The Ultimate 30-60-90 Day Plan (Free Template, Examples & Generator)

Learn how to craft a winning 30-60-90 day plan for any new role. Download the free template with examples for employees, managers, and executives.
Wendy Ng
Wendy Ng
Content Lead for Recruitment & Recruitment Technologies, FlexOS
A Recruitment Tool Content Lead with a devotion to people-centric practices and a passion to help people make hiring better and more enjoyable through insightful, research-driven guides.
October 30, 2023
min read

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

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

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

Having a plan with clear goals and strategies can really make a difference.

A 30-60-90 Day Plan is a great way to start. It gives you a clear guide for your new responsibilities and helps you show your value to the team and company.

In this article, I'll show you how to create a winning 30-60-90 Day Plan: what it is, why you need one, what to include, and how to quickly assemble it.

And, of course, I include examples, free templates, and even an AI-powered plan generator.

Let’s dive in!

What is a 30-60-90 day plan?

30 60 90 Day Plan is a detailed schedule that spans over 30 days and includes specific goals and an action plan. Each phase builds upon the previous one, resulting in a clear guide to maximize efficiency and achieve clear results in those precious 90 days.

During job interviews, being asked for a 30-60-90 day plan is common as a test of whether you'd be a good fit for the role, your commitment, and your ability to be an asset to the company.

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

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

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

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

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

30-60-90 day plan benefits

The 30-60-90 Day Plan is useful for showing off your skills and dedication.

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

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

30-60-90 day plan use cases

1. In a job interview

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

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

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

2. When onboarding new hires

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

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

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

3. From an individual contributor to a team manager

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

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

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

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

5. When you get a new project

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

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

How to create a 30-60-90 day plan

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

1. Goals and Objectives

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

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

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

Setting SMART goals for your 30 60 90 plan
Setting SMART goals for your 30 60 90 day plan

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

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

Performance goals 

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

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

Learning goals

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

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

Innovative goals

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

  • Introduce new technologies to automate repetitive tasks and increase productivity.
  • Streamline workflows by implementing project management software such as planning tools or task tracker tool.
  • Develop creative marketing strategies by using AI marketing tools to reach a wider audience.

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Personal goals

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

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

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2. Action Items and Action Plan

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

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

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

Our FlexOS AI Action Plan Generator
Our FlexOS AI Action Plan Generator

3. Deliverables & Measures of Success 

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

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

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

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

4. Additional Elements

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

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

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

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

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

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

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

Free 30-60-90 Day Plan Templates to present your boss

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

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

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

1. Comprehensive Document - Word / Google Docs Template

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

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

2. Dynamic Presentation - PowerPoint / Google Slide Template

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

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

3. Structured Table - Excel / Google Sheet Template

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

30-60-90 Day Plan For Your Interview 

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

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

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

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

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

30-Day Plan


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

Key Actions:

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

After the first month, I will: 

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

60-Day Plan


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

Key Actions:

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

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

90-Day Plan


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

Key Actions:

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

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

30-60-90 Day Onboarding Plan For New Employees

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

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

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

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

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

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

The essence of a 30-60-90 day plan for onboarding

30-60-90 Day Plan For a New Manager

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

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

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

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

30-60-90 day plan for Executives

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

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

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

Wrapping it up

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

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

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

30-60-90 is not the only approach to show your drive in the new role, but showing your best self at work with productivity and effectiveness during the onboarding period are also very important.

Here are our tips for you to work smarter, not harder:

Good luck!

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