How to Write a 30-60-90 Day Plan (+ Template)

Key takeaways

• Write a 30-60-90 day plan to transition into a new role by clarifying your expectations, setting goals for each phase, and identifying objectives for each goal.

• You can customize a basic 30-60-90 day plan template to suit your job role, goals, and company expectations.

• A 30-60-90 day plan is a set of goals for you to achieve in the first three months of your new job, providing structured milestones to help you and your manager set expectations and monitor progress.

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What is a 30-60-90 day plan?

A 30-60-90 day plan is a documented set of goals for you to achieve in your first three months in a new job. It helps both you and your manager focus on the skills, responsibilities, cultural integration, and relationship-building that are most important for you to gain as you assimilate into your new role. Breaking broader goals into smaller objectives and providing a timeline to achieve them within your first 30, 60, and 90 days gives you a clear roadmap to follow and provides your supervisor with a checklist to guide the typical probationary period.

How to create a 30-60-90 day plan

The specific goals outlined in your 30-60-90 day plan can be as detailed or broad as needed. Generally, you’ll want to include overall objectives and specific ways to measure your progress toward those objectives.

Each goal will be different, depending on your role and expectations. Check with your manager to see whether your new organization uses specific templates or methods to outline 30-60-90 day plans.

30-60-90 day template

A 30-60-90 day plan includes clear objectives for each 30-day increment, along with key details that support those objectives. Customize this basic 30-60-90 day template to suit your needs.

1. Clarify short- and long-term priorities.

Understanding your role’s greater purpose for the organization will help you define the short-term goals you should set. Ensure you have a good grasp of what’s expected of you in the role. This is a good time to consult your manager or, if you’re a manager, key team members, to ensure your expectations are aligned.

2. Set goals for each phase.

Once you understand your role well, you can lay out objectives for your 30-, 60-, and 90-day marks. Think about the steps to set yourself on track to succeed in your role over the long term. The first two phases generally involve learning and aligning with the company's goals. Aim for fluency in your role by the 90-day mark. A typical progression might look like the following:

• 30 days: Focus your first 30 days on learning. Become well acquainted with your role, team members, company processes, systems, policies, and expectations. Ask questions, learn tools, and get to know the people on your team and the organization’s objectives. Read your company's mission statement and understand its core values, complete required training sessions and onboarding procedures, shadow your mentor if applicable, and observe others to understand company culture and determine who to go to for assistance or to complete specific tasks.

• 60 days: In the second month, focus on aligning yourself with team and organization priorities by applying what you have been learning. Now that you have a more solid understanding of the basics of your organization, try to determine what else you need to know to do your job better. Take ownership of your role's duties and responsibilities, become a more active participant in meetings and decision-making discussions, and deepen your relationships with your coworkers and other stakeholders that you interact with.

• 90 days: By the end of your third month, your main goals are to feel confident in your role, fully integrated into the routine and workplace expectations, and accountable for your actions and decisions. You are a fully contributing member of the team who can take the initiative to suggest improvements or changes to overcome challenges your organization or team is facing. You can also use this stage to set longer-term goals for your role and your career overall. This might include identifying and pursuing opportunities for advancement within the company, as well as additional skills training to foster lifelong learning.

3. Identify objectives for each goal.

Once you have your overarching objectives, determine several ways you’ll achieve each. Consider creating two to five objectives for each goal and assigning a deadline to each for easy tracking of your progress.

Read more: What Are Job Skills?

What are SMART goals?

SMART goals are specific, measurable, achievable, relevant, and time-bound. Some resources might use different adjectives, like “agreed-upon” or “reasonable.” SMART goals clarify the actions you’ll take to set yourself up for success in achieving your objective and determine metrics for success so you know when you’ve accomplished them. For example, instead of setting a vague objective like “Increase website page views,” you might say, “Increase the number of website page views by 10 percent by the end of the month.”

How to answer the 30-60-90 day plan interview question

You may be asked to create a 30-60-90 day plan during an interview. This allows the recruiter to see your ideas for the role and how you would manage your first few months on the job. You might also consider creating a basic 30-60-90 day plan to bring to your interview to show the interview team you've taken the time to become familiar with the job description and are invested in succeeding in the role and contributing to the organization.

Consider these helpful tips for preparing to answer the 30-60-90 day plan question during your interview:

• Use what you know: Prepare in advance by reading the job description, researching the company, and understanding similar roles. During the interview, you can ask relevant questions, such as, “What are the team’s immediate priorities?”

• Ask for some time to sketch out your ideas: Take a minute or so to organize your thoughts and think through what the main objectives of your 30-60-90 day plan would look like.

• Fill in key details: Once you have your main goals, come up with a few ways you would achieve them using SMART goal formatting. Consider your current qualifications and how you would apply them, as well as how you would gain any new skills needed. If you don’t have much information, these can be hypothetical.

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• Prepare for interviews: Answering Weaknesses & Gaps With Confidence

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• Build skills: Career Chat: Picking Job Skills That Help You Stand Out

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