Success starts with clear expectations. The 30-60-90 Day Plan Template is designed to help new employees transition into their roles effectively, outlining the key milestones they should aim to achieve in their first three months. Whether you’re onboarding a new manager, a sales rep, or an engineer, this structured plan sets a clear path toward early wins, team integration, and long-term impact.

What is a 30-60-90 Day Plan?

A 30-60-90 day plan is a strategy that outlines specific, actionable goals for new hires during their first three months. Each phase—30, 60, and 90 days—has its own focus:

• First 30 Days: Getting acclimated. The focus here is learning—about the company, its culture, the team, and the tools. New hires should understand their role, meet key team members, and get to know the inner workings of the organization.
• Next 30 Days (Day 31-60): Start contributing. By the second month, new employees should begin taking on more responsibility, contributing to projects, and applying what they’ve learned to their day-to-day work. The focus shifts from learning to executing.
• Final 30 Days (Day 61-90): Gaining independence. In the final phase, new hires should be well on their way to full productivity. They should be actively participating in team goals, solving problems, and making a meaningful impact in their role.
  

Why Every New Hire Needs a 30-60-90 Day Plan

It’s easy for new employees to feel overwhelmed or unclear about expectations in their first few months. A well-designed 30-60-90 day plan removes that uncertainty by providing clear, attainable goals for each phase of their onboarding. This approach is especially useful for roles that require significant ramp-up time, such as leadership, sales, or highly technical positions.

Here’s why it works:

• Clarity: New hires know exactly what’s expected of them at every stage.
• Focus: Breaking down goals into manageable chunks prevents information overload.
• Support: Regular check-ins tied to these milestones create natural opportunities for feedback and adjustment.
• Measurement: Managers can evaluate a new hire’s performance with measurable benchmarks, ensuring alignment from the start.
  

How to Customize Your 30-60-90 Day Plan

Every role is unique, and this template can (and should) be customized to fit the specific needs of your company and the position. Here’s how you can adjust the 30-60-90 plan to fit different roles:

• For Leadership Roles: Focus on strategic initiatives, meeting with key stakeholders, and getting to know the organizational landscape. By 90 days, leaders should have a clear strategy for their department or team.
• For Sales Reps: In the first 30 days, focus on learning the product and company processes. By 60 days, the rep should be building a pipeline, and by 90 days, they should be actively closing deals.
• For Technical Roles: In the first month, focus on learning the codebase or technology stack. By the second month, the employee should be contributing to projects, and by the third month, they should be leading tasks or initiatives.
  

Sample 30-60-90 Day Plan Overview

First 30 Days:

• Meet with team members and key stakeholders.
• Complete training on company tools, systems, and processes.
• Understand role responsibilities and current projects.
• Set initial short-term goals with your manager.
  

Day 31-60:

• Begin contributing to ongoing projects.
• Attend team meetings and actively participate in discussions.
• Complete a small project or task independently.
• Request feedback from your manager on performance and progress.
  

Day 61-90:

• Take ownership of a larger project or initiative.
• Provide input and ideas during team strategy discussions.
• Build relationships with cross-functional teams.
• Schedule a formal review to assess your progress, achievements, and areas for development.
  

Measuring Success with the 30-60-90 Day Plan

The 30-60-90 Day Plan is more than just a checklist; it’s a tool for growth. It helps both the employee and the manager stay on the same page. Managers can provide meaningful feedback, address challenges early, and celebrate early wins. Meanwhile, the employee can track their own progress and feel a sense of accomplishment as they move through the phases.