New Job Success – 30/60/90 Day Plan

If you have just been offered or started a new job you’ll probably want to do all you can to succeed and make a positive impact. A great way to help you achieve this is to create your own 30/60/90 day plan.

There’s a lot of uncertainty that comes with a new job. You’ll encounter new people, a new environment and a new set of responsibilities. In a Monster Twitter poll, asking what was the shortest amount of time you’ve lasted at a job, 22% of respondents didn’t even last a full day at a new job, while 14% made it past the first day, but couldn’t hold on to the job longer than 10 days. To set you up for success, we’ve put together these tips to guide you through your first 30, 60 and 90 days.

What is a 30/60/90 Day Plan?

A 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It lists your high-level priorities and actionable goals, as well as the metrics you’ll use to measure success in those first months. Done well, it will help you make a positive first impression on your new employer.

Why write a 30/60/90 Day Plan?

A 30/60/90 day plan could come to fruition because your new manager has explicitly asked for one, or simply because you wish to aid your own transition into your new role. In either case, the goal is to set small, manageable targets that will help you achieve your goals in a structured and measureable way.

Writing your plan can be more easily achieved if you have already started your new position. This is because you will have access to internal resources and coworkers, which will aid in the creation of a detailed, realistic plan. Asking your new colleagues for help can show that you are a proactive individual.

What Does a 30/60/90 Day Plan Include?

Before you can write the details of your 30/60/90 plan, you’ll want to think about the high-level elements it needs to include. For each phase, you’ll need to:

  • Determine a specific focus: Typically the following pattern is followed: month one is about learning, month two is about planning and beginning to contribute and then month three is about execution and initiating changes.
  • Set your top priorities: Outline your high-level priorities for each stage. These need to be more specific than your focuses, but broader than individual goals.
  • Make concrete goals that support those priorities: For each phase, set goals that ladder up to your stated focus and priorities. These can be split into the following:
    • Personal These goals are about building relationships with those around you and finding your place within your new company.
    • Learning These goals are based on what knowledge and skills you feel you need to be successful.
    • Performance – These goals are linked to the progress that you wish to make or things you want to complete in your new role.
  • Determine how you’ll measure success: For each goal, determine at least one metric you’ll use to track your progress.

Tips for Creating your Plan

It can be difficult to know exactly what your focus, priorities, goals and metrics should be in a brand new job. To gain this information, you need to have a deeper understanding of the challenges that the company is facing and be able to reflect on how you can make a positive impact. Below are some tips that aim to make this process easier:

Consider the Whole Picture

Before you start writing out specific goals and metrics, reflect on your overall priorities. Identify why they hired (or are looking to hire) you, and set priorities that deliver on that purpose. For mid- and high-level roles, you’re likely to have been employed to solve a specific problem or lead a particular project. For more junior roles, your priority can be getting up to speed on the basics of your role and how the company works.

Ask Your Manager Questions

Asking questions is critical if you are going to set realistic goals and metrics that match your high-level priorities. To gain a baseline understanding of how the company works, ask questions that start with “What’s the average…” or “What’s typical for…”. A good tip is to always follow up these questions with “What can I tackle in the first 90 days that will allow me to make a significant impact in the organisation?”

Key Stakeholders

Make an effort to build healthy relationships with key people in the business. Learn about their roles within the company and get to know them as individuals. This makes it easier to ask questions about the company culture, internal processes, reporting structures, team and company challenges, and other questions that come up as you’re learning your new role. The following people are good to interact with in your first 30 days:

  • Your new manager
  • Other members of your team
  • External partners
  • Those who do a similar role

Measuring Success

This will probably be different for each of your goals but often come in two forms:

  1. Quantifiable – revenue, page views, etc.
  2. Qualitative – positive customer feedback.

If possible, you should always try to make your metrics measurable. For instance, the number of five-star reviews you receive.

Always be Flexible

Every job is different, so tailor your plan to match what you know about the role and organisation. It is important to note that while you should try to make an accurate plan, there is no real concern if you don;t follow it to the letter. Accept the fact that your plan will likely change and evolve over time.

Download our template & example 30/60/90 day plan and get started on yours:

[Download not found] 30,60,90 Day Plan Template

Further Reading

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Working from Home with Kids- A Survival Guide

Copeland help automotive employees progress their careers. Learn more about HOW WE HELP CANDIDATES or If you’re ready for your next career move start by registering with us HERE.

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