30/60/90 Day Plan
Your 90 Day Game Plan
Starting a new role shouldn’t feel like wandering through a maze with no map. That’s where a 30/60/90 Day Plan for new hires comes in. Whether you’re onboarding a new hire, promoting from within, or stepping into a role yourself, this simple framework helps turn those first few months into a clear path forward — with milestones, momentum, and measurable impact built in.
So what exactly is a 30/60/90 Day Plan, and how can you design and implement an effective one for your new hires? Let’s break it down.
What is a 30/60/90 Day Plan for new hires?
A 30/60/90 Day Plan is your game plan for onboarding — a structured roadmap that breaks a new hire’s first three months into manageable, goal-driven phases. It helps employees hit the ground running, gain clarity on expectations, and build confidence more quickly. Whether someone’s starting a new job, switching departments, or stepping into a leadership role, this plan turns the question “What should I be doing right now?” into a clear and motivating answer.
Each phase of the plan focuses on a specific layer of success:
- Day 1–30: Learn the ropes, meet the team, get oriented
- Day 31–60: Build relationships, start contributing, gather feedback
- Day 61–90: Take ownership, demonstrate value, set long-term goals
So it’s a checklist, but it’s also a strategy. One that blends clarity with connection — and helps new hires feel confident, aligned, and ready to make an impact.
Why are 30/60/90 Day Plans essential for the onboarding process?
Why are 30/60/90 Day Plans so important? In a nutshell, because “sink or swim” isn’t a strategy.
It’s shocking how many organizations take a kind of perverse pride in making new hires “drink from the fire hose” or “dropping them in the deep end”. But if your new hire is drowning as a rite of passage, maybe a new strategy is in order.
Great onboarding doesn’t leave success to chance or a life raft. A 30/60/90 Plan lays the groundwork for productivity by aligning people, priorities, and performance from day one. It’s the bridge between orientation and impact, and it benefits everyone involved.
Here’s what it unlocks:
- Faster ramp time. New hires know what matters most, right away.
- Aligned expectations. Everyone — HR, managers, employees — is on the same page.
- Built-in feedback loops. Regular check-ins prevent drift and surface blockers early.
- Cultural connection. Introductions to people, tools, and processes create a sense of belonging from the start.
Higher engagement. People who feel supported in the early days are more likely to stick around and perform at their best.
Example
So what does this all look like in practice? Let’s say you’re onboarding a new Marketing Manager. Here’s how a basic 30/60/90 Plan might look in action:
Marketing Manager Sample Plan
Days 1–30: Get Oriented
- Review brand, messaging, and key campaigns
- Meet team members and cross-functional partners
- Sit in on customer calls and internal planning meetings
- Set up analytics dashboards
Days 31–60: Start Contributing
- Audit current content and campaign performance
- Present quick wins to the team
- Take ownership of 1–2 active projects
- Establish a feedback rhythm with the manager
Days 61–90: Take the Lead
- Launch a full campaign from concept to measurement
- Recommend strategy adjustments based on performance data
- Mentor a junior team member or intern
- Present a 6-month roadmap for campaign strategy
Alternatively, perhaps your role is less of a desk job. Here’s what a 30/60/90 Day Plan might look like for a new hire in a high-volume clinic or hospital front desk role — someone who handles patient check-ins, scheduling, and coordination between departments.
Clinical Receptionist Sample Plan
Days 1–30: Learn the System
- Shadow senior team members at reception and intake
- Complete training on EMR (Electronic Medical Records) and scheduling software
- Review clinic protocols for check-in, triage, insurance verification, and patient privacy (HIPAA)
- Meet with supervisors and department leads to understand workflows and communication norms
Days 31–60: Build Confidence
- Start handling patient check-ins and appointment scheduling with supervision
- Assist with coordinating interpreter services and transportation support
- Monitor and report on no-show and rescheduling trends to the front desk lead
- Participate in daily team huddles and bring forward process questions or improvement ideas
Days 61–90: Own the Experience
- Fully manage morning or afternoon check-in blocks independently
- Train incoming float staff or temporary coverage on front-desk protocols
- Recommend a process improvement based on observed bottlenecks
- Set performance goals for scheduling accuracy, patient satisfaction, and throughput
This type of 30/60/90 Day Plan emphasizes real-world experience, hands-on learning, and people interaction — all critical for patient-facing roles where trust, accuracy, and pace matter.
How to create a 30/60/90 Day Plan for new hires
Creating a 30/60/90 Plan doesn’t require an HR degree or any kind of fancy system. Just follow these steps:
- Start with the role’s purpose. What’s the big picture? What does success look like in 3 months?
- Break it into outcomes. Define what they need to know, do, and own in each 30-day block.
- Add context. Include tools, people, and resources they'll need.
- Set SMART goals. Keep them Specific, Measurable, Achievable, Relevant, and Time-bound.
- Share it. Collaborate with the hiring manager to align on expectations.
- Check in. Use it as a living document rather than a one-time checklist. Track progress, adjust, and celebrate wins.
Pro tip: Don’t wait until day one to share the plan. Include it in preboarding to give new hires a head start.
Who owns the 30/60/90 Day Plan — and how is it shared?
Creating a 30/60/90-Day Plan is generally a shared responsibility, and how well it works depends on clear collaboration.
Here’s who plays a role:
- Hiring Manager: Leads the charge. They define the role-specific goals, key deliverables, and performance expectations. They’re also responsible for walking through the plan with the new hire and checking in regularly. These plans, as much as possible, should be tailored to the role and not a boilerplate.
- HR or People Ops: Provides the framework. HR ensures consistency across departments, supplies onboarding templates or tools, and reinforces alignment with company culture and values.
- New Hire: Brings the plan to life. This isn’t a static document. New employees should use it as a living resource to track their progress, ask questions, and spark goal-oriented conversations. Gather feedback from new hires to improve future plans.
How it’s shared: The plan should be delivered before day one (ideally during preboarding) and revisited during weekly or bi-weekly check-ins. In fact, you can encourage your hiring managers to insert a 30-60-90 day plan in their interview process! Many teams will house the plan in their onboarding platform, shared drive, or HRIS. What matters most is that it’s accessible, actionable, and actually used. When everyone knows the plan, everyone wins.
It’s a team sport: cross-functional onboarding support
In complex organizations, onboarding doesn’t stop with HR and the hiring manager. Behind the scenes, entire teams help shape a new hire’s first impression and set the stage for long-term success.
Think:
- IT — for hardware setup, system access, and cybersecurity training
- Security & Compliance — for role-specific protocols, training modules, or data access policies
- Payroll & Benefits — for enrolling in health plans, 401(k), and direct deposit
- Learning & Development — for onboarding sessions, certifications, and role-based learning paths
- DEI or Culture Teams — for belonging programs, resource groups, and culture orientation
A good 30/60/90 Day Plan helps new hires navigate these touchpoints not only speeds up ramp time but also deepens their understanding of how the organization works.
Frequently Asked Questions
Why is a 30/60/90 Day Plan important?
Because it turns ambiguity into action. A strong plan builds alignment, creates momentum, and shows new hires exactly how their early work connects to long-term success.
Why is a 30/60/90 Day Plan split into 3 periods?
Breaking the plan into 30-day segments allows for intentional growth: learn, apply, lead. It also makes regular check-ins more natural and prevents the “wait and see” trap that slows many onboarding processes.
What are SMART goals in a 30/60/90 Day Plan for new hires?
SMART goals are:
- Specific – Clear and actionable
- Measurable – You can track progress or outcomes
- Achievable – Ambitious but realistic
- Relevant – Aligned to the role and business goals
- Time-bound – Attached to deadlines or review points
Why should a 30/60/90 Day Plan be set up by both HR and the hiring manager?
Because success is a team sport. HR brings the onboarding framework, company culture, and resources. Managers bring the role-specific expectations, team goals, and day-to-day insight. Together, they create a complete picture of what success looks like.
PEOPLE-CENTERED PLATFORMS FOR A CHANGING WORLD
The workplace is evolving faster than ever before thanks to new HR solutions, rapidly developing technology, ever-present digital security threats, and more, and you need a partner that will help your organization stay agile and on top of the moment.
From strategic talent management to the best onboarding technology, Rival offers secure platforms that enable people to thrive in a changing workplace. Contact Rival today to talk to an expert to see how we can help you attract the best talent and keep them on board and performing up to your expectations.