30/60/90 Day Plan

A 30/60/90 Day Plan is a structured roadmap designed for new employees to navigate their initial months in a company effectively. It allows individuals to outline their goals, objectives and critical deliverables within specific timeframes: the first 30, 60, and 90 days of their employment or transition into a new role in the event of a promotion or lateral move.

Why are 30/60/90 Day Plans Essential?

1. Accelerated Time to Productivity:  A 30/60/90 Day Plan allows new hires to quickly understand their job role, the team dynamics and the company culture. This plan helps them learn faster and develop a deeper understanding of the organization.
2. Facilitate Knowledge Transfer and On-the-Job Learning:  30/60/90 Day Plans include onboarding checklists that help to streamline the knowledge transfer process across cross-functional stakeholders and provide guidance on how best to accomplish tasks. It also provides an opportunity for new hires to observe, listen and ask questions from their team members and learn job skills through practice.
3. Introductions to Critical Stakeholders: 30/60/90 day plans should include culture conversations with managers and buddies, introductions to pertinent internal and external stakeholders to learn how decisions are made and how work gets done.
4. Improved Performance & Alignment with Organizational Strategy: By having clear goals and expectations with specific timelines to be achieved, employees can effectively manage their tasks and prioritize their workflow for improved performance. Regular check-ins as part of a 30/60/90 Day Plan provide opportunities to identify roadblocks and skills or knowledge gaps preventing employees from accomplishing their work. Goals and expectations ensure employees understand how their day-to-day work impacts the organization's strategy and outcomes.
5. Enhanced Engagement and Retention: Employees who develop deeper connections to organizational culture, teammates, buddies and other stakeholders are more likely to be engaged employees who stay onboard longer than employees who don't create meaningful connections at an organization.

• Why is a 30/60/90 Day Plan important?A 30/60/90 Day Plan is important because it gives new hires concrete objectives and clearly defines how their performance will be measured during the first 3 months of their new job.
• Why is a 30/60/90 Day Plan split into 3 periods?A 30/60/90 Day Plan splits a new hire’s first 3 months into three 1-month periods, which means that instead of simply giving them a goal and expecting them to know how to reach that goal, it lays out an exact roadmap of how they’re expected to get there. It also allows for regular check-ins and course correction if needed.
• What are SMART goals in a 30/60/90 Day Plan?SMART goals are in a 30/60/90 Day Plan are new-hire progress goals set up to be as clear and objective as possible, using the SMART plan:
  • Specific goals give clear direction rather than vague or overly broad expectations.
  • Measurable goals offer objective and discrete definitions of success.
  • Achievable goals aren’t out of reach to a new hire or above their pay grade.
  • Relevant goals are applicable to the job at hand and the organization’s goals.
  • Time-bound goals have a set deadline for completion.
• Why should a 30/60/90 Day Plan be set up by both HR and the hiring manager?A 30/60/90 Day Plan is set up by both Human Resources and the hiring manager because both sides bring an important perspective to the plan. A hiring manager knows exactly what goes into the job, can help set SMART goals, and can check in day-to-day, while Human Resources will have a broader perspective on what the organization as a whole expects from a new hire.