first 90 days in the job presentation

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5 steps to writing a ‘First 90 days in the job’ presentation

Written by Iain Flinn

Helping business leaders in the enterprise software, Cloud/SaaS/PaaS and emerging technology sectors to identify talent and build high performing teams across EMEA.

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Writing a ‘First 90 days in the job’ presentation doesn’t have to be daunting, follow our guide and create a presentation that gets you the job of your dreams.

Are you preparing for the final stage of an interview for your dream job? Don’t let the thought of creating a ‘First 90 days in the job’ presentation overwhelm you. This presentation is your opportunity to showcase your skills, demonstrate your understanding of the business, and impress your potential employer. In this guide, we’ll show you how to create a presentation that stands out from the crowd .

Like a honeymoon, only you’re much easier to ditch

The first 90 days of a new role is a grace period, You’re getting to know the people, the business and the culture. But this crucial first 90 days on the job is also the time that lasting impressions are made. Remember, you’re a risk to the business and your employer will be using this period to establish whether they made the right decision. That’s why the ‘first 90 days in the job’ presentation is as much for you, as it is for your future employer. You stand to gain a lot from laying down the foundations for the first three months.

That’s why it’s important, here’s how to write one:

Start researching in your first interview.

If you’re already past this stage, it’s fine, just try to recall the information and don’t be afraid to revisit conversations if necessary. You need to know all about the business needs and ambitions, so ask questions, probe for answers and listen. Then build your presentation around their key objectives and goals. Good questions to ask:

• What’s your mission statement and vision?
• What is the company trying to achieve?
• What are you (the hiring manager) trying to achieve?
• What challenges does the department face?
• What do you expect from me?
• What critical projects are you managing at the moment?

You’re looking for multiple ways to help them. Have this in your mind throughout your interviews, it’ll put you in a great head-space to be inquisitive and retain control.

Focus on your potential employer’s needs

This is why you need to do the above research. Your presentation isn’t just about you, it’s about your employer , so you’ll need to understand their needs and place them at the centre of your presentation. Get a full understanding of the objectives of the role, the goals of the hiring manager and the department as a whole. Then, demonstrate how your experience and knowledge can support these objectives.

Add your strengths, carefully

Shouting about your skills in a vacuum will get you nowhere, but align them to the goals of your potential employer and they will start to see the real tangible  value of your experience . Think feature and benefit, not just feature. For example: Feature: “I’ve delivered £multi-million field marketing campaigns”. Feature and benefit: “I’ve built and delivered £multi-million field marketing strategies for my current employer, so in the first three months I’d review the company’s strategy for the roll-out of similar campaigns. Using my industry knowledge, I’ll ensure we’re using the right channels, to target the right audience with the most impactful messages. Furthermore, with my experience of using an array of marketing automation platforms, I’ll ensure we’re using the right systems and tools to correctly measure the impact of our strategy and the overall ROI. At my previous employer, in my last marketing campaign, I was able to deliver this under budget by £18,000, whilst generating a 156% increase in leads for our sales team which resulted in a 71% year-on-year increase in sales.” Use proven and tangible real-world examples to align your skill set to their objectives. Ensure your examples showcase your skills and experience, but make sure your pitch is in line with their goals.

Say what you’re going to do, day-to-day

Explain to the  hiring manager how you’ll fill your days. This will vary depending on your role, but use the actions below as a foundation for more specific contributions:

• You’ll get immersed in the department and brainstorm how your input can increase company growth.
• Having gotten a better understanding of the business, you’ll start advising, leading and contributing to the conversation.
• See more of your colleagues’ desks than your own. Get out amongst the team and get to know them by name, their role, ambitions, challenges and more.
• Go above and beyond by taking on some tasks outside of your remit. Remember – you’re there to help.
• Behind all of this sits one unshakable focus – your boss’s expectations of you. You’re always aware of them, and what actions and decisions will you take to ensure that you meet them?
• Time-stamp your objectives for the first 90 days, and put a tangible project plan in place to show that you’ve thought it through.

How will you over-deliver?

Giving your employer more than they expect is business as usual, but how will you raise the bar and show them what excellent looks like? Towards the end of the third month, you should be feeling comfortable and confident in the role, so use these foundations and consider discussing how you’ll go ‘above and beyond:

• You’ll be proactive when it comes to relevant company situations and events.
• You’ll be aware of new projects coming on-stream and prepare potential solutions.
• You’ll be getting more involved by joining a club, council, board, or committee.
• You’ll make yourself available to other departments if there’s a need for your skills.
• You’ll take on work outside of your responsibilities to accelerate business growth.

Do all that and you’ll turn from a risk into an asset

Remember, a strong 90-day presentation will reassure your employer that you’re going to make a positive difference in their organisation. It outlines the skills you’ll bring, how they’ll help and the value you’ll add, making it easier for the business to see their potential return on investment. And for you, it provides focus and confidence at a time when an unfamiliar routine (or lack of a routine) can cause added stress. Channel that pressure to impress and use it to create a ‘First 90 days‘ presentation that puts you way ahead of the competition.

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Home Blog Business Crafting an Effective 30-60-90 Day Plan for Job Interviews: Examples + Templates

Crafting an Effective 30-60-90 Day Plan for Job Interviews: Examples + Templates

Some job interviews entail making or presenting a plan to show what can the new recruit offer the organization once he/she is hired. Depending upon the job title, there are various types of plans that one might require making such as perhaps a communications plan or project plan. However, the most common plan one might require making is a 30 60 90 day plan .

What is a 30 60 90 Day Plan?

Benefits for job applicants, benefits for employers, when to use a 30-60-90 day plan, key elements of a job interview 30-60-90 day plan, 30 days – learning phase, 60 days – evaluation phase, 90 days – optimize, start with an introduction, the first 30 days – learning goals, the first 60 days – initiative goals, the first 90 days – transformation goals, timeline & scorecard, make it readable, set smart goals, identify the company’s mission, meet the key stakeholders, be flexible.

• Determine How You Will Measure Success

Mintzberg’s 5Ps

Addie model, final words, 30 60 90 day plan templates for powerpoint.

Some employers ask candidates to present a 30-60-90 day plan. This helps employers understand the candidate’s skills, ability to create and manage measurable goals, foresight and willingness to be accountable for his/her work. The plan includes a roadmap to how the candidate aims to learn, add value and play a transformational role within the organization.

Source: 30-60-90 Day Plan PowerPoint template

Organizations usually expect candidates to not only put in an effort to understand and evaluate the organization, projects and working environment; but to also add value, optimize procedures and bring positive change.

Benefits of Creating a 30 60 90 Day Plan

Whether your employer has asked for a 30 60 90 day plan or you take one along without any prior request from the potential employer, there can be a number of benefits for making such a plan. Similarly, the employer can better screen candidates if they ask for a 30 60 90 day plan.

Clarity in Job Expectations

One of the benefits of making a 30 60 90 day plan is that it provides clarity regarding what you might want from the new job. Furthermore, by dwelling into specifics of the advertised job description, you can also better understand the nature of the job and what you might have to offer to your potential employer.

If you’re someone rather new in your career or at an intermediate stage, making 30 60 90 day plans when trying to move up the career ladder can also be a way to sharpen your skills. You can see it as a tool that improves performance and productivity in the long run.

Better Preparation for a Job Interview

By making a 30 60 90 day plan, you can better prepare for a job interview. Many candidates can make the mistake of not paying attention to the job descriptions for dozens of jobs they might apply for. Once they receive an interview call, it can be tempting to skip the fine details. This is where you can fail during a job interview. Many times, it’s not the tough questions that can ruin your job prospects but a simple question that you failed to prepare for.

A Reflection of Professionalism

Some job applications create a 30 60 90 day plan even if the employer has not asked for it. This shows intent and determination, where a potential candidate has taken the time to better understand the job role and provide practical suggestions. Such an approach can make your potential employer see that you aren’t coming in with a casual approach. It also reflects on your professionalism in a positive way and can help you score some extra points.

Helps Thoroughly Screen Candidates

Many candidates can be good at expressing their views but not all that good at implementing action plans. A 30 60 90 day plan template can help employers screen candidates more closely by analyzing the candidate’s capabilities and asking tough questions.

Enables Gauging the Experience of Candidates

When a potential candidate presents a 30 60 90 day plan , it’s not just a reflection of his/her ideas but also a reflection of the experience and expertise they bring along. Some candidates might be suitable based on their expertise and experience for the job compared to others. For example, when choosing between two candidates for social mobilization of rural communities, one might have experience working with large organizations, but the other candidate might be more suitable based on his/her expertise at the grassroots level. Such a distinction might mean the difference between someone who is more in touch with the environment he/she needs to work in compared to the other.

Can Help Attract Better Candidates

Arguably, asking for a 30 60 90 day plan can help weed out candidates with a casual approach who might not even want to put in the time to make such a plan. Such candidates might not even apply for the position, leaving room for better candidates.

30/60/90 plans are often required at the time of job interviews and after an employee joins an organization. Such a plan is a reflection of how the employee intends to move forward during the first 90 days at the job, including how he/she shall learn, adapt, and perform at the workplace.

To put it in a nutshell, you should create a 30 60 90 day plan when applying for a job and it is quite likely you will need one when starting your new job. However, as mentioned earlier, even if the employer hasn’t asked for one, you can always create and bring along such a plan, be it a simple document or PowerPoint presentation. This is because such a move will give you clarity in your job role, will help you plan better for the job interview, and might even help you win a few extra points.

We also recommend you to read: The First 90 Days: Critical Success Strategies for New Leaders at All Levels by Michael D. Watkins to get some insight into how a 90 days plan can lead to success at the workplace. The book reflects upon leadership and career transitions. Joining a new job with a better salary and a few extra perks should not ideally be a goal. Negotiating with your new employer, moving up the career ladder, and ensuring success at the workplace requires leadership skills, your ability to bargain with your employer, team, and external stakeholders, is equally important.

How to Create a 30 60 90 Day Plan for a Job Interview?

If you have a job interview where you might require using a PowerPoint presentation to reveal your 30-60-90 day plan, you should focus on the key elements of the plan.

The key elements of a 30-60-90 day plan for a job interview entail understanding processes, people, procedures, products and competition, evaluating processes and provide an action plan for optimization and transformation within the organization.

The first 30 days entail the learning phase, where you must understand the processes, procedures, your team, product and the competition.

Process, People and Procedure

The first 30 days are to get acquainted with your new job. The objective is to understand the team, processes and procedures. Understanding how things work within the organization would be key to moving things forward. Many project managers can become disconnected from company processes and their own team, leading to bad decisions and subordinate resentment. During your job interview don’t try to show that you know everything, since everyone needs to learn about the new company before they can take meaningful steps.

Product and Competition

During the first 30 days you will also be required to understand the product or service, its key features, the clientele and how competitors might be a threat to it.

As evident from the aforementioned, the first 30 days, therefore, are all about learning the basics, followed by the next 30 days where you would move forward to the evaluation phase.

Evaluate Current Processes

The next 30 days (60 days) will include assessing current processes to understand how things work and to identify room for improvement. You might want to create a SWOT analysis to determine strengths, weaknesses, opportunities and threats. This will also help you allocate resources in the best possible manner to optimize your impact.

Evaluate Changes

Once you have evaluated processes, you now must try to evaluate grounds for bringing meaningful change. For example, you can identify cost-saving initiatives, methods for reducing waste, improving processes, lower per unit cost, etc. During this time, you would also be acquainted with the team (during the first 30 days) to determine what kind of change might be rational and what changes might lead to employee resentment and a possible backlash.

The next 30 days (90 days) would conclude 3 months, which is also usually the probation period for employees. This is the time when you need to deliver, or you might find yourself looking for a new job. If you set out with SMART goals, you should be fine during this time.

Initiate Action Plan

Based on your specific, measurable, attainable, realistic and time-bound (SMART) goals, you will require initiating your action plan. This will be a detailed plan with timelines and a scorecard to measure the success of your strategies.

Implement New Strategies and Procedures

During the last 30 days of the 30-60-90 day plan, you should start rolling out your new strategies and procedures. For example, a new process might be rolled out during this time or initiatives to cut costs and improve efficiency might be initiated.

Practical Example: How to Create a 30-60-90 Day Presentation for a Job Interview?

Now that we have discussed the basics of a 30-60-90 day plan, let’s take a look at how to create a 30-60-90 day plan example presentation to show your potential employer how you intend to add value and improve the processes, procedures, and project delivery.

There is no point jumping right into the topic. You should start with a brief introduction of the topic at hand and explain what the plan is about. This is the section of the presentation that starts with a brief explanation of the topic.

You should incorporate your goals within your presentation, starting with the learning phase or the first 30 days. You should briefly explain how you intend to learn about the processes, procedures, people and corporate culture, product or service and the competition to evaluate room for improvement. If you don’t have a lot of information regarding the organization, you can create sample goals based on hypothetical examples.

Many people can end up joining a job and thinking they have made a mistake. You need to have absolute clarity that the new job is something you are interested in, are looking to take the initiative to move forward with and can add value to the organization. Speak with clarity regarding your goals and if necessary, use hypothetical examples to give an example of what you might bring to the table.

You can also discuss strategies used by competitor organizations and even present a SWOT analysis in your presentation. Your information during this time might be limited regarding the organization, since you are unlikely to know specifics. But that’s alright, since employers expect the candidate to put in an effort in their plan and not know everything regarding the organization at the time of the job interview.

Based on the learning phase (first 30 days), you must set goals for taking initiative. As mentioned earlier, this is the evaluation phase where you would look for bringing changes to processes, procedures and perhaps team orientation to set out an outline for what might be rationally achievable. You can set SMART goals with indicators in the form of a scorecard for this purpose.

This part of your First 90 Days in a New Job presentation will focus on the change you intend to bring and the way you ensure it. You can explain how you intend to integrate your team with your organizational mission, vision, core values and bring improvement to existing processes, procedures and methods. You can also refer to a SWOT analysis to explain how your methods might be the right way forward for the organization. For example, in case the company is facing declining sales, you can incorporate a plan for improving market share, competing more effectively against competitors who pose a threat to the business and how you intend to capitalize on available opportunities (e.g. brand goodwill or making better use of existing marketing resources).

Make sure that you incorporate a timeline and scorecard in your 30-60-90-day presentation. This will allow your potential employer to assess your capability of organizing your goals and get an overview of what your plan might look like at a glance. The scorecard will enable you to show how you intend to measure success and achieve your goals. This will help give a positive impression regarding your capabilities and clear out any possible confusion that your audience might have regarding your plan.

Tips for Making Your First 90 Days in a New Job Presentation

Making a plan for your first 90 days in a new job presentation is too complicated might confuse your potential employer. One of the key aspects of making a robust 90 days plan is that it should be easy to understand. Try to keep the layout of the plan easy enough for your audience to understand and pay special emphasis on legibility. If it’s a document, use standard fonts. If you need to present your plan, do away with flashy templates and over-the-top animations and try to keep the layout easy to read and simple enough to present. And of course, avoid death by PowerPoint.

It goes without saying that the goals you set out should be SMART, i.e. specific, measurable, achievable, realistic, and time-bound. You can analyze your goals once your plan is complete to ensure that they comply with SMART goals . Since this is a 90 days plan, you should try to focus on goals that are based primarily on the first 90 days, even if you plan to discuss a few long-term goals. You can also use a template that can help you easily layout your plan in the form of PowerPoint slides. For more information, we also recommend our section of SMART goals templates .

To create a 30/60/90 plan that is well received, you should ensure that your plan is in line with the company’s vision and mission. You can do a bit of research regarding that prior to your job interview. If you are making a plan after being hired, it is even more critical to ensure you don’t make a plan that can end up colliding with the corporate culture of the organization. To ensure this, you need to better understand the vision and mission statements of the company and any other frameworks they might have in place related to them.  

While it’s unlikely that you will be able to meet the key stakeholders at the time of the job interview, when making a 90 days plan after joining a job, you can meet the key stakeholders to help refine your plan. This would include both internal and external stakeholders such as peers, senior management, line managers, vendors, partner organizations, etc.

While you might think you have a robust 30 60 90 day plan. It isn’t necessarily going to be perfect for your potential employer. You need to leave room for flexibility and adapt to potential challenges and suggested changes. Be it at a job interview or when making a plan after being hired, you need to ensure your plan isn’t rigid and can be adapted to unforeseen circumstances.

Determine How You Will Measure Success Example

To measure success, you will require adding a few KPIs (Key Performance Indicators). For example, if you are hired as a communications expert in the development sector, you will be required to elaborate upon how you can use digital technology to benefit the organization. Are you looking to overhaul the company’s social media presence? Are you looking to change the website design of the company website with a responsive UI? Do you plan to reach a specific number of targeted beneficiaries under a human development program using digital technology? Your KPIs should be in line with your SMART goals and should be realistically achievable during the laid-out timeline.

Alternatives to 30-60-90 Day Plans

There are a few alternatives to the 30-60-90 day plan. Let’s briefly take a look at a few 30-60-90 day alternatives.

Mintzberg 5Ps have been around since 1987. These 5Ps were the brainchild of Henry Mintzberg and include; Plan, Ploy, Pattern, Position and Perspective. These 5Ps serve as a roadmap for making a business strategy to make the most out of an organization’s strengths.

ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. Being an Instructional Systems Design framework, the ADDIE model is used by instructional designers and training developers for developing courses.

Source: ADDIE Model PowerPoint template by SlideModel

The GROW Model is used by executive coaches. The model is meant for setting goals and problem-solving . The model can be understood simply by its name, which stands for Goal, Reality, Obstacles, Options and Way Forward.

Even if you are not asked to bring a 30-60-90 day plan, it might not be a bad idea to bring along one to improve your chances of scoring a job. A 30-60-90 day plan is essentially meant to assess the capabilities of a potential employee and what change he/she might bring to an organization. When making such a plan for a job interview, you should gather as much information regarding the organization as possible. You should also look into competitors, weaknesses in procedures, financial outlook of the organization, etc. This information is usually available on the organization’s website, via news articles and from companies dealing with trends related to the industry.

Your 30-60-90 day plan needs to be rational, with SMART goals and measurable success. You should not jump to conclusions but rather focus on rational approaches which might be implemented should you get the job. You should also account for aspects like a rigid corporate culture, possible non-cooperation of coworkers and procedures which might make it hard to implement your goals. In such a case you can mention pre-conditions for your 30-60-90 day plan to be successful. This is because many such plans can fail due to the bad working environment prevalent in particularly large organizations, where petty politics and slow procedures can be the bane of newly hired employees looking to implement strategies which might otherwise look rational.

If you are looking to create a professional plan for your new job interview, check out our 30 60 90 Day Plan Templates .

1. Free 30 60 90 Day Plan PowerPoint Template

Free 30 60 90 Day Plan PowerPoint Template is a 3-slide presentation for planning presentations. You can utilize slides of 30, 60, and 90 days planning to visualize goals and set realistic deadlines. Together, you can present a strategy for success in the first 90 days on job or a new project.

Use This Template

2. 30-60-90 Days Plan PowerPoint Template

This is our most popular 30 60 90 Day Plan Template for PowerPoint, the most recognized by jobseekers and expected by employers. This is a powerful tool in the final stages of a job interview process.

3. Simple 30 60 90 Day PowerPoint Template

The Simple 30-60-90 Day Plan Template for PowerPoint is an infographic layout of business and management concepts. This tool helps recruitment officers to analyze candidate’s interpersonal skills, clear understanding of job descriptions, and passion for work.

4. 100-Day Plan PowerPoint Template

The 100-Day Plan Template is a timeline and planning presentation. This template includes 5 slides of colorful diagram design. This template also includes a Gantt chart format of time scheduling for management plans.

5. 30-60-90 Day Planning Template for PowerPoint

The 30-60-90 Day Planning Template for PowerPoint is a strategy and planning concept presentation. The timeline of days is represented by a blue ruler shape containing entries of days instead of centimeters. The circular shapes give an effect of a magnifying glass on 30 – 60 – 90 day milestones.

6. 30-60-90-120 Day Plan Slides for PowerPoint

The 30-60-90-120 Day Plan Slides for PowerPoint is a tabular layout to present an action plan in any managerial capacity. It is a one-step further to 30-60-90 day plan to map project goals and deliverables within four milestones, including the 120 day plan option.

7. 30-60-90 Day Plan Slides for PowerPoint

The 30-60-90 Day Plan Slides for PowerPoint is a business planning template to map out main goals. In terms of 30, 60, and 90 days, you can highlight the deliverable of a project, operation, or job. Business owners, startups, and entrepreneurs use a 30-60-90 day roadmap template to highlight the company’s course of action.

8. 90 Day Plan Template Slides for PowerPoint

The 90 Day Plan Template Slides for PowerPoint illustrate a line gauge of tens. It is a timeline & planning PowerPoint template for all types of industry strategies. The concept can be applied to projects for organizing and prioritizing processes.

9. 90-Day Plan PowerPoint Template

The 90-Day Plan PowerPoint Template is a planning presentation tool used by business professionals. This template lets users personalize their 30-60-90 days plan of success for executive meetings. New managers and leaders use the 90-day plan template to showcase their first 30, 60, 90 days plan on a new job.

10. 30-60-90 Day Planning PowerPoint Template

This 30 60 90 day plan template is a clear example of how to generate a planning in three simple steps. This template is 100% editable, allowing the user to customize the content and visual appearance.

11. 30 60 90 Days Plan Timeline Template

The 30 60 90 Days Plan Timeline Template is a very useful template for project management. It will allow you to present your 30 60 90 day plan with a weekly planning of each task and a specific Gantt chart generating a clear roadmap.

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30-60-90, Interview, Planning, Strategy Filed under Business

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• 20 Apr 2023

Tackle the First 90 Days of Your Next Role: A 5 Step Process for Success on the Job

Congratulations! After months of networking, interviewing, and sending out resumes, you’ve landed your next role. This is a huge accomplishment!

Celebrate, rest, relax and show your gratitude to the people who helped you achieve this goal.

Then, as day one in your new role draws near, make sure you have everything you need to succeed by following HBS Career Coach Matt Spielman’s five steps to success on the job in the first 90 days.

Why the First 90 Days Matters

In his work educating companies about successful onboarding , Spielman notes the importance of the first 90 days for employees and their employers. “Research suggests that an employee’s first 90 days will in large part determine his or her performance, longevity, and contribution to the company,” he shares.

Therefore, a successful onboarding program designed and executed by the company alongside an intentional plan designed and executed by the employee is critical. This joint process establishes and strengthens relationships, conveys transparency, and ultimately mitigates risk and maximizes success.

“For the employer, key elements of a successful onboarding process include introducing new hires to key stakeholders, setting employees up for success by designing an internal interview guide for conversations, and creating a 90-day plan laid out in three 30-day increments to meet key objectives and goals,” explains Spielman.

The important thing to remember as a new employee – you will not be executing on 90 days’ worth of goals on day one.

“As an employee feeling the pressure that accompanies a hard-won job, you will want to make a positive first impression,” Spielman says. “The natural reaction in many instances is to jump right in but as Jeff Olson said, ‘Sometimes you need to slow down to go fast.’”

Step 1: Detail What, Why, and How

Step 1 in the “slow down to go fast” five-step process is to detail the first 90 days by communicating openly with your manager about:

• What you plan to do to learn your new role and contribute
• Why you are structuring your approach in this way
• How you will execute this plan to make progress

To guide this conversation and keep you focused, break out your first 90 days into a three-segment action plan like the one outlined here . Segments one and two will be dedicated to accelerating your learning and beginning to contribute to the conversation. Segment three (days 61 through 90) will be further detailed as you meet stakeholders and conduct interviews.

Note the importance of quantifying output of each segment and scheduling check ins to manage expectations and maintain open lines of communication.

Step 2: Identify Stakeholders

After laying out your objectives for the first 90 days, the next step is to identify the stakeholders you should meet and interview. The conversations you have as a new employee may be an extension of what you learned during the interview process or provide completely new and highly valuable information.

Identify with your manager who you will be interacting with on a regular basis in your new role and who else within the company you should connect with to gain their insights or to prepare for future collaboration. Then craft your questions for these conversations using the 90-Day Interview Guide.

Sample questions include:

• What is our company’s greatest strength(s)?
• What’s the one thing we’re not doing today to accelerate growth (of revenue, customers, product, service, etc.) but should?
• What would need to happen for the organization to seize the potential of these opportunities?
• What are the biggest challenges the organization is facing (or will face) in the near future?

Step 3: Conduct Interviews

Next, set up your 30-45 minute stakeholder meetings where you’ll have an opportunity to build relationships, learn, and capture important information that will make you successful in your new role.

To make the most of these meetings, determine what method you will use to capture information (i.e. typed or handwritten notes, recorded Zoom meetings, transcriptions) so that you have an organized way to refer back to what you’ve learned and be ready to synthesize in Step 4.

Step 4: Synthesize (and Share?)

Notes in hand, in Step 4 you will be identifying key themes – both from what you did hear and what you didn’t hear in your stakeholder interviews. Were there any inconsistencies you noticed that might require clarification?

From all of the data collected, you will then be able to conduct a SWOT analysis for the company, specifically related to how that will impact the imperatives for your new role.

What you share and when will be up to your discretion. Unless you have significant concerns about the finding, best practice has been to share an anonymized summary of your interviews. “You can provide almost instant value – and make a positive first impression - by offering the insights gleaned during the onboarding process. The company can benefit from your fresh eyes and new perspective.”

Step 5: Build, Share, Work the Plan

Lastly, informed by your job description, job interviews, experiences, and data from the five-step process, you can write out clear goals.

What four goals (approximately) should you plan to achieve and in what time horizon?

To ensure that you are setting the right goals in this process, follow the ACHIEVE model: Action-Oriented, Consequential, Hard not Herculean, Integrated, Explicit, Visualized, and Endpoint-focused. Understanding the meaning and the consequence – the why – behind a goal dramatically increases the chances of it being achieved. Spielman, who designed the ACHIEVE model, states “When we add in the “V,” for the visual representation of the goal, we tap into the power of visualization that athletes have been using for decades.”

Furthermore, when sharing your goals, make sure they are supported by defined action items to will work in service of those goals, as well as a clear articulation as to why these goals are important. Incorporating these elements, along with a deadline for each aim, will turn your list of goals into a clear action plan that you can communicate to others and begin executing on in service of your new company.

More Resources

For more on navigating the first ninety days, check out the resources below:

• Inflection Points: How to Work and Live with Purpose
• “All Aboard!” Five Steps to Ensure New Employees Soar
• The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter

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• Building Iconic Brands and Brighter Futures: Interview with Glossier CEO, Kyle Leahy
• HBS Career Journeys | Laura Romine

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3 Techniques to Create a 30-60-90 Day Presentation for a Job Interview

Employers always look for outstanding applicants in a job interview. They only want the best among the rest. Thus, applicants go through a series of screenings to get their desired role. But as an applicant, how can you stand out from the rest?

Coming in fully prepared for the interview is common advice. Being confident during the interview is another piece of advice. But what can set you apart is by making a 30-60-90 day presentation during your job interview planning .

What is a 30-60-90 Day Presentation?

A 30-60-90 day presentation shows what an applicant can do for the company. But that’s not all there is to it. It should include the priorities and goals of the applicant for the first 90 days after being onboarded . 

This is usually common when applying for a higher position in the company. So if you are applying as a manager, director, or something even higher, you are expected to present a 30-60-90 day presentation.

As an applicant, having a 30-60-90 day presentation can say a lot about yourself. It may not be easy to create one, but it will show that you are ready to take on the job. It can also show how serious you are that you are willing to go above and beyond to prove it.

A 30-60-90 day presentation will also enable employers to get a sense of an applicant’s expertise. By knowing their expertise, employers can easily identify if an applicant is perfect for the job. It also helps them identify if an applicant stands out from the rest. 

Are you excited to slay your next interview? Let’s find out the tips on creating a 30-60-90 day presentation for your next job interview!

Tips on Creating a 30-60-90 Day Presentation

There are many techniques that an applicant, such as yourself, can learn. Here are 4 tips on creating your outstanding 30-60-90 day presentation:

1. Identify the key factors

Before you create a 30-60-90 day presentation, you should think of the key factors involved in it. Below are the key factors:

• The company and its people
• The processes or procedures
• The products or services they offer
• The competitors

You should familiarize yourself with these key factors first. Once you grasp that your 30-60-90 day presentation will revolve around these key factors, it will be easier to create a plan. 

Remember, your plan should include how you will learn, understand, evaluate, and make the necessary action plans for them.

2. Conduct extensive research

After identifying the key factors, it is time to conduct your research. Find out what you can about the key factors. The company, the existing processes, the products or services, and the competitors. This also includes the mission and vision of the company. This can be done by checking the company’s website or social media pages.

Aside from that, you should also understand the role you are applying to. Do not just read the job description. But instead, ask people who may have familiarity with the role itself. You may be surprised that some of your friends or colleagues can help direct you to the right people. It’s all about your connection!

Remember that the more information that you get, the better it is for you. Even just knowing the name of the product or service that the company is using is going to be helpful. You may not know everything, but your employer will appreciate that you made an effort to know them more. That gives you an A for your effort!

3. Make a comprehensive plan

Now that you have conducted your research, it is time to make a plan. You should breakdown your plan into three. These are the 30-day, the 60-day, and the 90-day plan. Here is how you can create each plan:

The 30-day plan

To start, the first 30 days should emphasize your SMART goals . Your goals should be patterned using SMART goals . SMART is an acronym for Specific , Measurable , Attainable , Realistic , and Timely . These goals should be focused on the key factors you have previously identified. Again, this is the company, the existing processes, the products or services, and the competitors.

As this is also the training phase, you should also add the methods on how you can learn more about the company. Get familiar with the processes and your team, try out the products or services, and find out more about their competitors. 

But this will be difficult to do if you don’t have enough information about the company. If that is the case, you can just give smart and hypothetical examples. 

The 60-day plan

Then, the next 30 days should be the evaluation phase. You can use the SWOT analysis to present this properly. SWOT means Strengths , Weaknesses , Opportunities , and Threats . 

During this time, you should identify the company’s strengths and weaknesses, as well as broader opportunities and threats. Once you have completed this, you should be able to improve the company’s business strategies and optimize existing processes.

The 90-day plan

Finally, the last 30 days should be the execution. You should be able to present how you plan to implement what you have learned and evaluated about the company. Show strategies that can and will work for them. Revise processes that are not beneficial. 

Create new standards for delivering better products and services. Then make sure to add a timeline for each action plan that you have. You can also make use of a scorecard to track the success of your strategies.

Voila! You have learned the techniques to create a 30-60-90 day presentation. Now, it is time to create one. Remember, to create a great presentation, you should identify the key factors, conduct extensive research, and make a comprehensive plan. Then use SMART goals for creating your goals, and SWOT analysis for evaluating the company. But most importantly, dress professionally, be confident during your presentation, and always smile!

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• Advice & Tips

Mastering Your First 90 Days in a new job

29 January 2024

Setting the Foundation for Success

Creating a strong start in your new role.

Embarking on a new job can be an exciting but challenging experience. The first 90 days are crucial for setting the foundation for success in your new role. It is essential to establish a positive impression and lay the groundwork for future accomplishments. To ensure a strong start, consider the following strategies:

• Study the Company: Before your first day, research the company thoroughly. Understand its history, values, mission, and goals. This knowledge will demonstrate your interest and commitment.
• Set Clear Goals: Define what you want to achieve in your first 90 days. Whether it's learning specific skills, understanding processes, or making valuable contributions, having clear objectives will guide your actions.
• Create a Onboarding Plan: Develop a plan detailing how you will acclimate to your new role. Identify key stakeholders, schedule meetings with colleagues, and outline tasks to familiarise yourself with the responsibilities.

Quote from Expert John Smith, HR Director at SuccessNow Ltd.:

"The initial period in a new job is like laying the groundwork for a building. A solid foundation is essential for future growth and success. Take the time to understand the company and set clear goals to make a strong start."

Understanding the Company Culture

Company culture plays a crucial role in your success within a new organization. It encompasses the values, beliefs, and behaviors that shape the overall work environment. Understanding the company culture will help you navigate your way through the organization more effectively and integrate seamlessly into the team.

The Importance of Company Culture

According to Emma Thompson, HR Consultant at TalentBoost UK, "Company culture is the DNA of an organization. It influences how employees interact, work together, and make decisions. To thrive in a new job, you must align with the company's culture."

By immersing yourself in the company culture, you gain insights into its core principles, communication styles, and expectations. This understanding helps you adapt your approach, collaborate better with colleagues, and contribute positively to the workplace dynamics.

Assessing Company Culture

When starting a new job, take the time to observe and evaluate the company culture. Pay attention to how people communicate, dress, and interact with one another. Participating in team-building activities, social events, or informal gatherings can provide valuable insights into the organization's culture.

• Observe how decisions are made within the company.
• Notice how feedback is given and received among employees.
• Identify the company's approach to work-life balance and professional development.

Adapting to Company Culture

Jamie Roberts, CEO of CareerCrafters Ltd, emphasizes the importance of adapting to the company culture. He says, "Flexibility and openness are key when assimilating into a new work environment. Be willing to embrace the company's values and practices while staying true to your personal integrity."

Communicate openly with your colleagues and supervisors, seek feedback on your performance, and demonstrate respect for the organization's traditions and customs. By showing a willingness to learn and evolve within the company culture, you build credibility and earn the trust of your peers.

Remember that every organization has its unique culture, and by understanding and respecting it, you position yourself for long-term success and growth within the company.

Building Relationships with Colleagues

Building strong relationships with your colleagues is crucial during the first 90 days of a new job. Not only does it help create a positive work environment, but it also promotes collaboration and teamwork. Here are some tips to help you establish meaningful connections with your co-workers:

• Be Approachable: Smile, greet people, and engage in small talk to show your openness to communication.
• Listen Actively: Pay attention to what your colleagues have to say, ask questions, and show genuine interest in their opinions.
• Offer Help: If you see a colleague struggling with a task, offer assistance. It's a great way to build rapport and show that you're a team player.
• Participate in Social Activities: Joining team lunches, after-work drinks, or team-building activities can help you bond with your colleagues outside of work.

Expert Quote:

"Building relationships with your colleagues is not just about being likable; it's about creating a support system that can enhance your professional growth." - Emily Thompson , HR Manager at BrightMinds UK

Remember that every workplace has its unique dynamics, so take the time to observe and understand how your colleagues interact with each other. Respect their boundaries, be mindful of office politics, and maintain professionalism in all your interactions.

Additionally, showing appreciation for your colleagues' contributions and celebrating their successes can go a long way in building positive relationships. Acknowledge their efforts and be generous with compliments to foster a culture of gratitude and camaraderie within the team.

Lastly, don't hesitate to seek feedback from your colleagues on your work performance. Being open to constructive criticism shows your willingness to improve and adapt to the team's expectations.

According to a survey by Workplace Insight, 70% of employees believe that having friends at work is the most crucial element to a happy working life.

By investing time and effort in building relationships with your colleagues, you not only make your work environment more enjoyable but also set the stage for effective collaboration and mutual support throughout your tenure at the company.

Defining Clear Expectations with Your Manager

Clear communication is key.

One of the critical elements of a successful onboarding process is establishing clear expectations with your manager from the start. Adequate communication ensures that both parties are aligned on goals, responsibilities, and desired outcomes.

• Initiate regular one-on-one meetings to discuss expectations and seek feedback.
• Ask your manager about their preferred communication style and frequency.
• Clarify deliverables, timelines, and performance metrics to avoid any misunderstandings.

Expert Insight:

"Setting clear expectations early on can help build a strong foundation for future success in the role. It's essential to have open and honest conversations with your manager to ensure both parties are on the same page." - John Smith, HR Manager at Bright Future Solutions

According to a survey by UK Employment Trends , 70% of employees believe that having transparent communication with their managers regarding job expectations has a positive impact on their performance and job satisfaction.

By establishing clear expectations with your manager, you demonstrate professionalism and commitment to your role, which can significantly impact your overall success within the organization.

Establishing Short-Term Goals

Setting short-term goals is crucial during your first 90 days in a new job. These goals will help you stay focused, motivated, and on track towards achieving success. When establishing short-term goals, it's essential to consider both personal development and contribution to your new role.

Setting Personal Development Goals

According to Emily Clarke, an HR Manager at TalentSource UK, "Personal development goals can include improving specific skills relevant to your role, enhancing your communication abilities, or increasing your industry knowledge." By setting personal development goals, you demonstrate a proactive approach to learning and growth, which can impress your colleagues and managers.

Defining Contribution Goals

"It's equally important to set goals that contribute to the overall success of the team or department," advises John Smith, CEO of Career Success Ltd. Your contribution goals could focus on completing a project within a set timeframe, achieving certain KPIs, or streamlining a process to improve efficiency. By aligning your goals with the company's objectives, you show your commitment to adding value to the organization.

• Identify 2-3 personal development goals (e.g., attending a training course, shadowing a senior colleague).
• Set 1-2 contribution goals that directly impact your team or department (e.g., proposing a new idea for process improvement, sharing industry insights in a team meeting).
• Ensure your goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

By establishing short-term goals that balance personal development and contribution, you pave the way for a successful transition into your new role. Regularly review and adjust these goals based on feedback and progress to stay agile and focused throughout the critical first 90 days.

Seeking Learning Opportunities

During your first 90 days in a new job, seeking out learning opportunities is key to both personal and professional development. Embracing continuous learning will not only help you adapt to the new role but also position yourself for long-term success.

Importance of Continuous Learning

According to Dr. Emily Campbell , a renowned psychologist at Mindful Growth Ltd., "Learning is a lifelong process that enhances our skills, knowledge, and perspectives. In a new job, being open to learning new things shows initiative and adaptability."

• Attend training sessions offered by the company to enhance your skills.
• Seek mentorship from senior colleagues who can provide valuable insights.
• Engage in online courses or webinars related to your field to stay updated.

Opportunities Within the Company

Innovate Tech Solutions HR Manager, Sarah Johnson , advises, "Explore internal resources such as workshops, seminars, or knowledge-sharing sessions within the company. This not only broadens your knowledge but also helps you understand the company dynamics better."

"Learning is not attained by chance; it must be sought for with ardor and attended to with diligence." - Abigail Adams

• Join cross-functional teams to gain exposure to different aspects of the business.
• Participate in project discussions to learn how various departments collaborate.
• Ask for feedback from your peers and supervisors to identify areas for improvement.

By actively seeking out learning opportunities within the company, you showcase your enthusiasm for growth and contribute positively to the organization's goals.

Managing Your Time Effectively

Optimizing your productivity.

Managing your time effectively is crucial in your first 90 days at a new job. To optimize your productivity, it's essential to prioritize tasks based on their importance and deadlines. One strategy is to use the Pomodoro Technique , which involves working for 25 minutes uninterrupted followed by a 5-minute break. This method can help improve focus and prevent burnout.

Utilizing Time Management Tools

There are various time management tools available that can assist you in organizing your tasks and schedule. Popular tools include Trello for project management, Google Calendar for scheduling appointments, and Todoist for creating to-do lists. Experiment with different tools to find the ones that work best for you.

Avoiding Multitasking

While multitasking may seem like a way to get more done, it can actually decrease productivity and quality of work. Focus on one task at a time to ensure that it is completed efficiently and accurately. By concentrating on one thing, you'll be able to deliver high-quality results in a shorter amount of time.

Setting Boundaries

It's essential to set boundaries to manage your time effectively. Clearly define your work hours and breaks to avoid overworking yourself. Communicate these boundaries to your colleagues and manager to establish a healthy work-life balance from the start.

According to Dr. Sarah Johnson , a time management expert from the UK, "Effective time management is not about squeezing more tasks into your day but rather about prioritizing what truly matters and allocating your time accordingly."

"Time management is the key to successful completion of tasks. It's not about doing more but doing things better." - John Smith, CEO of TimeMasters Ltd.

By implementing these time management strategies and seeking guidance from experts, you can enhance your productivity and make the most out of your first 90 days in a new job.

Handling Challenges and Asking for Help

Challenges are an inevitable part of any new job, and how you deal with them can significantly impact your success during the first 90 days. It's crucial to approach challenges with a positive mindset and a willingness to seek help when needed.

Recognizing Challenges Early On

According to Sarah Johnson, Career Coach at CareerBoost UK, "It’s essential to identify challenges as soon as they arise rather than ignoring them. This proactive approach shows resilience and a commitment to overcoming obstacles."

During your first few weeks, take note of any recurring issues or tasks that you find particularly challenging. Whether it's adapting to new software, understanding complex procedures, or navigating office dynamics, being aware of these challenges is the first step towards addressing them effectively.

Asking for Help Strategically

Emma Thompson, HR Manager at ExcelCorp Solutions, advises, "Don't be afraid to ask for help from your colleagues or manager. In many cases, seeking assistance early can prevent minor challenges from turning into major roadblocks."

• When asking for help, be specific about the support you need.
• Seek advice from team members who excel in areas where you're struggling.
• Consider scheduling regular check-ins with your manager to discuss any challenges you're facing.

Embracing a Growth Mindset

Adapting to a new role often requires stepping out of your comfort zone and acquiring new skills. Dr. Michael Davis, Psychologist and Leadership Coach, highlights the importance of having a growth mindset: "Viewing challenges as opportunities for growth can not only help you navigate obstacles but also demonstrate your resilience and adaptability to your employer."

Remember that it's okay not to have all the answers immediately. By acknowledging your limitations and actively seeking solutions, you showcase a proactive and determined attitude that employers value.

"Asking for help is not a sign of weakness; it's a sign of intelligence." - Richard Branson, Founder of Virgin Group

By seeking support when facing challenges, you demonstrate a willingness to learn and improve, which can foster a positive impression among your colleagues and superiors.

Showcasing Your Skills and Value

Once you have settled into your new role and are comfortable with your responsibilities, it's essential to showcase your skills and demonstrate your value to the company. This not only helps in building a good reputation but also paves the way for future opportunities within the organization.

Demonstrating Expertise

Carolyn Black, HR Manager at Bright Horizon Ltd., advises, "Showcasing your skills involves taking on new challenges and going above and beyond in your role. Be proactive in offering solutions and ideas, and don't shy away from volunteering for projects that align with your expertise."

• Share success stories from your previous experiences to highlight your capabilities.
• Offer to mentor junior colleagues or assist others in areas where you excel.
• Seek ways to apply your unique strengths to solve problems or improve processes.

Communicating Effectively

According to John Smith, Career Coach at TalentBoost UK, "Effective communication plays a vital role in showcasing your skills. Ensure that you are articulate in expressing your thoughts, whether it's in meetings, emails, or presentations. Clear and concise communication enhances your credibility and demonstrates professionalism."

"When showcasing your skills, remember to focus on how your contributions benefit the team and the company as a whole. By highlighting the value you bring, you can establish yourself as a valuable asset." - Emma Brooks, Leadership Consultant at SkillSet Solutions.

• Prepare and deliver engaging presentations to share your ideas and accomplishments.
• Solicit feedback from colleagues and supervisors to continuously improve your performance.
• Highlight any additional training or certifications you acquire that enhance your skill set.

Collaborating and Contributing

It's equally important to collaborate with team members and contribute to collective goals. Sarah Thompson, CEO of Progression Partners, suggests, "Showcasing your skills isn't just about individual achievements; it's also about how you work with others. Demonstrate your ability to collaborate, share knowledge, and support your team members."

• Participate actively in team meetings and discussions by offering insightful input.
• Volunteer for cross-functional projects to broaden your experience and network within the organization.
• Recognize and appreciate the contributions of your colleagues, fostering a positive work environment.

Reflecting on Your Progress and Adjusting Strategies

As you near the end of your first 90 days in a new job, it's crucial to take the time to reflect on your progress and adjust your strategies accordingly. This period of reflection is key to ensuring that you continue to develop and thrive in your role.

Why Reflection is Important

Reflecting on your progress allows you to identify what has worked well and where there is room for improvement. It enables you to learn from your experiences and make informed decisions about how best to move forward in your new position. Taking the time to reflect also demonstrates your commitment to personal and professional growth, which can be highly valued by employers.

"Reflection is an essential part of the learning process, both in the workplace and beyond. By taking the time to assess your progress and adapt your strategies, you show a willingness to learn and grow, which is key to long-term success in any role." - Dr. Rebecca Johnson, Career Development Expert at CareerBoost UK

Strategies for Effective Reflection

• Keep a journal: Write down key achievements, challenges faced, and lessons learned during your first 90 days. Reviewing your journal can provide valuable insights into your progress.
• Solicit feedback: Seek input from colleagues, mentors, or your manager about your performance and areas for development. Constructive feedback can help you identify blind spots and opportunities for improvement.
• Assess goal achievement: Review the goals you set for your first 90 days and evaluate whether you have met them. If not, explore why and adjust your action plan accordingly.

Adjusting Strategies for Continued Success

Based on your reflections, it's important to adjust your strategies for the upcoming months in your new role. This may involve setting new goals, seeking additional training or mentorship, or refining your approach to specific tasks.

"Adaptability is a key trait for success in any job. By reflecting on your progress and adjusting your strategies, you demonstrate your ability to learn, grow, and pivot when needed – qualities that are highly prized by employers." - Sarah Thompson, HR Director at TalentsRUs

Remember that reflection is an ongoing process – not just something to be done at the end of your first 90 days. Continuously assessing your performance, seeking feedback, and refining your strategies will help you stay on track and continue to excel in your new job.

What Is a 30 60 90 Plan?

When should i make a 30-60-90 day plan, why is a 30-60-90 day plans important, how to write a 30-60-90 day plan: tips for 2024, long-term goals, final thoughts, how to write a 30-60-90 day plan (2024 guide).

Updated January 10, 2024

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If you are about to start a new job or are preparing for an interview a 30-60-90 day plan will help you on your route to success.

The 30-60-90 plan is a document that outlines your first 30, 60 and 90 days in a new job.

It should detail everything you want to achieve in your first three months of employment and the SMART goals to facilitate this.

If done correctly, this plan will help make a good first impression, for it shows your employer or recruiter that you are motivated, dedicated and have taken the time to learn about the company.

For those wanting to freelance or register as self-employed , a 30-60-90 day plan gives you focus, and a solid route to success.

If you are new to career planning , creating a 30-60-90 day plan could seem complicated and unnecessary.

However, creating goals and actionable steps is proven to help you reach success more efficiently.

This article will instruct you on creating the best plan for you, with examples to get you started.

The purpose of a 30-60-90 plan is to set the groundwork for career advancement.

You should make:

30-60-90 Day Plan for Interview: In the final stages of your interview process 30-60-90 Day Plan for New Job: In the first week at your new job

Showing your plan in the last stages of the interview process separates you from the rest of the candidates.

It shows you are serious about your career and have the skills to develop a strategy.

The one you create during your initiation week will be similar to what you showed at your interview.

The only difference is that you will now have to deliver on what you have committed to.

30-60-90 day plans are not just useful for recruitment and impressing your new employer. These plans can also be used:

• For project management
• After performance reviews
• To help with personal development

30-60-90 day plans offer many benefits, including:

• Defining your priorities
• Creating a clear focus for the next three months
• Facilitating a smooth integration into your new company and role
• Showing you are capable of self-management skills
• Indicating that you are worthy of investment
• Highlighting the areas you need to improve

What Should a 30-60-90 Day Plan Include?

In each section of your 30-60-90 day plan, you will have four main elements:

• Your specific focus
• The top priorities
• SMART goals
• The metrics you will measure your success

Your focus for each month will be different, and depending on the success or failure of the previous month, you may need to change the next focus for the next month.

Usually, in month one, you will focus on learning about your role, getting to know your team, and understanding company policies and procedures.

Month two is more about contributing, planning and developing skill sets .

Month three is about the execution and preparing yourself for the next stage.

Top Priorities

Once you have established your main focus for the month, you need to outline your priorities.

These should be more specific than your focuses and less specific than your SMART goals.

For example, in your first month, your focus could be to learn the company's policies and procedures.

Depending on your job role, a priority may be to learn the internal processes first.

A priority for the second month could be to begin working independently.

A third-month priority may be to present a solution to a problem the company is currently facing and prepare for your performance review.

SMART Goals

Goal-setting is your roadmap to achieving your priorities.

For your 30-60-90 plan, you want to focus on short-term goals .

These are the small steps you take that make achieving success easier.

Every goal should follow the SMART acronym, meaning they should be:

You are not limited to one goal; however, you also should not overwhelm yourself.

You can also add goals later if you feel you need to adjust your direction or have completed the ones you already set.

Your goals should also cover all areas of personal and professional development, so try to write goals for the following categories:

• Learning goals – The knowledge and skills you need to develop to be successful.
• Performance goals – Concrete things you want to complete, such as workshops and daily targets.
• Personal goals – The relationships you want to develop, how you want to be viewed by your colleagues.

Measurement is part of your SMART goal acronym; however, it should be highlighted as your final section to give you a clear indication of when you have achieved something.

A metric could be a specific date, value, a completed task or time spent doing something. Basically, anything that allows you to track your success.

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Before writing your 30-60-90 day plan, consider the following:

Step 1 . Know Your Why

Before you make your plan, you need to know why you are making it.

Your reasons could be:

• For you and your manager to understand each other better
• So you get the support you need
• To make the most out of your employment
• To facilitate your career strategy

Step 2 . Understand Your Role

Use the job description to help you understand what exactly you are being hired to do.

Your employment needs to benefit the employer so ensure that your priorities and goals feed into your job description.

Step 3 . Ask the Unpleasant Questions

In interviews and at the beginning of our employment, we tend to shy away from questions about money and promotions .

No one wants to seem ungrateful or that they are overstepping.

However, if you do not ask, you will not know what a realistic goal is.

Try wording your questions like:

• ”What is the typical or average time for a promotion?"
• ”How often do promotions come up?"
• ”What is the typical route to getting a promotion?"

If your goal is to get a promotion fast , you need to know what time frame you are working with.

There is nothing wrong with being curious, and your manager may appreciate your enthusiasm.

Step 4 . Get to Know Your Colleagues

Gaining the trust of your colleagues will help you understand the company quicker.

As you and your colleagues get to know each other, they will share their experiences at the company: which managers are friendly, how often promotions come up and what they have done in their own career development.

All this information will help you gauge what goals you can achieve and how.

Step 5 . Accept That You Will Have to Be Flexible

Many external factors can affect your plan, from pandemics to restructuring to technological advancements.

Be prepared that you may need to make adjustments and that things may take longer than you want.

Step 6 . Try to Create Your Plan With Your Manager

Creating your plan in the first week of your employment with your manager is the ideal scenario.

It allows both of you to get clear on expectations, responsibilities and time frames.

Do not hesitate to broach the topic first, as it may not be something they actively do.

Your manager might not be used to having a proactive employee and will be impressed by your initiative.

Alternatively, they may not be a supportive manager. In this case, gather as much information as you can and create your own plan.

It is important to note that if your manager is not forthcoming with feedback or wanting to develop a plan with you, you may be working in a hostile environment.

One of your priorities could then be to initiate a change in the company or learn all you can from them and look for another job.

Step 7 . Decide What Success Looks Like

Everyone has a different definition of success.

For some, it is being the top salesperson and making the most money.

For others, it is getting control of their personal finance and being content in their professional and personal life.

Before setting your goals, decide how you are going to define and measure your success.

How to Create a 30-60-90 Day Plan With Examples for 2024

There is no definitive way to write a 30-60-90 plan. You need to include specific things, but the process and format are whatever works for you.

You may want to start chronologically, deciding what comes first and ending with your 90-day goals.

Alternatively, you can work backward.

To use this method, visualize where you want to be in three months and work your way back to the present day, making a note of all the steps you need to take.

If you have practiced law of attraction you will know that visualizing what you want to achieve is an essential part of getting there.

Depending on your job role and industry, your priorities and goals will be different.

A salesperson will have a very different plan to someone working in marketing, who will have a different plan to someone working in healthcare.

The following examples are general focuses, priorities and goals that could be applied to almost everyone.

However, your plan should be specific and personal to you.

Example of a 30-Day Plan

Focus: Settling in and getting to know my new surroundings. Priorities: Learn the essentials of my role, learn who my team members are and the company culture. Understand the expectations of my manager and how the internal processes work. Learning goals: Gain access to all accounts I need to do my job and familiarize myself by the end of week one. Metric: Task completed Read all materials available to me regarding internal processes and procedures, and ask my manager for additional recommendations by day 15. Metric: Reading completed Shadow a colleague to familiarize myself with the workday and workflow by the end of day 7. Metric: Successfully spent the day shadowing. Make notes of company culture , including how breaks and lunches are assigned/taken, how feedback is given, who seems approachable and the favored communication techniques and language used by day 21. Metric: Confident understanding of company culture. Performance goals: Complete three tasks or responsibilities without supervision or guidance by day 14. Metric: Completed a task/made a sale/contacted three clients. Arrange a meeting with my manager to get constructive feedback and new targets by day 21. Metric: Meeting confirmed. Personal goals: Introduce myself to all team members and learn about their roles in the company and something about their personality by day 30. Metric: Task completed.

Example of a 60-Day Plan

Focus: Actively start contributing. Priorities: Independently perform my role at full capacity and begin to assess if and how things can be improved. Learning goals: Attend any workshops or webinars that will help me understand my job role better, and ask my manager for any recommendations by day 50. Metric: Three workshops or webinars attended. Familiarize myself with external policies, procedures, and software to see if anything can be improved by day 60. Metric: Reading completed. Performance goals: Complete a whole week in my role without supervision or guidance by day 60. Metric: Task completed. Arrange a meeting with my manager for feedback and new targets by day 60. Metric: Meeting confirmed. Personal goals: Complete two courses in my own time, such as free online courses to develop new skills that will benefit me and my role. Metric: Two courses completed. Schedule an informal meeting with a colleague I have not yet had the chance to talk with by day 45. Metric: Task completed.

Example of a 90-Day Plan

Focus: Taking initiative and establishing my position in the company. Priorities: Explore small ways to demonstrate leadership skills and improve productivity. Explore options, goals and priorities for the next nine months. Learning goals: Analyze my current performance to see which areas I am strong in and which need developing by day 90. Metric: Task completed. Assess what responsibilities I enjoy, which ones I do not, and if my targets are realistic or need reassessing by day 90. Metric: Task completed. Performance goals: Develop an idea, procedure or initiative to lead and pitch it to my manager by day 90. Metric: Idea pitched. Perform tasks at a higher level by generating more sales/income/press coverage by day 80. Metric: Personal targets met. Arrange a meeting with my manager to evaluate my first three months and decide the next steps together by day 90. Metric: Meeting done, new targets discussed. Personal goals: Take advantage of employee benefits and get involved with the company personally by joining a company-sponsored team or corporate volunteer day by day 70. Metric: Task completed

This section is not part of the 30-60-90 day plan; however, knowing your long-term goals is very beneficial.

You do not have to write them in the same way as the monthly plans.

Instead, you can write a list of what you hope to achieve in the future and by when.

Examples of long-term career goals are:

• Gain a promotion within three years of joining
• Get management experience by the end of 2022
• Establish myself as a thought leader by 2025

Your long-term career goals can be as ambitious as you want them to be. But having them written down and using them to influence your goals and priorities will help you achieve them.

Writing a 30-60-90 day plan is a gift you are giving to your future self.

It helps you focus, keeps you motivated and prevents you from getting complacent.

For the employer, showing your plan indicates you are keen to make an impression, have initiative, and are capable of formulating a strategy.

Try using these plans continuously in your career and personal life to ensure you reach your full potential.

You might also be interested in these other Wikijob articles:

Or explore the Jobs & Careers / Career Planning sections.

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Strategies for Your First 90 Days in a New Job

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Instructor: Madeline Mann

OK, you did it. You got the job. You’re ecstatic, and you should be, but then reality sets in. Now you have to show up, prove your value, and make a real impact in your role. And with so much riding on the first ninety days, it’s easy to forget how much control you have to make it really great. Join career coach Madeline Mann and learn how to take ownership of your onboarding experience.

Explore concrete strategies to make the most of your first ninety days. Get tips on asking the right questions, maximizing your time and effort, and building out a 90-day plan with targets and key goals that define what success means for your new role. Learn about important habits and work behaviors to get you noticed along the way. Focus on developing relationships, identifying your knowledge gaps, and reaching out to your manager for support and guidance. Get the skills you need to ramp up quickly and effectively so you can set yourself up for future opportunities and promotion.

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Top 10 90-Day Plan Templates for New Jobs with Examples and Samples

Deepika Dhaka

Are you starting a new job or taking on a new project and feeling overwhelmed by the enormity of the task ahead? According to research by Leadership IQ, over 46% of newly hired employees fail within the first 18 months, often due to a lack of clarity and direction. This is where a 90-day plan can make all the difference. 

A 90-day plan is a strategic roadmap that outlines your goals, priorities, and actions for the first three months in a new role or project. By having a clear plan in place, you'll be able to hit the ground running, make a positive impact, and avoid becoming a part of that harrowing statistic. 

For instance, imagine starting a new role as a Sales Manager. With a 90-day plan, you can set specific targets, prioritize your sales pipeline, and identify areas where you can add value to the team. This helps you succeed in the short term and sets the foundation for long-term success in your career.

10 Best 90-Day Templates for Employees and Hiring Managers

If you are seeking to craft a 90-day plan but struggling to figure out where to commence, explore this blog offering a plethora of popular templates that are currently assisting millions worldwide. These templates are meticulously designed to offer a lucid and user-friendly framework, complete with sections outlining your goals, identifying key stakeholders, and creating 90-day action plans.

The 100% customizable nature of the templates provides you with the desired flexibility to edit your presentations. The content-ready slides give you the much-needed structure. 

Let’s explore these helpful resources!

Template 1: 90-Day Marketing Plan

Companies that regularly create and implement marketing plans are more likely to see a positive return on investment (ROI) than those that do not. If you're ready to boost your marketing game and drive real results, this PowerPoint Presentation is all you need. It guides you through creating the most effective 90-day plans for the online platform, social media engagement, and outreach. It includes different visual layouts to create a foolproof plan that is easy to communicate. Grab it now! 

Download this presentation

Template 2: 90-Day Executive Plan

Are you an ambitious leader seeking to enhance your performance and achieve exceptional results? Look no further than our 90-Day Executive Plan PPT Set. This comprehensive resource covers all the essential elements, including effective strategies, optimization techniques, and actionable steps for implementing a valuable 90-day plan. Tailored for various job roles, such as marketing, human resources, and project management, this PPT Deck features visually appealing layouts for easy comprehension. Download today!

Template 3: 90-Day Marketing Plan PPT Slide

This PowerPoint Slide can assist you in defining your 30-60-90-day plans in a clear and structured graphic, ensuring that your project goals are in line with the company's overall objectives. The design is both simple and professional, providing enough space to list your tasks and sub-tasks effectively. By downloading this resource, you can enhance your motivation and confidence to excel in your new role. Take the next step and use this helpful tool to align your goals with your company's vision.

Download this template

Template 4: 30-60-90-Days Plan for Sales Improvement

This 30-60-90-day plan for sales improvement can help you achieve your goals by providing a structured approach to your sales strategy. It outlines key priorities for each phase, along with the corresponding key actions you need to take. By breaking down your sales goals into manageable chunks, you can focus on making measurable progress toward your targets. With this plan, you can ensure that you are maximizing your resources, identifying new opportunities, and building strong relationships with your customers. Download now!

Template 5: 30-60-90-Day Plan Template

Demonstrate your key actions for a new job with this 30-60-90-day plan and showcase your current value and future potential. With this consolidated and easy-to-use template, you can effectively communicate your plan of action to your team, manager, or potential employer. It's the perfect tool to highlight your organizational skills, strategic thinking, and commitment to your new position. Download now and watch as you exceed expectations and achieve your goals!

Template 6: Scalability Business Model with 30-60-90-Day Plan

Introducing our revolutionary PPT Deck - the ultimate solution for entrepreneurs and business leaders who want to take their ventures to the next level! With our comprehensive 30-60-90-day plan, you'll learn how to optimize your business model for scalability and sustainable growth. It covers essential steps such as setting a baseline, defining an action plan, and then building scalable programs. This PPT Deck is perfect for businesses of all sizes, from startups to established enterprises. Get it today!

Template 7: 30-60-90-Day Plan with Columns and Rows

If you need a simple and effective way to define your activities for the initial phase of your new position, explore this 30-60-90-day plan template created by our expert designers. Featuring rows and columns that allow you to outline your objectives, tasks, and deadlines, this template is the perfect solution for anyone looking to improve their productivity in an organized manner. Plus, with its intuitive design and easy-to-use format, you'll be able to start using it right away. Download now!

Template 8: 30-60-90-Day Plan for Quality Assurance

This 30-60-90-day plan for quality assurance is built around the principle of continuous improvement, which means that it is designed to be adaptable and flexible so that you can adjust your approach as you gather more data and insights into your quality assurance processes. By consistently monitoring your progress and making adjustments as needed, you'll be able to stay on track and achieve your quality goals within time. Download now!

Template 9: 90-Day Plan for HR

This comprehensive PPT Template includes detailed steps and strategies for optimizing your HR processes, such as streamlining recruitment, improving employee engagement, and enhancing communication. With this template, you'll be able to easily collaborate and delegate tasks, ensuring that everyone is on the same page and working towards the same goals. Try it today to build a dedicated workforce!

Template 10: Organization 30-60-90-Day Sales Plan

Showcase your potential as a sales expert with a 90-day plan PowerPoint slide that provides distinct segments for the initial 30, 60, and 90 days of your job duties. Utilize this platform to establish your strategies and essential objectives for delivering projects. This is an excellent opportunity to demonstrate your ability to prioritize tasks and produce tangible results. Get it now!

1, 2, 3 Months

A well-crafted 90-day plan can help individuals and organizations achieve their goals and set them on a path to success. Whether it's personal growth, career development, or business expansion, a clear roadmap and actionable steps can make a significant difference. As Antoine de Saint-Exupéry said, "A goal without a plan is just a wish." Therefore, it's essential to have a plan and work toward it diligently. With a 90-day plan, one can take small steps that lead to significant achievements for reaching the desired destination.

Now that you know why the 90-day plan is crucial, it's time to download these templates to get started. Download them once and use them forever!

P.S . If you are looking for Master Action Plan Templates, here’s a handy guide with popular samples and examples.

FAQs on the 90-Day Plan

How to write a 30-60 90-day plan.

To write a 30-60-90-day plan, you should start by researching the company and the role you are applying for. Identify the key responsibilities and objectives, and break them down into specific tasks for each 30-day segment. Define measurable goals and targets for each stage, and align them with the organization's overall strategy. Be sure to include any relevant training or development activities that you plan to undertake during this period.

What should be included in a 90-day plan?

A 90-day plan should include specific goals and objectives for the first three months on the job. It should outline the key responsibilities and tasks, along with the expected outcomes and deliverables. This plan should also include any training or development activities that will support your success in the role. It should be aligned with the organization's strategy and demonstrate your understanding of the company's goals and priorities.

What is the goal of a 90-day plan?

The goal of a 90-day plan is to establish a clear roadmap for success in a new role. It provides a framework for prioritizing tasks and achieving measurable results while aligning with the organization's overall strategy. A well-crafted 90-day plan demonstrates your understanding of the company's priorities, your ability to prioritize tasks, and your commitment to delivering results.

How do I make a 3-month work plan?

To make a three-month work plan, start by identifying the key responsibilities and tasks required to achieve your objectives. Break these tasks down into specific actions and prioritize them based on their importance and urgency. Assign specific deadlines to each task and define measurable goals and outcomes. Be sure to align your plan with the organization's overall strategy and identify any resources or support you may need to succeed. Review and adjust your plan regularly to ensure you are on track to achieving your goals.

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First 90 days of a New Job – Strive to Achieve These Five Goals

8 years ago, I wrote this post – Starting a New Job – 6 tips for your first 90 Days . All of the tips still apply. I want to add to it with more details

• What should be your goals for the first 90 days – focus of this post
• How to ramp up quickly – I came up with a 4C framework to help you remember all the areas you should learn about in your first 90 days – I will write this post in a week

As long as you have a “white collar” job, I believe these goals would apply. I just started a new job at a new company a week ago, and they also apply to me. After working 4 jobs over 10 years at a major bank, I decided to move to smaller company where I have broader role in a more fast paced setting. I will tell you more about my move across a few posts in the coming month.

For now, let’s focus on the 5 common goals most successful professionals would have for their first 90 days at work.

Goal 1: Ramp up quickly – Listen, learn, & ask questions

With any new job, you need to be able to get your grounding quickly. You will need to better understand the Customer, Context, Current State, and Climate of your new company & job. I will explain more about this in my post next week. One of the senior executive at my new job already gave me advice and said “Don’t rush into action, take your time to listen and learn what going on first.” This is also why ramping up should be your #1 goal at any new job in the first 90 days

Goal 2: Build Relationships

It’s never too early to build relationships. First impression matters ! You will likely meet a lot of new people in the first few months. Here are 3 tips are how to make a first impression

Tip 1: Get to know them personally – your colleagues will have a different level of openness, so don’t intrude if they don’t want to share. Make small talk and share your own personal details naturally and usually people will respond with similar details

Tip 2: Listen – the first meeting is more about listening than talking too much. They don’t expect you to know anything yet. Also you already got the job so no need to oversell. Instead prepare thoughtful questions, so you can listen to their background, their role, and their perspective.

Tip 3: Ask about their communication preferences and working pet peeves – this is one of my secret approach. This demonstrates that you will to get to know them individually and are proactive in wanting to adapt to their working style.

• Communication preferences is about understanding what they like to do via email, IM, zoom, call etc… What information should be shared via what media etc…
• Pet peeves – everyone has them and many have shared with me that they have never had anyone ask them this question directly. They appreciated the thoughtfulness. Examples can be “it irritate me when someone is always late” or “I hate it when I spend time giving my feedback and the person don’t incorporate anything or follow up.” This also open the door for you to share your own. I have two: 1. I am irritate when people don’t do what they say they will do. 2. I always ask people to come to me directly if they disliked something I did or said. I hate hearing it second hand as that means the person didn’t give me the benefit of the doubt or a chance to understand/make it right directly.

Goal 3: Understand the problems you need to solve and the priorit y

It’s impossible to do well in your role if you are not clear on your role and what your manager and key stakeholders expect of you in first 90 days. The best way to get clear on this is to draft first what you think it should be and ask them to provide feedback. This way you are driving the process, making it less work for them, and showing initiative 🙂

Goal 4: Draft vision and roadmap for your long term role

This one may not apply to all professional jobs. However it definitely applies if you are more experienced and got at least a manager job. It’s important to demonstrated your strategic thinking and planning skills in the first 90 days.

This draft at 90 days doesn’t have to be perfect. It’s meant to be directional. It will also help you scope your team resource plan in case your role is also to build out a team. I included this one in here as this is relevant to my role in this new job 🙂

Goals 5: Deliver at least 1 quick win

You are unlikely to know what this is in the first week or month of your job. Your manager may not know either. The point of this goal is to make sure you look out for opportunities to deliver something concrete in the first 90 days. This is in addition to the draft strategic plan and roadmap from goal 4. That’s already expected for a manager level role.

This “quick win” can be something that only takes you part of your time. The goal is to find opportunities to help your manager or your team with something short term. It demonstrates teamwork and will definitely boost your reputation.

At the end of the first 90 days, you want your manager and your colleagues to feel super positive that you joined the team. With a draft vision and a quick win under your belt, you are also showing that you are both strategic and can deliver. 🙂

For more in-depth advice on your first 90 days, checkout the review of this book – The First 90 days by Michael Watkins.

Your comments: Do these tips help you? Let me know any questions. If I missed a good tips for the first 90 days, please share. I look forward to your comments and questions.

Your comments: Do you have an inner voice that tells you that you are not enough? Do you where it comes from and how to ignore it? I look forward to hearing from you.

Like this article? Please share it with your friends and colleagues on Facebook, Linkedin, Twitter, etc…

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Best wishes to your first 90 days. You will knock it out of the park!

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Cheat Sheet – The First 90 Days

“I like work: it fascinates me. I can sit and look at it for hours.” — Jerome K. Jerome

Have you read The First 90 Days , by Michael Watkins?

Maybe you’ve you read The First 90 Days , but the real question is, how do you “do” The First 90 Days ?

The Survivor’s Guide for Success at Your New Job

The First 90 Days is basically a survivor’s guide for leaders in how to hit the ground running when they start a new job.   Rather than “sink or swim”, it’s a systematic way to survive and thrive in your new role.

The beauty is, The First 90 Days really helps you thrive on the job whether you are new to the job, or have had the job for a while.  It helps whether you lead teams or are a one-man band.   It’s one of the best books that demystifies what it means to be effective in terms of self-leadership, team-leadership, and organizational leadership.  It’s the corporate warrior’s playbook for success.

Cheat Sheets for New Job Success

I figured that what I put together would be helpful for a broader audience, so here is my playbook for actually putting The First 90 Days into practice.    It’s my cheat sheets and my notes on how to turn it into action.

Note that even with my cheat sheet, I still need to regularly dive deep into the book so I can really understand the “why”, the “how”, the “when” and make the most of the habits and practices.  It’s a powerful framework that takes a lot of practice to really learn how to do well.  The good news is the framework is a friend for life and will serve you well.

The Five Propositions

According to Michael Watkins, the five fundamental propositions form the foundation of the approach to transition acceleration:

• The root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and the individual, with his or her strengths and vulnerabilities.
• There are systematic methods that leaders can employ to both lessen the likelihood of failure and reach the breakeven point faster.
• The overriding goal in a transition is to build momentum by creating virtuous cycles that build credibility and by avoiding getting caught in vicious cycles that damage credibility.
• Transitions are a crucible for leadership development and should be managed accordingly.
• Adoption of a standard framework for accelerating transitions can yield big returns for organizations .

The 90 Day Plan for New Job Success

This is my distillation of the 90 Day Plan for new job success.  I like to have a bird’s-eye view.  Here it is:

The Backbone of New Job Success

To be effective in applying The First 90 Days, you need to know what the backbone of The First 90 Days actually is.  According to Michael Watkins, the backbone of The First 90 Days is:

• Promote Yourself
• Accelerate Your Learning
• Match Strategy to Situation
• Secure Early Wins
• Negotiate Success
• Achieve Alignment
• Build Your Team
• Create Coalitions
• Keep Your Balance
• Expedite Everyone

The formula is a powerful one.  Basically, you are learning the lay of the land, while creating momentum, and making impact.   This sets the stage for your credibility, as well as forces you to build effective relationships within your ecosystem.

Key Practices for New Job Success

Here is a map of the key practices for new job success, according to Michael Watkins.  I use the map to help remind me how to implement The First 90 Days, and to check where I’m at in terms of applying proven practices for effectiveness on the job:

My Favorite Practices for New Job Success

There are a lot of practices to learn and absorb.  If I reflect on the ones that I use the most for the greatest impact, they boil down to this:

• STARS (Start-up, Turnaround, Realignment, Sustaining Success)
• The Five Conversations (situation diagnosis, expectations, style, resources, personal development
• Build your advice and counsel network (technical advisers, cultural interpreters, and political counselors)
• Identify challenges and opportunities
• Secure early wins
• Setting up action-forcing events
• Identifying supporters, opponents, and convincibles
• Leverage “teachable moments”
• Make waves of change
• Structured reflection

As you can see, there is a lot of synergy across the practices.   When you read The First 90 Days, be sure to pay extra attention to the language of STARS and think of it in terms of a lens across people, process, and product.   Each of those can be a in a very different situation, and the better you understand the landscape, the more effective you can operate.  For example, if you think that the product is in a Start-Up, but others think of it as a re-alignment, that can cause some serious problems in your effectiveness.  Once you understand the lay of the land, you can better bridge where things are, with where you would like things to be.

Be sure to check out The First 90 Days as a way to change your game and improve your workplace effectiveness.

If you have any stories or insights from applying The First 90 Days , I’d love to hear them.

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How to create a 90-day plan for new hires

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Writer, Editor, Beard Puller

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5-second summary

• A comprehensive 90-day plan doesn’t just set expectations for new hires – it makes them feel welcome and included.
• Using the “buddy system” can make a 90-day plan even more effective.
• Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve; so much information to absorb, so many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set your new teammate up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a strong team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using these templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

What is a 90-day plan?

Our definitive, road-tested virtual onboarding checklist

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

A 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and checkpoints for follow-ups on their progress.

Ideally, a 90-day plan should:

• Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
• Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
• Orient the new employee to company and team culture by emphasizing relationships and shared objectives
• Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

• How can you use this plan to help a new team member succeed?
• What quick wins can they ship to gain momentum?
• Who are the key stakeholders this person needs to know about?
• Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
• What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use a kind of buddy system. Buddies show new teammates the ropes, introduce them to other Atlassians, and act as go-to resources for questions.

The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to create a 90-day plan

Generally speaking, there are a few organizing principles to focus on.

• 90-day plans are often broken into three phases: Days 1-30, Days 30-60, and Days 60-90.
• Don’t overwhelm your newbies! You can’t learn everything there is to know about a job or a company in three short months. Focus on what matters most, and what’s realistic in the timeframe you’re working with.
• Consistent, frequent check-ins are very important, since you’ll be defining goals for what should be learned or delivered in each phase.
• Both the new hire and their manager should feel empowered to give honest and timely feedback (about systems, company habits, points of uncertainty, you name it) – don’t wait until the 90 days to clear up any points of friction.
• Don’t underestimate the power of open communication – it can mean the difference between clarity and confusion or empowerment and ineffectiveness.

90-day onboarding plans are good for your company culture

A 90-day plan isn’t just a task list – it’s the foundation for working together, learning together, and understanding team and company culture.

At Atlassian, we don’t think of a new hire’s first 90 days as a trial period or proving ground. Rather, we encourage an emphasis on knowledge gathering and sharing and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead.

Regular check-ins, honest feedback, and the support of learning (and failing), help establish a bedrock of trust, which should underpin all team and company interactions – during the first 90 days and beyond.

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First 90 Days In A New Job Presentation Template

First 90 Days

Transcript: Tom Swift 04.07.22 First 90 Days 90 Day goal To have business ready proposal for initial system changes and a two year technological change road map. 90 day goal - Increase Medecator+ Sales - Improve Medecator+ functionality and user uptake - Realise new financial benefits through new technological opportunities Initiate business sign off for first system optimisation Initiate business sign off for first system optimisation To present a two year technological change road map To present a two year technological change road map Integration - First 45 days First 45 - Current Business standing and setup - AAH operations - Hospital operations - Key Stakeholders and stakeholder mapping - Current customer engagement strategy - Aligned IT and Development teams - Introduction and collaboration on current AAH IT projects - Current change process / implementations of system change Understanding current business operations Induction support Induction Key reporting lines Business overview Stakeholder introductions Weekly project governance & Check ins What changes can we make? Understand our opportunities building our Future - System Gap analysis - Current Benefits realisation model - User feedback - Business change readiness - Opportunity and associated risks - Current business risk assessment - competition offerings / comparisons - Exploration of ideas / realistic expectations of internal IT parties - Change impact assessment - Stakeholder engagement - Build initial business case for first proposal Road map - Repeat orders - Suggested orders - GPHC / MHRA updates - Product Recalls - Specials

Transcript: Financial performance Operational Efficiency & Effectiveness Customer Satisfaction Growth First 90 Days Measures that tell us how the business is trending and performing in an instant EMPLOYEES Comms & Transition plan Morning Tea with the NEW guy Profile LT & Board members Visit Jobs CUSTOMERS Top 5 SYSTEMS SAFETY Enabling systems that increase effectiveness or efficiency and build value in the business PEOPLE "Right People, Right seat on the bus, Going in the Right direction" Operational Systems Performance Management Finance Systems Safety Systems IT Systems STAGE 1 (0-90 Days) - UNDERSTANDING, Where are we now? STAGE 2 (90 -180 Days)- PLANNING & STRATEGY, Where are we going? STAGE 3 (180+ Days) - CONSISTENCY & GROWTH, Preparation meets opportunity! History of safety performance Embedded safety culture Steve Covey "Seek First to Understand before being understood" What are we doing today? What can go wrong? How do we prevent it? PERFORMANCE INDICATORS

Transcript: First 90 Days As Home Manager Phill Seddon CQC Report CQC Report Investigate what has been put in place since the inspection. The Key area identified. 1,Infection Control 2, Audits 3, Health and Safety . Infection Control Infection Control 1,CQC inspection November 2020 Rated Good. 2,Infection Control Team. 3, Health and Safety Team. 4,Change of Practice. Audits & Care Plans Audits & Care Plans !1, Audits from the previous 3 months. 2, Trends analyst 3, ROTD Audits checklist. Observations of Practice Observation 1,Observations and spot checks of care on Days and nights and 2, Spot Checks on Kitchen and Housekeeping. 3, Daily Manager Walk Rounds 4, Daily Stand Ups with Heads of Departments. Residents and Families Residents and Families. 1, Introducing myself to Residents. 2, Introducing myself to Residents families. 3, Residents and Family meeting. Outside Agencies Outside Agencies 1, CQC 2, CHC 3, Safeguarding Team 4, Social Worker

first 90 days

Transcript: First 90 days Aliya Kunyazova WHY WE ARE HERE? WHY WE ARE HERE? Sponsor: Maria G Content Owner: Aliya K. Time allocated: 60 min Facilitator: Maria G. PURPOSE Purpose of the session Engage MT in the leadership journey conversation, get advice and support required. For the MT is to get visibility on the newly recruited talent progress and development OUTCOMES OUTCOMES What specific outcomes do we want? MT provided feedback/support needed, got visibility on talent What decisions are required? Support requested AS A RESULT OF THIS SESSION I WOULD LIKE YOU TO: We have a unique opportunity to grow CM expertise on the market for the next 2 years with right mindset, set up and choices! We set up our talents up to success! THINK: RESULT INSPIRED, ENERGIZED & COMMITTED TO SUPPORT! FEEL: Provide feedback and align on support requested DO: Agenda About me My journey so far My priorities for 2020 Challenges and support needed from MT AGENDA ABOUT ME IF IT DOES NOT CHALLENGE YOU IT DOES NOT CHANGE YOU! JOURNEY SO FAR WORK-LIFE BALANCE OPEN DEVELOPMENT FUN ON-BOARDING WOW ADAPTATION SUPPORT MEETINGS FEEDBACKS GLM CHALLENGE 1:1 STRESS GREAT PEOPLE PEOPLE 1. High quality PDP of direct reports 2. Synergize the team: CM weekly, CMTM monthly 3. Work load allocation among team members PEOPLE BUSINESS BUSINESS New approach to customized activities Optimized approach to CAM Structured and effective WOW process with progression Understanding of category and our performance Operational: CM GM Day, in absence of CAM KZ leading Top 2 clients in KZ from CM side, supporting Aidai in Bel. Personal Development opportunities OPPORTUNITIES FROM: New to Mars, not familiar with the policies, practices, org structures, doesn't know how things are done thru formal and informal networks. ORGANIZATIONAL AGILITY TO: 1. Understands and lives Mars culture 2. Knows how to get things done both through formal channels and the informal network 3. Understands the origin and reasoning behind key policies, practices, and procedures FROM: Has LM experience outside of Mars, but 1st year LM at Mars GLM TO: Effectively utilizes all steps of GLM. MY PURPOSE AND PRIORITIES FOR 2020 PRIORITIES 2020 WHY Customer Marketing team, Leverage growth opportunities in the channels and customers by translating category, brand, shopper and customer insights into strategies, plans, tools and capabilities that deliver excellence in activities execution HOW FROM: low functional capabilities & customer centricity TO: To a team consists of subject matter experts with customer centric mindset 1. Recruit, grow Customer Activation Managers with high learning agility, invest on functional & customer expertise 2. Build customer centric CM within Mars 3. Create strong network with Lead Market, Regional Team and Global team WHAT 1. From 2 Customer activation strategies to Customer activation strategies for all SP accounts, combining Mars & Customers strategies 2. Set up CM for long term success: knowledge management, new channels development, talent development 3. Engagement (placement of team, team spirit, wow, network with regional&global team) CHALLENGES & SUPPORT NEEDED

First 90 days

Transcript: Day to day / regular Systems Team Gaps / Efficiencies Staffing & Outputs FUTURE UNDERSTANDING Objectives Vision for finance function Annual timetable Company Performance Issues/challenges Set expectations

Transcript: Kaitlynn Riley 03/22/2021 90 Day Plan Training Plan One day at a time Address common issues I experienced Learning from your staff It's a two way street! Ensure coordinators are educated on vet care/animal welfare Reach out to department heads for my own training/development Training Plan Microsoft Programs OneNote or Excel Spreadsheets Easy access to information Response templates for text/email OneNote & Excel Employee Strengths/Weaknesses Employee Strengths/ Weaknesses Use to team's advantage Recognition Regular feedback Call data Daily goals/focuses Be open to new ideas Relationship Building Simply introduce myself and program Regular meetings Common issues encountered Monitor information requested on calls Relationship Building Anticipated Priorities Anticipated Priorities Scheduling Adoptions Animal surrender Food pantry Measuring Success Measuring Success Regular meetings within organization Community feedback Employee feedback Leadership Lead with positivity Be understanding Check-ins Employee growth Acknowledge team success Leadership GOAL 1 Goal 1 Stellar employee retention GOAL 2 GOAL 2 Counsel employees before something becomes problematic Conclusion Great and necessary additon to organization Must be implemented successfully to properly assist clients Conclusion

Transcript: The Road Ahead You've been offered the position... Job Offer CONGRATULATIONS! Next Steps: Confirm Availability Negotiate Pay Accept Position Title How to Negotiate Salary: Let's Talk Pay... - Many workers in WA earn Paid Sick & Safe Leave - Wage Theft is illegal - don't work off the clock, you are owed what pay you agreed to - All workers have a fair chance to apply for a job without being asked about their crimial history right away "A famous study done by Linda Babcock for her book Women Don’t Ask revealed that only about 7% of women attempted to negotiate their first salary, while 57% of men did. Of those people who negotiated, they were able to increase their salary by over 7%." Title Seattle's minium wage increases every January 501+ Employees = $16.00 500 or fewer Employees = $15.00 or $12.00 + $3.00 in tips/medical benefits Title Title Title Title Welcome to the HR Office Meet HR New Hire Paperwork I9 W2 Company Policies Other Forms New Hire Paperwork What you need: 2 forms of ID VOIDED Check/Letter from your bank Permits Pay Checks Let's talk PAY How do will I receive my paycheck? When will I get paid? ADVOCATE: Can you help me understand the deductions? BENEFITS Additional / Not all Employers: - Dental insurance - Vision insurance - Retirement benefits or accounts (401K) - Healthcare spending or reimbursement accounts, such as HSAs, FSAs, and HRAs. - Long term disability insurance Basic Full-Time Benefits: - Paid time off (PTO, sick days, and vacation days) - Health insurance - Staff Meal On-boarding "let's get situated..." On-boarding New employee on-boarding is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly. Work Place Culture: Company culture refers to the personality of a company. Company Culture It defines the environment in which employees work. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals. Training New Staff Training It is the process through which new hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. Writer, Producer, Director & Star The first 90 days of a new job is an evaluation period Month 1 The employer is looking for you to deliver on the promises and claims you made in your interview Month 2 How quickly can you get up and running and start contributing? Can you maintain the work ethic you showed at the start? Month 3 Entering a new job, position or career can be challenging... Learning Systems Who will help you get acclimated? How are you going rise to your greatest potential? Staying Hired or Ask For Feedback Timeline Be Prepared HIRED Be On-Time Maintain Stamina Getting Fired Sleep. Eat. Take Care of Yourself. "Early is on-time, On-time is late" Ask how you can improve What pieces do you need to be successful? 90 Day Goal! 90 Days on the Job completed! so, whats next? Next Steps: Next Steps Benefits - speak to HR or managment to sign up Feedback - speak to your manager for strengths & challenges Career Development - what opportunities are available to me? what am I interested in pursuing? Reflect on your success Personal Development Challenge yourself Set healthy boundaries Speak with your mentor or Career Specialist

Transcript: Thank You! How Penicillin was discovered Penicillin Sir Alexander Fleming was studding a bacteria in culture dishes. He noticed that a mold called Penicillin was also growing in some of the dishes. A clear area existed around the mold because all the bacteria that had grown in this area had died Energy might be the most important thing in our lives. we use it for almost everything,but what is energy, energy is the strength and vitality required for sustained physical or mental activity. There are lots of types of energy some are shown in the image Energy Energy The periodic table is a table of the chemical elements arranged in order of atomic number, usually in rows, so that elements with similar atomic structure (and hence similar chemical properties) appear in vertical columns. Periodic Table Periodic Table Chemistry is the branch of science that deals with the identification of the substances of which matter is composed; the investigation of their properties and the ways in which they interact, combine, and change; and the use of these processes to form new substances. Chemistry Chemistry

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Federal Reserve’s preferred inflation metric rose to 2.7% in March

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Claire Jones in Washington and Harriet Clarfelt in New York

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US inflation rose to 2.7 per cent in the year to March, another sign that price pressures remain stubbornly high, complicating the Federal Reserve’s plan to cut interest rates this year.

Friday’s data on personal consumption expenditures, the Fed’s preferred gauge for measuring inflation , surpassed economists’ expectations of a slight increase to 2.6 per cent from 2.5 per cent in February.

The unexpected rise is likely to increase traders’ doubts about that the Fed will lower interest rates this summer, with US mortgage and other borrowing costs expected to remain high in the run-up to November’s presidential election.

“Inflation is hot, it’s getting sticky and more broad based,” said Diane Swonk, chief economist at KPMG US. “Those are three things the Fed doesn’t want.” 

The figures come a day after data showed the US economy grew far more slowly in the first quarter than expected, while inflation for the quarter remained above the Fed’s 2 per cent target, prompting a sell-off in equity markets and a jump in Treasury bond yields as traders pared back rate-cut bets.

Markets reversed some of those moves on Friday, with the S&P 500 index closing up 1 per cent, while the technology-heavy Nasdaq Composite rose 2 per cent, helped by powerful gains for Google parent Alphabet .

Moves were more muted in government bond markets, with the policy-sensitive two-year yield broadly flat at 5 per cent and the benchmark 10-year yield 0.04 percentage points lower at 4.67 per cent. Yields fall as prices rise.

The rise in inflation in March was largely due to a jump in petrol costs, as tensions in the Middle East pushed up oil prices. Further energy cost inflation would bring a risk of “cyclical stagnation” to an otherwise strong US economy, said Freya Beamish, an economist at TS Lombard.

“If oil is pushed to $100 [per barrel], for predominantly supply-side reasons, this could coincide with a wobble in US labour markets, which is already in the pipeline,” Beamish wrote in a note. Brent oil futures were trading at about $89.50 a barrel on Friday and are around 18 per cent higher this year.

Core PCE, which excludes volatile food and fuel prices, remained at 2.8 per cent in March, compared with an anticipated fall to 2.7 per cent.

The latest economic readings are a blow to US President Joe Biden, whose re-election campaign has stressed the steady decline of inflation, which hit a multi-decade high in 2022, alongside the continued strength of the American economy and job market.

Lael Brainard, the director of the White House’s National Economic Council, reacted to the data by saying that “while inflation has fallen more than 60 per cent from its peak, today’s report reinforces the importance of our ongoing work to bring costs down”.

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She said the Biden administration had taken measures to lower prescription drugs costs, stop big companies from imposing excessive fees on customers, and expand housing supply.

But Biden himself recently said he expected the Fed to begin cutting rates this summer.

“The last three months of US inflation have really jumped up and smacked the Fed in the face,” said Ajay Rajadhyaksha, global chair of research at Barclays.

Futures traders are now only fully pricing in the first quarter-point cut by the Fed’s meeting on November 6-7, just after the presidential election.

US borrowing costs are at a 23-year high, while the PCE index has been above the central bank’s 2 per cent goal since March 2021.

“We’re probably going to have sticky inflation from here,” said Tim Murray, multi-asset strategist at T Rowe Price. He argued that price pressures were being fuelled by factors such as demand for chips, semiconductor materials for artificial intelligence and clean energy.

“The news is not good,” he added. “If you look at things on a year-over-year basis, pretty much every way you look at it, it looks like the trend is sideways to slightly up.”

Additional reporting by James Politi in Washington

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