third month of working with new partners, your partnership should hit its full stride. Sure, there’s still work to do – that will never stop – but at this point, you can start drumbeat meetings, focus on performance, and help your partners help themselves.

Check Progress Against Goals

“In 90 days, we should see the pipeline building and also have the first Quarterly Business Review to check progress against the goals,” says Rackspace’s Patten.

Funk from Appgate also gets QBRs underway at this point, along with building on earlier planning and execution. At the 90-day milestone, she emphasizes:

  • Quarterly planning (goals and tactics to achieve them)
  • Demand generation
  • Field execution
  • Ongoing training and enablement

Jackie Funk

For his part, Mitel’s Burns focuses on being an extension of the partner’s business. “90 days in, I’m really just trying to serve as that extra arm,” he says. “I’m an extra member of their team that they can rely on for little and big things.”

Help Partners Stretch Their Sales Wings

Depending on your business model, you may want your partners to begin taking independent sale steps at this point.

“At 90 days, ideally you want to see them start to approach customers on their own and bring you in as needed instead of relying on you so much,” says BeyondTrust’s Mattan. “I’d also like to see them start to use some of the marketing tools we make available for partner use.”

12 Months: What Comes Next?

Reaching the 12-month mark with an active, engaged partner is a significant milestone. It’s an important anniversary for both companies that’s worth reviewing and celebrating.

Jackie Funk at Appgate says their organization conducts an annual evaluation, which includes reviewing alignment, evaluating wins (to replicate success in all territories) and checking that the sales/marketing engine is running smoothly. This ensures that Appgate is investing in the partners who are helping to drive revenue and pipeline.

At this point, the partner relationship should be running as planned. In other words, they’re likely to give you the benefit of the doubt if there are hiccups. However, they’re still a hot target for your competitors, so don’t rest on your laurels or take the relationship for granted.

Conduct and Continue QBRs

Leading up to this point, you will have developed your partnership, closed business, reviewed metrics and refined your objectives.

“Over 12 months, we should see our first sales closing together and continue the QBRs, and reset goals as is appropriate,” says Rackspace’s Patten.

Replicant’s Tennant also sees driving engagement in long-term partnerships as a matter of consistent communication and realignment. “Conduct QBRs to review and fine-tune [everything you’ve done to date], review pipeline opportunities and [what you’ve learned across the partnership],” he says.

Leverage Data and Deeper Connections to Drive More Sales

Data analytics on such things as portal activity, use of marketing campaigns and other marketing materials, and leaderboards can help to fuel your relationship long term. Both parties have a role to play in that equation.

Mattan of BeyondTrust likes to see partners engaged deeply with his organization at this point. “At 12 months, I’d love the partner to be a regular visitor to the partner portal, running our marketing campaigns, engaging more with our sales teams than our CAMs (channel account managers) and leveraging our sales tools to help their customers and making money from both sales and services,” he says.

Mattan also remains engaged, helping partners benchmark their performance levels and sharing the activities that have proved to move the needle. “On my side, I’d be sharing leaderboards on their various activity levels that drive combined pipeline,” he says.

30 60 90 day plan for hr business partner

Laz Gonzalez

Laz Gonzalez is Chief Strategy Officer at Zift Solutions. A prominent industry analyst and thought leader, Gonzalez brings unparalleled channel expertise to Zift and has served as strategic adviser to leading B2B channel programs worldwide.

Related Resources

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Looking Forward to 2024: Predictions for the IT Channel from the Industry Experts

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5 Essential Partner Engagement Metrics for IT Channel Vendors

30 60 90 day plan for hr business partner

The MSP Channel: How and Why to Use It

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