90 day plan presentation for interview template

Successful 30-60-90 day plan

Learn what a 30-60-90 day plan is. Discover how to write your plan and stand out in an interview. Bonus: template with examples for managers.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 27, 2021 · updated July 10, 2024

17 minute read

A 30-60-90 day plan can help you prove to a new employer that you know your role within a new company. It demonstrates that you understand the position’s responsibilities and are prepared to tackle them, starting on day one.

A successful plan also helps you to better adapt to your new role and work environment.

What is a 30-60-90 day plan?

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A 30-60-90 day plan is a formalized document containing intents, goals, and actions that a new employee plans to execute to maximize his efficiency in a new role.

A 30-60-90 day plan can be used in any position or company.

For a regular employee, a 30-60-90 day plan is a way to show the interviewer that you know what to do and have a plan for this new role . It is a type of preparation that a prospective employee might opt to create before their interview, or it might be something an interviewer requests applicants to create.

For executive positions, the purpose of the plan is the same, the only difference is the scale of the plan, or the department level that it would apply to. A prospective manager would prepare the plan to show what they will do to succeed in the role.

The plan should demonstrate that new employees are able to set goals that are in line with the company vision.

This plan is ideal for those who are seeking to make a strong positive impression during an interview.

It demonstrates what you will bring to the job, highlights your seriousness about the position, and shows that your goals dovetail with those of the company.

No matter the level of the role, a strong 30-60-90 day plan can be an asset during the interview process.

Regular level employees can show the value that they will bring to the team, and higher level employees can demonstrate how their leadership will create positive effects within their team or department.

Many hiring managers want to see that their new hires are serious about their jobs and career. This plan gives insight into how a new hire plans to fulfill the goals of their new role, their understanding of various processes and how they tackle challenges.

While it is most commonly used for those who are beginning new positions, it can also be used to work on a new project. The same template can be helpful to set actionable goals and achieve them in regards to a new project that you are working on.

Career development plan template

This template helps employees and leaders plan together for career growth: set goals, assess skills, and make a plan.

A 30-60-90 day plan is a helpful tool for both the candidate and the organization.

When a candidate writes a good plan, they demonstrate competency, while potentially impressing hiring managers.

The organization can then use the plan to judge the potential candidate for suitability within the role, department or team.

Here are a few of the benefits of creating one:

1. Increased chances of being hired

Because you will be doing your homework before the interview, it proves that you are a committed team player.

This often impresses your interviewer and can give you a larger chance of being hired.

2. Positive impression on the interviewer

If you are a new employee or a potential hire, a 30-60-90 day plan can show to your employer that you know what you are doing. It demonstrates that you have a plan in place.

Prepare it prior to your interview even if your interviewer doesn’t request one.

3. Smooth onboarding

Starting a new job can be rough sometimes. A 30-60-90 day plan helps you to better integrate yourself into a new team and makes a smoother transition for you.

In creating this plan, you will have to research the role, the tasks you will be assigned, and set out plans for completing them.

In doing so, you’ll be formulating solutions, considering the best plan of attack, and gaining a deeper understanding of the job. This will help set you up for success from day one.

4. Increased productivity

Because you will have a clear goal to work toward in your first 90 days, you have better focus and increased productivity.

Each day, you should know exactly how your tasks fit into the bigger picture of your 30-60-90 day plan.

There are four key areas that should be included in your 30-60-90 day plan:

• Personal goals
• Actions and metrics

In each phase of your plan, you should have something that you are focused on learning.

This might mean meeting with your team to understand their pain points. It might mean learning the ins and outs of your company’s product to make better sales pitches.

Particularly in the first 30 day phase, you should be doing a great deal of learning.

This is part of your plan that should start to take shape. In what areas can you improve performance (either your own or the company’s)?

This should help you to better align your personal responsibilities with the mission of the team you work with.

Start to narrow down what the priority is so that you can better set personal goals in the next section.

This is the best place to mark down exactly what you want to accomplish.

Make sure that you have some insight into your goals and why they are essential to achieve.

This helps to keep your focus clear and doesn’t allow you to lose sight of the company’s mission.

Action and metrics

This is the stage where you determine how you will measure your progress toward your goals.

How will you know when you have achieved a goal? It is important to have specific qualifying action steps behind each one of your goals so that you do not lose momentum.

• If you want to improve your sales pitch, then you might sit in on a sales call with a seasoned salesperson three times this week.
• If you want to reduce the budget, you might have a goal to spend 10 percent less on office supplies.

Whatever your goal is, you need to have an action step associated with it to help you measure your progress.

During the first thirty days in your new position, you spend as much time as possible learning about your company processes, your team, product or the services you sell. This might involve things like:

• Interviewing team members to assess their strengths
• Joining staff on sales calls to learn more about the product or service
• Interviewing customers to learn more about their needs
• Spending time with customer service to determine where your product or services fall short
• Pinpointing current goals and seeing if progress is being made
• Reviewing the budget

Once you have a firm grasp on who you are working with and how you are expected to perform, it is time to implement new aspects of your role.

For regular employees , the focus should be stepping more fully into your role. You have taken the time to learn what that role is, now you should be beginning to deliver results and reaching good working performance.

For higher level employees , like executives or managers, you will start setting new goals for your team. Create goals based on the information you learned during the first thirty days. This is the time for you to share your new goals with the team and start to hold them accountable for the changes.

Regardless of the level of your role, this is a time for you to set goals along with actionable steps you can take to achieve them.

All goals should be specific and measurable. You should also be able to achieve them within a specific timeframe.

TIP: Set a clear metric so you will know when you have achieved each goal.

For example, if your goal is to improve your sales pitch, you might have a metric of observing a more seasoned sales professional in a number of phone calls. You might also have them listen in on a few of your sales calls to offer constructive feedback .

As you move into the first ninety days of your position, you should be ensuring that your performance is in line with company goals and the goals for your specific role.

You should have a solid foundation of knowledge regarding your job, the ability to complete your tasks properly, and an understanding of how your performance helps the organization.

For employees, this is a prime moment to look towards leadership opportunities. Ask yourself ‘what path do I want to take with this organization?’ and begin to set yourself up for that journey. Take initiative and reach out to stakeholders who may be able to help you.

For management level employees, this is when you can start to make bigger changes. Look at the overall picture of your company or department and determine where changes can be made. Ensure that each team member is where they are supposed to be, review the budget, and replace ineffective processes with new ones.

Much like your goals set for the first sixty days, all goals here should still be measurable, time-bound, and specific. While this is bigger picture thinking, each goal should still be realistic and attainable.

While some hiring professionals will come directly out and ask you for a 30-60-90 day plan, many will not.

It is still an excellent idea to create one to show just how you will stand out in the workplace.

As you begin to write this plan, you should ask yourself: What changes would you make and how would you go about your new role in the first ninety days? This will help you create a solid plan that will impress hiring managers.

1. Identify the company’s mission

You can’t create a plan until you have a clear idea of what the company is looking for.

You should spend a great deal of time researching its mission, core values, and any information you can find on its current processes or products.

Each plan should be catered specifically to the culture of the company you are applying to work for.

2. Thoroughly understand the job description

You should tailor your plan to the position that you are applying for instead of overreaching your bounds.

You might have many ideas for the company as a whole, but pay careful attention to the job description.

• What is the role?
• What would your responsibilities be?
• What expectations does the company have?
• Is there a probation period?

3. Explain your plan thoroughly

When you head into an interview, you must prepare a copy of your 30-60-90 day plan.

It can be in the form of a PowerPoint presentation, slides, or paper.

However, you should do more than just slide it across the desk and hope that they understand it. Present it to the interviewer in detail.

4. Don’t be ashamed to brag

Present your plan in great detail.

When you discuss the goals you want to set, it is important to relate these goals to accomplishments you have had in the past.

What have you done that was similar at another company? Focus on your future at this new company but don’t forget about all of the amazing things you have done in the past!

5. Identify your priorities

Setting goals can be challenging if you aren’t aware of your priorities.

Why were you hired for this exact position? Maybe your goal is to solve a specific problem within the team, or perhaps you just need to be the best you can be with your current responsibilities.

Take a few moments to think about the bigger picture of what your job should look like, and then move forward from there.

6. Set measurable goals

All goals that make it onto your list should have a means for you to measure the outcome.

Make sure that you identify how you will measure success on each of the goals that you set.

Try to list quantitative data to support your goals, such as revenue increases, increased website views, and positive customer reviews.

7. Remember to course-correct

Sometimes, starting a new position or project can be overwhelming.

You might set up your plan with the best intentions, but things can change.

If a piece of your plan no longer seems relevant or helpful, it’s okay to have the flexibility to course-correct. Change up your goals if you need to.

8. Don’t be afraid to ask questions

You’ll never get to know your team members or your products unless you are willing to ask good questions.

Spend time with your interviewer or the company representative if they are eager to communicate with you.

Ask any questions you may have about your role and what is expected of you so that you can form clear goals for your plan.

If you are an executive or a manager who has direct reports, your version of a 30-60-90 day plan might look a bit different than a junior employee’s plan.

Here are a few tips to help you get started with your own plan.

1. Take time to learn about direct reports

During your first thirty days, you should be setting aside a large portion of your time to interview your direct reports.

Find out information about them as a person, such as their dreams and goals for their position.

• What are the pain points of their job?
• What barriers are there that stop them from achieving their goals?
• How would they solve those problems?

You should know what their strengths and weaknesses are so that you can see areas where they can improve.

In meeting with each person individually and attentively listening to them, you create a good impression, gain a deep, functional knowledge of your new department, and often will get insight on how to solve these problems.

All of this information can help you to see the current reality of the work environment.

As a new manager or executive, you might be able to help influence change in a way that would boost team morale and productivity.

2. Inform yourself

Consider this step as an extension of the previous one.

Not only should you gather all of the information possible from your recruits, you should spend a lot of time in your first 30 days reading reports, reviewing documentation, talking to other managers, and meeting with higher level executives.

This is the time to ask as many questions as you can, making notes on where you see issues or potential solutions.

3. Create an atmosphere of trust and alignment

During the first 30 days, work to gain the trust of those who will be working under you.

In many organizations, a new manager can represent a threat to how things work, and employees might be resistant to big changes.

You can build this atmosphere by making an effort to get to know them and listening to their thoughts, issues and solutions.

Never diminish the thoughts or opinions of your reports. If you think that they may be wrong, simply ask more questions to better understand their unique point of view. It could be that they are seeing a problem that you don’t.

By working hard at this, you can set yourself up to have a team that trusts that you will be working with their best interests in mind, as well as the organization’s.

4. Identify your strongest employees

By the end of the first 30 days, you should be able to pinpoint who your strongest employees are.

These people will form your A-team, and will be of great service to you.

These are the employees that you will want to include in important projects, as you can depend on them to drive other employees towards reaching their goals.

By having at least a few good employees who you can depend on, you can concentrate more easily on higher level issues, comfortable in the knowledge that your team will be fine without micromanagement.

Through this process, you should also be able to see where skills gaps are in your team, and begin identifying ways to close those gaps.

Plan out ways to invest in your team and grow their strengths.

5. Set SMART goals

Once you enter the second thirty days, it’s time to get some goals down on paper.

You have spent 30 days learning the lay of the land – now you should be in a position to identify issues and solutions.

Upon hiring, you will have been given a solid idea of what the organization expects of you.

After 30 days, you will be able to create actionable goals, begin implementing changes, and really stepping into your role.

6. Review processes

During the second thirty days, you should also be paying close attention to how the processes within your department work.

Often, a fresh set of eyes can see problems – and solutions – to processes that didn’t scale well, are no longer optimized, or otherwise simply don’t work as well as they could.

It is easy to get bogged down with ‘we’ve always done it this way’ and not see how change can be a positive.

As you learn how things are done, and why, you will likely be able to identify better ways of getting things done.

7. Implement changes to meet company goals

You should take everything you learned in the first 60 days, and implement changes in the final 30 days.

• Reduce bottlenecks,
• Implement new processes,
• Introduce new staff or training methods,
• Bring new ideas to achieve better performance.

From the executive level to the day-to-day management of your team or department, you should be leaning in, contributing what you can, asking questions, and generally participating to the best of your ability.

8. Identify your staffing needs

As you enter into your final 30 days, you should have a solid handle on how things are run in your department, and how capable your staff is.

Now is the time to take a close look at your staffing needs and see if they are being met.

• Are there bottlenecks in one department, holding things up for everyone else?
• Are there certain employees that need to take time for training before they can perform up to expectations?
• Could things be made smoother with new hires to help ease the workload?

Look at the short, middle, and long-term goals you have set. Create a hiring plan with those in mind.

9. Conduct regular meetings

Throughout this process, you should be checking in with your team on a regular basis.

You should have weekly meetings with your team to track progress and see how things are progressing on the goals set for the sixty- and ninety-day portions of your plan.

Depending on your work environment, these may be one-on-one meetings or a weekly team gathering.

Figure out what works best for your business, and then make these meetings a mandatory part of the company culture.

Try a 30-60-90 day plan template from Altassian in Trello.

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Free 30-60-90 Day Plan Template for Interviews

By Biron Clark

Published: November 8, 2023

Interview Preparation

Biron Clark

Writer & Career Coach

One of the best ways to stand out in your interview is to create a 90-day business plan (also called a 30-60-90-day plan) to show employers how you’ll help them in the first three months on the job.

Having a plan to learn the job and succeed quickly is going to set you apart from other candidates and make you more attractive to employers.

Let’s look at how to create a plan that will land you the job…

How to Create a 90-Day Business Plan for Job Interviews

I recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days.

So we’ll actually be creating a 30-60-90 day plan.

We’ll divide it into three periods, and you’ll outline different goals and milestones for each of the first three months.

I’ll help you do this below.

If you prefer to lump everything together into a single 90-day period, that’s fine too.

What to Write About in Your 30-60-90 Day Business Plan

In your business plan, you want to show the interviewer the following:

• You understand what the job involves
• You’re capable of quickly learning and performing the job duties
• You’re motivated to learn and do the work
• How you plan on learning and succeeding. Which specific steps will you take to reach your goals?

So let’s look at each 30-day period now, and what should go into each…

The First 30 Days

In the first part of your business plan, you’ll want to focus on training/learning.

The company likely has a training program (if you’re not sure, this is a good question to ask in the interview ).

So what is your plan to make the most of their training, and get up to speed quickly?

This could include reviewing and studying at home each night for the first week, staying 30 minutes late to review what you learned each day, finding a teammate to have lunches with, or finding a fellow new hire to review with (if you’re in a training class with multiple people).

Other things to talk about in the first part of your plan:

• How will you learn about the company’s products/services ?
• If you’re new to this industry, how will you learn the industry/market overall?
• How will you learn this company’s systems and procedures? (They might have an employee booklet you can review, so include some time to review this in the first 30-day period of your business plan.

Your goal in this section is to show them you have a detailed plan and a lot of motivation to learn the basics of the job and understand how they operate quickly.

The Next 30 Days

The next 30 days should focus on how you’ll learn and improve by “doing”.

By now, you should be able to start using what you’ve learned to perform some of the job duties on your own.

You might be interacting with team members, customers, etc. (this will depend on your specific position)

And while learning is still a focus here, you want to show them that you plan on being ready to work hands-on and learn in a real-world environment.

Also, a big part of this section should be getting feedback from your manager to see how you’re progressing.

What is your plan for checking in, receiving and organizing feedback, and using it to improve?

Most new employees wait for their manager to set up a meeting to review their performance…

Show the interviewer that you’re different – that you’ll take initiative and be responsible for this yourself.

Employers love when a job candidate seems proactive and self-starting.

The Final 30 Days

In the final 30 days of your 90-day plan, you want to show the interviewer that you’ll be ready to use everything you’ve learned to work independently.

You’ll be up-to-speed, contributing to the team’s efforts, and not requiring any more supervision/help than anyone else on the team.

You may also want to talk about ways you’ll go above and beyond the basic job duties now.

This could include looking for processes that can be improved, finding new ways to help the company get more customers, etc.

Also, you can still include steps for getting feedback and continuing to improve.

But it should be less of a focus here. The main focus now should be on contributions, independent work, and “taking off” with what you’ve learned.

What will you be able to do for them? What will you be contributing after 90 days?

Using S.M.A.R.T. Goals

When talking about a specific goal or objective in your 90-day job interview plan, try to use SMART goals whenever possible.

SMART goals are:

Saying, “I plan on being very good at serving customers after 90 days,” doesn’t say much.

However, it sounds a lot more impressive if you say something like, “At the 90-day mark, I plan on achieving 120% of the monthly goal for customer service calls taken, and I will achieve a customer satisfaction rating of 98% or greater.”

Using “Learning Goals” and “Performance Goals”

One strategy I’ve seen used very effectively is to divide your main goals for each 30-day period into two different categories: Learning Goals and Performance Goals.

You’ll have more Learning Goals than Performance Goals in the first 30-day period.

Then, as you move through the plan, you’ll gradually shift to having more Performance Goals, and fewer Learning Goals (but still some!)

You can also add one or two personal goals, such as having lunch with one new team member per week, or visiting the gym after work two nights per week to stay healthy.

Don’t worry if this sounds complicated. Coming up soon I’m going to show you a full example of a 90-day plan for your interview, that you can copy. 

And in that sample business plan, you’ll see the three different categories laid out (Learning Goals, Performance Goals, and Personal Goals).

Creating and Formatting Your 90-Day Plan

If you’re comfortable making a good-looking document in Microsoft Word, Google Docs, or some other word-processing software, feel free to use that to create your 30-60-90 day business plan.

Otherwise, I’d recommend using Canva.com .

The website has great templates for creating a PDF, and it’s free to use. I use it myself for creating images and PDF guides for this blog .

Make it EASY to Skim and Read

I’d keep the whole document to 1-2 pages maximum.

It’s an outline/presentation, not an essay. 

Try to avoid long paragraphs and giant blocks of text with no spacing.

Make it skimmable and easy to read.

Use headers, bullets, etc.

Here’s a full example of how you might lay out your 90-day plan…

30-60-90 Day Plan Template/Example:

0-30 Days: (Write your main focus and objective here. The priority should be learning and getting up to speed on the basics as quickly as possible. What will you need to learn to perform well in the job, and how will you learn it?) Learning Goals: Learn the company’s entire product offering Study the top 3 competitors’ product offerings to understand strengths/weaknesses Review training manual, and bring any questions to direct supervisor before the end of month 1 Listen to at least 4 sales calls per week with senior team members Learn all industry terminology so I’ll be ready to communicate effectively with prospects and customers Meet with supervisor at the end of each week to discuss progress, questions, and results achieved Performance Goals: Score 100% on the training manual examination on week 3 Personal Goals: Get coffee with each team member before the end of the first month 30-60 Days: (Write your main focus for the next 30 day period here. You should still be learning, but the focus now shifts to taking what you’ve learned and using it in the real world. You want to start doing the work and learning through experience). Learning Goals: Continue listening to 4 sales calls per week with senior team members Find team members to listen to at least 10 of my sales calls per week and provide feedback Meet with supervisor twice per week to ensure I continue learning and progressing as quickly as possible. This will include reviewing my sales call results and the tactics I’m using and working on as I listen to team members Take one free LinkedIn Learning course to improve my sales skills outside of work hours Performance Goals: Conduct a minimum of 12 sales calls per day Convert one sales call per week into a customer Qualify leads and do thorough research of potential clients before calling, so that at least 80% of prospects I speak with are fully-qualified for our products Follow up with each potential prospect/lead within four business days of initial conversation Personal Goals: Have at least two lunches with Supervisors or Team Leaders from other departments to grow my network and better understand how other areas of the organization work. 60-90 Days: (Now you’ll want to show that you’re ready to produce at a high level and be a valuable member of the team. Your learning is never fully done, but this section should talk far less about learning, and really focus on demonstrating what you’ll DO for the employer after 90 days on the job.) Learning Goals: Meet with supervisor once per week to track progress and continue learning sales tactics Performance Goals: Conduct a minimum of 25 outbound sales calls per day Convert 4 sales calls per week into customers Qualify leads and do thorough research of potential clients before calling, so that at least 90% of prospects I speak with are fully-qualified for our products Ask for referrals after each completed sale, and/or after determining a sale is not going to occur. Goal: Obtain five qualified referrals per week and contact each referral within 24 hours. Personal Goals: Join the gym and go every Monday, Wednesday, Friday for one hour minimum.

You can alter this example however you want. This is just one way to set up your 30-60-90 day plan for a job interview.

If you invest the time into creating a plan like this, it will make you stand out and will boost your chances of receiving a job offer.

And once you’ve created a template for yourself, you can re-use it for multiple interviews by changing the basic details to match each job.

How and When to Show Interviewers Your 90-Day Plan

The best time to mention your 90-day plan is at the beginning of the interview.

As you sit down, mention that you brought it by saying something like this:

“By the way – I put together a 90-day plan demonstrating some of the ideas I had for what I could accomplish in the first 3 months in the role. Whenever you think it fits well into the conversation, I’d love to show you some of what I was thinking.”

Now they’re immediately impressed with your preparation and effort, and they can decide whether they want to look at it immediately or discuss your 90-day plan later in the interview.

Either way, you won’t have to constantly think about finding the right to mention it, and you’ll make a fantastic first impression to begin your interview. 

The “Hidden” Benefit of Creating a 30-60-90 Day Plan for Interviews

The steps and free template above involve some work, so you may be thinking, “Is it really worth creating my 30-60-90-day plan for my interview?”

In case you’re on the fence, here’s one of the biggest benefits that you may not have realized.

Creating your plan doesn’t just show hiring managers you’re motivated and ready to hit the ground running.

It also better prepares you for the interview, and for responding to all of the questions that they’re planning on asking you.

You can’t create a 90-day plan without researching the team and company, reviewing the job description, etc.

So you’re going to have a big advantage throughout the interview in terms of showing your new manager that you grasp the role and know what’s needed in the first 30 days, 60 days, and beyond.

You’ll be able to ask better and more unique questions in the interview , too. While other candidates are asking simple questions like, “What is the company’s mission?” or, “What are the typical working hours?” you can ask advanced questions like:

“As mentioned in my 90-day plan, I’d like to be able to contribute <key goal> within the first 60 days. To do that, I’ll need to absorb as much information as possible in my first month. Can you share a bit about what type of training is provided to new hires, and what type of feedback I’d get from my new manager and team as I learn the fundamentals in those first 30 days?”

The bottom line is:

By creating a 90-day plan for your job interview, you’ll not only impress the hiring manager with your effort, but you’ll also be much better prepared for the interview as a whole so that you can land a new job faster.

Employers will see that you’re focused on being a high performer when starting a new job and that you’re already well-informed about the role and their needs and ready to contribute at a high level as soon as you’re hired. This will impress any hiring manager.

About the Author

Read more articles by Biron Clark

4 thoughts on “Free 30-60-90 Day Plan Template for Interviews”

Thanks for the generous guidance. I have a job interview coming and they said they will send me the topic for creating a 30-60-90 plan the day before the interview, but never created one before, so this was very, very useful!

Is there a template please that you have

This is very timely information. I was asked to bring a 90 day plan to my face to face interview later this week. Thank you!!

Hello have you got an example of your presentation x

Comments are closed.

How to Give an Interview Presentation That'll Convince the Entire Room You're the One

As your career advances , you’ll find that closing that final interview with a bang and subsequently getting an offer takes more than strong answers, recognition of a good fit, and great chemistry with the hiring team.

In fact, for many higher-level jobs, you can probably expect to present some of your intellectual property. This is an opportunity for your future leadership team to see what they’ll really be getting if they hire you.

One smart way to differentiate yourself as a candidate is by developing a solid 90-day plan if you’re asked to present something in your final interview. This is an opportunity for you to articulate how you’ll show up to solve the problems the employer is hiring you to manage.

A 90-day plan shows the employer three key things: your understanding of the mission for which you’re being hired, evidence that you have the goods to make your manager look like a rock star for hiring you, and your ability to plan and execute quickly to make an impact for best results.

As you move up and your title changes, your time to deliver results is intensely scrutinized, and at a more accelerated rate. The truth is, you’ll have approximately 90 days to prove you’re an asset to the company. With that said, here’s what employers are looking for:

1. Clear Priorities

After an in-depth interview or two, you should have a very clear idea of the specific things you’ll be expected to deliver and how hot each issue is. You want to learn the pain points that are keeping the employer up at night.

Based on the interviews you’ve had, the research you’ve done, and the questions you’ve asked, you should be able to smoothly articulate the most important issues and priorities that you’ll address in the first 90 days.

2. SMART Actions

As you build your presentation out, you’ll want to include specific tasks you plan to accomplish and in what timeframe along with what people or resources you expect to need in order to make those things happen. Use the SMART acronym: Set goals that are specific, measureable, attainable, realistic, and time-bound. No time like the 90-day plan for that. And all of your actions should tie back to the priorities you’ve identified in the first step.

3. Well-Defined Success Measures

One benefit of creating this timeline is that it gives you the opportunity to set the definition of success as early as possible. You and your manager must align on that, or there’ll be tension. After all, you don’t want a to build a plan that delivers success in the form of improving time to market the latest app, when your future boss thinks success is doubling the revenue in six months. Make sure you have a very clear understanding of the company's wants and needs and have your goals reflect that knowledge.

4. Quantifiable Impact Measures

List specifically how you want to measure the success of your actions. And make sure you’re aligned with your boss and the organization on what that looks like.

You can also include a test for the “so what” factor in your presentation. The real measure of your work is the impact it has on the organization. As a result of the actions you’re outlining, do you anticipate sales increasing by X%? Expenses being reduced by Y%? Resolving a hiccup in the manufacturing process that saves $X per quarter?

An action without impact is a task. As you identify your specific action strategies, and how you’ll measure success, make sure you also tie it to the impact that action will have on the organization. Ask yourself, “How will the organization be better when I deliver on these outcomes?” and then show that!

5. Scorecard

An essential part of any 90-day plan is building a report out. As you put your thoughts to paper, be sure to include the summary of actions, progress, and updates your manager will see each week. Design your report out in an easy to follow summary you can update each week. Think of it as a mini billboard of your accomplishments.

When you do, you’ll be building a visual story of your pathway to success, enabling your future manager to easily share your success with higher ups, and report on what an awesome hire she’s made. And what boss doesn’t want to get high fived for that?

You don’t have to be in a VP or C-level interview to use this great technique for differentiating yourself from the competition. I encourage clients in even the early stages of their careers to think about how they would approach a new position, what their plan would be. If you can find an opportunity to show the hiring manager how you organize your thoughts, and how you’d develop a strategy for approaching the new position, you’ll give yourself an edge over the other candidates.

Whatever level job you’re applying for, it’s smart to think about how you’d make an impact in the first 90 days. Be aggressive but realistic about how you’d get quick wins, and address pain points you’re aware the employer needs your help with. This approach goes above and beyond the standard interview Q&A.

Photo of interview presentation courtesy of Jetta productions/Getty Images.

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30-60-90 Day Plan Template & Guide [+ Free PowerPoint & Excel Download]

30% of new employees quit within the first 90 days on the job. Creating a 30-60-90 day plan helps engage your new hires from the very start, setting them up for long-term success in record time.

What is a 30-60-90 day plan?

HR’s role in the 30-60-90 day plan

• Helping employees visualize how they align their work and goals to the business and connect day-to-day tasks to the larger purpose of work
• Working with managers and employees to create a clearly defined plan based on specific and measurable goals
• Regularly checking that the plan is being followed and key metrics are being achieved.

Benefits of a 30-60-90 day plan

For organizations.

• Better alignment : A structured 30-60-90 day plan ensures that the employee understands how their work contributes to shared objectives and the company’s strategic goals. This clarity encourages collaboration and helps team members work together more effectively toward common goals.
• Improved onboarding : Creating a smoother and more structured onboarding process with a clear plan reduces the time it takes for new hires to become productive contributors.
• Early identification of issues : By tracking an employee’s progress through the 30-60-90 day onboarding plan, managers can identify potential challenges or skill gaps early and enable timely interventions and support to keep the employee on track.

For employees

• Clear expectations : A 30-60-90 day plan provides employees with a clear understanding of what is expected of them in their new role, reducing uncertainty and anxiety.
• Goal-oriented progress : Employees work to achieve specific, measurable goals, which boosts their confidence and motivation as they see tangible progress.
• Accelerated learning and integration : A clear plan encourages rapid learning and adaptation to the new role, helping employees integrate more quickly and effectively into the team and company culture.

Types of 30-60-90 day plans

30-60-90 day onboarding plan for new employees.

• Clarifying the role of new employees, ensuring they understand their responsibilities and deliverables
• Providing valuable insights through discussions with new hires, giving managers a better understanding of their skills and abilities, as well as what they know about the business
• Facilitating the building of relationships with new hires through regular communication and check-ins
• Helping new employees manage their time effectively by providing focus and direction for their tasks during their first 90 days.

Learn how to effectively onboard new hires

The 30-60-90 day plan for an interview.

The 30-60-90 day plan for internal promotions

• Setting clear expectations aligned with high-level objectives
• Alleviating new job jitters by clearly reminding employees of priorities, empowering employees to self-manage their work, and supporting goal setting.

HR pro tip Adjusting the 30-60-90 plan for internal promotions is an excellent way to highlight and encourage the behavior that earned the employee their promotion in the first place. Work with them to outline their skills and the value they bring to their team, department, and the business, and then align these with their short- and long-term goals.

30-60-90 day plan examples

1. 30-60-90 day sales plan example.

2. 30-60-90 day plan for managers example

3. 30-60-90 day plan for executives example

4. 30-60-90 day plan for an internal promotion example

How to write a 30-60-90 day plan for new employees

Checklist: 30-60-90 day plan for new employees .

• New employee welcome
• Planning get-to-know meetings
• Clarifying short and long-term priorities
• Creating SMART goals
• 30-day goals
• 60-day goals
• 90-day goals
• Defining metrics of success
• Feedback and review checkpoints

1. New employee welcome

The welcome should include:.

• Role details
• How the role supports the broader organization’s objectives
• A summary of expectations and the support the employee should expect from their manager.

HR pro tip Personalize the welcome to the employee, their role, and how they will add value to the business, clients and colleagues. This will set the stage for a memorable onboarding experience.

2. ‘Get to know’ meetings

The ‘get to know’ section should include:.

• Who the employee is meeting, including their name, role, and responsibilities
• The key objective of the meeting
• Why this meeting will help the employee in their new role
• What topics should be discussed and suggested questions that the employee can ask to gain the most they can from the meeting.

3. Outlining high-level goals

The long-term goals section should include:.

• A list of outcomes-based goals to be achieved in 30, 60, and 90 days
• Context around how this goal relates to their position. For example: As a sales executive in this organization, one of your roles is onboarding new clients.
• A clear understanding that the employee should be aiming for fluency in their role by the 90-day mark and that this plan will help them achieve this goal.

HR pro tip Align long-term priorities to the organization’s key strategic goals. From there, work backwards to determine where the employee should be at the end of their first 90 days to be best positioned to support those priorities and which short-term goals need to be achieved within 30 and 60 days support key outcomes at the end of 90 days.

SMART goals

• Time-bound.
• Work with the new employee and their manager to define between three and five goals.
• Encourage the employee to learn as much as they can and to suggest which goals they believe they need to reach.
• Highlight that the employee is not working in a vacuum – they should be encouraged to ask questions, learn.
• It is important not to overwhelm the employee as this plan is formulated as the new hire arrives.
• Work with the employee and their manager to extend their roadmap, but make it clear that they are not expected to be able to meet these goals as they start their role.
• Ensure the employee understands this is the last month before they are expected to fully transition into their role.
• Set goals and expectations that can be used as the basis for the first performance contracting conversation.
• Allow the employee to also state what support they need during this last month to be able to fully transition into their role.

HR pro tip The third month is when the strategy mapped out during days 31 – 60 is executed. By this phase, the employee must be actively contributing to projects and working with their team to achieve results. Key metrics must reflect this.

4. Defining metrics of success

5. feedback and review checkpoints, hr’s role.

• The employee to give feedback
• The manager/leadership team to give feedback
• Metrics to be reviewed against goals
• Planning around additional support if metrics have been missed.

HR pro tip To support both managers and new employees in this journey, you can create a short template that helps them to document what was covered in the meeting, including a recap of goals, metrics, what was achieved and any key outcomes or learnings.

Free 30-60-90 day plan templates

30-60-90 day plan template: powerpoint.

30-60-90 day plan template: Excel

Nadine von Moltke

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10 Free 30-60-90-Day Plan Templates in PPT & ClickUp

Praburam Srinivasan

Growth Marketing Manager

February 14, 2024

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Starting a new job can be stressful. What exactly are you supposed to be doing? Who can you ask for help? And how do you know if you’re meeting expectations? 👀

The more clarity and guidance a new employee has, the more likely they are to be able to hit the ground running and start contributing to the business as soon as possible. That’s where a 30-60-90-day plan template is worth its weight in gold, both for new hires and hiring managers. ✨

What Is a 30-60-90-Day Plan Template?

What makes a good free 30-60-90-day plan template, 1. clickup 30-60-90-day plan template, 2. clickup daily goal template, 3. clickup employee onboarding template, 4. clickup smart goal action plan template,  5. clickup employee action plan template, 6. clickup action plan template, 7. clickup smart goals template, 8. powerpoint simple 30-60-90-day template by slidemodel, 9. powerpoint 30-60-90-day plan powerpoint template by slidehunter, 10. google docs 30-60-90-day plan for new managers template by sample.net, 30-60-90-day plan examples.

A 30-60-90-day plan template describes all the tasks to be done in the next three months, complete with objectives and goals, with milestones at 30, 60, and 90 days. 🛠️

A 30-60-90-day plan template can be used by hiring managers to help oversee new staff members or by the new hires themselves. But these kinds of templates aren’t restricted to new employees—in fact, a 30-60-90-day plan template can be used by anyone who needs a project plan with clear milestones. 

In the context of the hiring process, these serve as goal-setting templates to support new hires so they can quickly acclimatize to their work environment and their new company culture. A 30-60-90-day plan template can help them understand the scope of work of their new role.

This kind of template can also help new hires learn how to prioritize tasks and gain knowledge about who the key stakeholders are in the project management structure so they can start to build relationships. With clear expectations in place, new employees know exactly what to do from the get-go, reducing stress and overwhelm, promoting self-discipline , and setting them up for success.

For hiring managers, a 30-60-90-day plan template helps them empower new staff during the onboarding process. It ensures new hires are working on the right tasks in alignment with the company’s goals. And it serves as an employee monitoring tool , too, which is very useful when preparing performance evaluations.

In a wider context, project managers and entrepreneurs can also use a 30-60-90-day plan template as a strategic planning tool to help them prioritize projects , create a scope of work , set measurable key goals, and track the progress of their new initiatives. 📚

A good 30-60-90-day plan template is editable and helps to streamline tasks and optimize productivity in alignment with a business plan . The template:

• States the company’s mission and how the new team member’s role contributes to that
• Breaks long-term goals down into short-term ones that can be achieved in the next 30, 60, and 90 days
• Ensures that all goals are SMART goals—that is, specific, measurable, achievable, realistic, and time-bound
• Makes priorities clear so employees can deal with urgent and important tasks first
• Specifies key metrics that serve as performance indicators, making the deliverables of the new job measurable
• Names key stakeholders and clarifies what their roles are
• Lists resources that new employees can turn to for support

In a sentence, it provides very clear expectations, making it easy for the new employee—or the project manager or entrepreneur using the 30-60-90-day plan template—to meet them. 🤩

10 Free 30-60-90-Day Plan Templates to Use in 2024

The good news is that you don’t have to start from scratch when you’re putting together your 30-60-90-day plan. There are plenty of free templates available online, each of which has a slightly different focus.

Choose your free 30-60-90-day plan template based on your goals and how much detail you want to include. 

Can’t decide which one works best for you? Don’t worry, we’re here to help. Here’s our rundown of the best free 30-60-90-day plan templates out there. ✨

The ClickUp 30-60-90-Day Plan Template is a boon for hiring managers. It helps create a structure for onboarding new hires so they’re up to speed within the first three months.

The Onboarding Plan provides a roadmap for them to follow, breaking down specific goals into tasks that they will accomplish in their first month, their second month, and their third month. Meanwhile, the Onboarding Board displays friendly reminders of what they’re aiming to achieve. And with custom fields that specify the Onboarding Stage and Who’s in Charge of each task, new staff members will feel supported from their very first day.

The template also includes a calendar to help schedule all those onboarding tasks , and a chat feature so workers can connect to their new team members and quickly reach out for help when they need it.

And for a quick overview of all the new hire’s tasks, four colored tabs show tasks that are complete, in progress, still left to do, and on pause while waiting for input from someone else. 📚

Much like a 30-60-90-day plan template, this beginner-friendly ClickUp Daily Goal Template helps you and your new hire plot their objectives for the next 30, 60, or 90 days—or however long you want—and then set tasks to help them accomplish them.

These objectives could be professional performance goals or personal goals. Along the way, the template reminds you to check that the goals are SMART—specific, measurable, achievable, realistic, and time-bound (in other words, they have a target date for completion).

The tasks appear in Daily Notes. For each note, you can add attachments and specify a note type, for example, whether it’s a Task, a Reflection, an Idea, or a Gratitude.

You can also step back to see the bigger picture in the full Notes List. Colored status icons give you a quick understanding of which tasks have been completed, which have been reviewed by other stakeholders, and which are still to do, so you can support your new team member as they move toward their goals.  

The ClickUp Employee Onboarding Template gets your whole team on the same page when you have a new joiner. Furthermore, it keeps everyone aligned with team goals during the onboarding process.

This kind of template will clearly lay out the new hire’s job description, including the mission and vision for the role and the key responsibilities of this new position. Onboarding objectives for the chosen time frame are listed, along with key upcoming tasks.

A custom field lets you specify which tasks need to happen during each week of onboarding, while ClickApps help you set priorities, estimate time frames, list multiple assignees where necessary, and highlight any dependencies related to tasks.

Colored tabs make it easy to see which tasks are completed, which are in progress, and which are still left to do. New employees can also flag work that is ready for review or where they need help. 👀

ClickUp’s SMART Goal Action Plan Template helps you set goals with your new employee and then helps them follow through on their objectives.

Custom fields allow you to specify the task type, set priorities, and list any obstacles that might get in the way of your performance goals.

The timeline gives you an overview of the whole project, while colored status fields show you whether a task is in the planning stage, ready to go but not yet started, in the process of being executed, completed, or at the evaluation stage.

You can also see how healthy a goal is looking—whether it’s currently on time and within budget—and track the task completion rate.

Support your team in their professional development with the ClickUp Employee Action Plan Template .

As a type of employee monitoring tool , this simple template can be used by team managers or human resources specialists to help team members set learning goals and create an action plan for their career development.

The Incident Report, Findings, and Indications of Progress sections are useful to log information about an employee’s performance or behavior in advance of a performance review with direct reports. There’s also a section for corrective initiatives that can be used to set realistic goals and measure success as the basis of a performance improvement plan . 🛠️

Another type of 30-60-90 day-plan template, the ClickUp Action Plan Template , is a whiteboard-like template that helps you set goals and manage your projects, whether that’s an employee onboarding process, a sales plan , a marketing plan, or your social media publishing schedule.

Add a sticky note for each task and move tasks among the To Do, Doing, and Done sections as your new hire works through them. 

Each category is divided into sections to make it clear whether the task is for daily, weekly, monthly, or quarterly review. Additionally, you can zoom in or out, depending on whether you want a big-picture or a task-focused view.

You can use the ClickUp SMART Goals Template as a 30-60-90-day plan template or set your own time frame, for example, a whole year.

Keeping goals specific, measurable, achievable, realistic, and time-bound increases the chances that your new hire will achieve them, especially if you’re using a template like this to organize them together.

Custom fields help answer important questions like why you’re setting this particular goal right now, whether your new staff member has the skills required to achieve it, who needs to be included, and whether it’s aligned with your team’s and your company’s overall objectives.

To keep your new hire motivated, colored status indicators tell them whether they’re off track, on track, or totally crushing it. 🤩

This simple 30-60-90-day PowerPoint Template is designed to assess a candidate’s suitability for a job during the final job interview stages. It allows candidates to demonstrate their understanding of their potential role description and their ability to prioritize, and also indicates their interpersonal skills and their passion for the job.

Presented in an infographic format, the first PowerPoint slide uses ClipArt icons, while the second one allows the user to create a process flow diagram with arrows. Each slide has three sections so the candidate can list their goals for 30-, 60-, and 90-day time frames.  

The default color scheme for this free 30-60-90-day plan template for PowerPoint is pink and blue, but that can be changed and customized to the user’s preference.

As another free 30-60-90-day-plan template for PowerPoint, this is a strategic tool designed to present 30-, 60-, and 90-day objectives and goals to an audience.

It can be used as part of the hiring process to evaluate the strategic planning and prioritization skills of candidates or to outline the goals and action steps of the potential new hire for your stakeholders.

You have a choice of three different designs with varying background colors, and although it’s designed as a PowerPoint presentation, it can also be used for a hard-copy paper presentation. 📚

Designed for new managers, this free 30-60-90-day plan template helps you create an action plan for onboarding a new team member. From creating a focus on learning in the first month to practicing and beginning to contribute in the second month, and finally applying what has been learned in the third month, these templates walk you through the process.

You can set priorities, create SMART goals and objectives in different categories, and set up metrics to track progress throughout.

With more than 73 sample plans, there’s bound to be a template that works for you. Choose from multiple formats such as Microsoft Word, Google Docs including Google Slides, and Apple Pages.

Now that you have access to all these templates, let’s take a look at some examples of how they can be used in different scenarios and industries.

30-60-90-Day Plan for a Sales Representative

First 30 Days:

• Understanding the Product and Market (Week 1-2): Dive deep into understanding the product or service you will be selling. Familiarize yourself with the unique selling points, user benefits, and competitors. Engage in training sessions, product demos, and competitor analysis.
• Getting to Know the Customers (Week 3-4): Start engaging with potential customers to understand their needs and problems. Engage in introductory calls and meetings to build relationships.

Next 30 Days (30-60 Days):

• Sales Strategy Formulation (Week 5-6): Develop a personalized sales strategy based on the product knowledge and customer insights collected. This strategy should outline your sales targets, the tactics you will use to reach them, and the timeline for achieving your goals.
• Initiating Sales (Week 7-8): Start implementing your sales strategy. Begin with initial sales efforts, follow-ups, and negotiations.

Final 30 Days (60-90 Days):

• Sales Process Optimization (Week 9-10): Gather sales data, analyze your performance, and identify areas of improvement. Optimize your sales process based on the data-driven insights.
• Sales Targets Achievement (Week 11-12): By the end of the 90 days, you should be in a position to achieve your preliminary sales targets. Continue to optimize your sales process and strategy for better results.

30-60-90-Day Plan for New Team Members

• Understanding Company Culture and Processes (Week 1-2): Take the time to understand the company’s values, culture, and processes. Attend orientation sessions and meet with team members to get a better understanding of your role within the organization.
• Getting to Know Your Team (Week 3-4): Build relationships with your team members and managers. Schedule one-on-one meetings to get to know their roles, responsibilities, and expectations.
• Learning the Job Requirements (Week 5-6): Deep dive into understanding your job role and responsibilities. Review any training materials or manuals provided by the company. Meet with your manager to discuss any questions or concerns.
• Contributing to Projects (Week 7-8): Begin actively participating in team projects. Offer your insights and suggestions, and take on tasks that align with your skills and interests.
• Taking on New Responsibilities (Week 9-10): With a better understanding of your role, take on new responsibilities and tasks. This will help you further develop your skills and contribute to the team.
• Reviewing Progress (Week 11-12): Schedule a meeting with your manager to review your progress and discuss any areas for improvement or development. Take feedback into account and continue to work towards excelling in your role.

A Free 30-60-90-Day Plan Template Is the Key to Onboarding Success

New hires need a lot of support during their first three months on the job as they learn what they need to do and adjust to the culture of their new company. Make the process much easier for everyone involved—the new employee, other team members, and their manager—by putting a clear plan in place.  

A free 30-60-90-day plan template helps you clarify objectives, set SMART goals, create tasks, and track the whole process. It also keeps your onboarding strategy aligned with company and team goals, while empowering and supporting your new hire through those tricky first 90 days. 🙌

Decide exactly what you’re looking for in a 30-60-90-day plan template, then choose from the free options available online.

For maximum versatility in your strategic planning and project management, it’s hard to beat ClickUp .

ClickUp offers a wide range of templates for every business process, including onboarding your new employee. It’s a one-stop shop that helps you improve planning, productivity, and teamwork—and take your business to a whole new level. 🤩

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Crafting An Effective 30 60 90 Day Plan for Interview

Job search and interview process can be among the most significant and challenging periods of your career. During this trying time, you must demonstrate to potential employers that you are a valuable and dedicated worker.

Securing your dream job demands careful preparation and execution. A 30 60 90 day plan for an interview serves as a valuable tool, aiding candidates in setting clear goals, showcasing their commitment, and demonstrating their potential impact on the prospective employer. This strategic approach can significantly ease the stress while ensuring candidates present themselves as serious contenders for the job.

What is a 30 60 90 Day Plan for a Job Interview?

A 30 60 90 day plan for a job interview is a structured document that outlines the intentions, objectives, and steps that one intends to take to be productive in their new employment. Any job or organization can ask you for your 30 60 90 day strategy for your new job during the interview.

What Is A 30 60 90 Day Plan For A Job Interview

MUST READ: How to Answer “What is your 30 60 90 Day Plan?” Interview Question

A 30 60 90 day plan for an interview is suitable for a jobseeker to demonstrate to the employer that they are organized and capable of handling new responsibilities. This kind of preparation can be something an interviewer asks candidates to do, or it can be something a potential employee chooses to produce before their interview. The plan should show goals that align with the organization’s mission.

Benefits of Creating 30 60 90 Day Plan for Interview

There are several benefits of creating a 30 60 90 day interview presentation plan, regardless of whether the hiring manager has requested one or you take one on your own without the prospective employer’s request. 

Creating a 30 60 90 plan for interview benefits both – the job seekers and employers. Job seekers get a structured framework to understand the role’s expectations. Employers benefit by carefully evaluating applicants, assessing not only their ideas but their ability to execute a plan. Furthermore, it helps to filter out candidates and attracts higher-quality applicants, improving the candidate pool overall. 

Benefits of 30 60 90 Day Plan for Job Seekers

Benefits of 30 60 90 Day Plan for Employers

When to Use a 30 60 90 Day Plan During the Interview Process?

A 30 60 90 day plan is often necessary during job interviews and when a person joins an organization. If you create it, your employer may see that you are approaching the position seriously. Here is when you can use it:

• During job interviews – to demonstrate your commitment and proactive approach to the potential employer.
• To showcase your strategic thinking and planning skills by outlining specific goals for the first three months in the new role.
• To emphasize that you are well-prepared for the interview and ready to make an immediate impact.
• To showcase how your qualifications and goals align with the company’s needs and objectives.
• To showcase a structured framework for discussing your potential contributions and how you can address the company’s challenges.

When to Use a 30 60 90 Day Plan During the Interview Process

ALSO READ: 30 60 90 Day Onboarding Plan For New Hire/Employee

How to Create a 30 60 90 Day Plan For Interview?

Understanding processes, people, procedures, goods, and competition and providing an action plan for optimizing and transforming are the essential components for 30-60-90 day plan interview presentation. Here is an outline of how to create one for yourself with what to achieve at the end of each term.

Day 0 (Pre-Start): Preparation and Research

• Research the company’s history, values, mission, and recent news.
• Identify key competitors and industry trends.
• Prepare a list of questions to ask.

Goal: Thoroughly understand the company, its culture, and industry.

Days 1 to 30 (First Month): Learning and Onboarding

• Attend company orientation and training sessions.
• Meet with team members, managers, and key stakeholders.
• Understand department goals and projects.
• Begin contributing to initial tasks or projects.

Goal: Establish a strong foundation within the organization.

Days 31 to 60 (Second Month): Integration and Goal Setting

• Build stronger relationships with colleagues and superiors.
• Contribute actively to ongoing projects.
• Seek feedback and identify areas for improvement.
• Develop a 60-day summary of your accomplishments and areas of focus.

Goal: Continue learning while setting performance objectives.

Days 61 to 90 (Third Month): Demonstrating Value and Future Planning

• Take on more project responsibility.
• Present your 90-day plan outlining your future contributions.
• Discuss your career development goals with your manager.
• Demonstrate a positive impact and a strong commitment to the organization.

Goal : Prove your value and establish a clear path for the future.

This sample 30 60 90 day plan for an interview helps you demonstrate your ability to adapt, contribute, and plan for long-term success. Adjust the plan based on the specific job and industry to make it more relevant to your situation.

How to Answer “What is your 30 60 90 Day Plan?” Interview Question?

Instead of making snap decisions, concentrate on logical strategies that you could use if you are hired. Practice on answering: What is your 30 60 90 day plan interview question? This will help you in various positions. 

Here are some examples of how you can answer the 30 60 90 day plan interview question:

For Entry-Level Position:

I want to work closely with my entire team during my first 30 days at the company to grasp projects better. My objective for the upcoming month is to begin accepting assignments and, with the help of my colleagues, dive into the work’s practical aspects. I want to be prepared to work on company tasks without asking my coworkers for supervision after 90 days.

For Mid-Level Position:

With my background, I can settle into this new role in your organization with ease and efficiency. I want to meet with every team member in my first 30 days to get to know them and the procedures you have set up. I want to start delivering high-quality results after my first month on the job by utilizing my skills and the knowledge I’ve gained about your procedures. I can accomplish the same in that role as in my prior one, where I could accomplish my goals within the first three months.

For Management Position:

I want to ensure that our efforts align with the company’s objectives, build solid communication channels, evaluate the team’s capabilities, and pinpoint areas for improvement throughout the first 30 days. After 60 days, I’ll focus more on implementing improvements, establishing strategic goals, and cultivating an excellence and collaboration-oriented culture. My goal is to set a good example for my team and actively participate in accomplishing departmental and corporate goals. By the end of the ninety days, I want to be a competent leader by moving the organization closer to its long-term objectives and setting myself up for long-term advancement.

NOTE: Ensure to tailor these answers according to your role and the company you are applying for.

How To Answer “What Is Your 30 60 90 Day Plan” Interview Question

MUST READ: The Ultimate Guide: 30 60 90 Day Plan

Tips for Creating Your Own 30 60 90 day Plan For Interview

Many recruiting managers won’t ask you for a 30 60 90 day plan during an interview up front. Making one to demonstrate how you will stand out in the workplace is still a great idea. Consider the following two things as you start to design this plan: What adjustments would you make, and how would you spend the first ninety days in your new role? This will assist you in developing a solid plan that hiring managers will find impressive.

Consider these tips to create an impressive 30 60 90 day plan for job interview:

• Begin by thoroughly understanding the business’s mission, including its objectives, core values, and current operations or products. Tailor your plan to align with the organization’s unique culture and goals.
• Study the job description in depth to understand the specific responsibilities, expectations, and probationary terms. Tailor your plan to fit your desired role, ensuring it meets the company’s needs.
• Prepare a comprehensive 30-60-90 day plan, whether in the form of a document, slides, or a PowerPoint presentation. During the interview, provide a detailed explanation of your plan to the interviewer.
• Don’t be shy about showcasing your accomplishments. When discussing your goals, connect them to your past successes. Highlight actions you’ve taken at previous companies that are relevant. Emphasize your potential in the new organization while acknowledging your past achievements.
• Determine your top priorities by carefully evaluating your role and broader scope. Decide if you need to excel in your current position or address specific team-related issues. Consider the bigger picture, then plan accordingly.
• Establish clear, measurable goals for your plan. Each objective should have a defined metric for success, such as increased sales, higher website traffic, or positive customer feedback. Incorporate quantifiable data when presenting your goals.
• Be prepared to adapt your plan when necessary. Starting a new job or project may bring unforeseen changes. It’s essential to remain flexible and modify your goals if circumstances require it.

Even if you aren’t asked, it might not harm to present a 30 60 90 plan for interview as it will improve your chances of getting employed. A 30 60 90 day plan’s primary objective during the interview is to assess prospective employee’s skills they can offer to the business. When creating a plan like this for a job interview, you want to learn as much as you can about the company.

Your 30 60 and 90 day plan for interview must be logical, with SMART objectives and quantifiable outcomes. It is essential to consider factors such as inflexible corporate policies, potential employee resistance, and processes that could impede the achievement of your objectives. In this situation, you can outline prerequisites for accomplishing your 30 60 90 plan. 

To ease you out, you can download and use easily customizable 30-60-90 day plan presentation templates for interviews. We understand that interview preparation is stressful and time consuming. To save you time as well as create impactful 30 60 90 day presentations, you can take help from our presentation design experts. Ask us to create your slides ! Focus your efforts towards your interview preparation and let us make your presentation for you!

Is a 30 60 90 day plan suitable for all jobs and industries?

While it’s common in certain industries like sales and management, a well-structured plan can be adapted to various job roles to demonstrate your proactive approach.

What if the company doesn't ask for a 30 60 90 Day Plan during the interview?

Even if it’s not explicitly requested, having a plan ready can set you apart from other candidates. You can offer to share it if the opportunity arises during the interview.

How do you present a 30 60 90 day plan in an interview?

Present your 30 60 90 day plan in the interview by confidently outlining your structured approach to achieving key goals and actions within the first three months, emphasizing your preparedness and alignment with the company’s objectives.

How do I know what goals to set for my 30 60 90 day plan?

Start by aligning your goals with the company’s objectives, focusing on tasks that will have the most significant impact on your role.

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What is a 30-60-90 day plan?

6 benefits of a 30-60-90 day plan, when to use a 30-60-90 day plan, what to include in a 30-60-90 day plan, 30-60-90 day plan template for managers, 9 tips for creating a 30-60-90 day plan.

"The more I help out, the more successful I become. But I measure success in what it has done for the people around me. That is the real accolade." Adam Grant, organizational psychologist and BetterUp Science Board Advisor 

When it comes to setting your people up for success, a little help goes a long way. How are you setting up your workforce to reach its full potential ? 

Well, if you ask any leader, a lot of it comes down to helping your employees think strategically from the start. It’s beyond finishing a project, solving a problem, or completing the menial, day-to-day tasks.

Of course, the day-to-day duties help to get work done. But it’s also helping your employees connect their day-to-day to the larger purpose of work . Why does that purpose matter? How does their work connect to the organization’s goals, mission, or purpose? 

When I first started at BetterUp, my manager shared a fully fleshed-out spreadsheet and Google document as part of my 30-60-90 day plan. In these resources, there were targets to hit, milestones to reach, and tasks to complete. 

But more importantly than the line items was the sentiment: the strategy behind the 30-60-90 day plan helped to set me up for success. It was that extra mile to help out a new hire that allowed me to onboard successfully to my new role. And it was the help I needed to see the larger vision of how my work connected to organizational success , even if I didn’t fully know it yet. 

When we think about helping others around us be successful, having a plan is critical. In fact, 69% of employees are more likely to stay with a company for three years if they had a good onboarding experience.

Having a roadmap for the first three months can help your employees acclimate to the company culture. It'll also help them ramp up to the role and meaningfully connect with others — and ultimately lead to better performance.  

Sure, the plan might change. After all, we’re in a rapidly changing world where plans are often etched in pencil instead of stamped in pen. But if you’re hiring new employees or onboarding teammates, it’s important to give your workforce a sense of where you want to see them go. 

In this post, we’ll walk through what makes a good 30-60-90 day plan. We’ll also talk about the benefits of a good plan — and even give a template example to help you help your employees. 

First, let’s understand what defines a 30-60-90 day plan. The 30-60-90 plan is a key part of a robust onboarding process . And in remote and hybrid work environments, the onboarding process is more important than ever. It’s critical that in these early days of onboarding, you’re building culture and connection with your new employees. 

A 30-60-90 day plan is a document or resource that outlines the goals and strategies for a new employee within the first 90 days. It serves as a guide, a resource, and a checklist for your new hires.

When a new employee joins your organization, there’s likely a stage of information overload. In the onboarding process, the employee absorbs a lot of information. They might be networking and setting up coffee chats with other employees. They’re probably in a good chunk of training sessions and other sorts of new hire workshops. 

Depending on how your organization runs the onboarding process, your employees are likely trying to ramp up in their new roles. At the same time, they're also soaking in everything they can about the organization. All while your employees are acclimating to the new role, they’re also making connections. Or, at least, they should be.

In short: it’s a lot. It can feel overwhelming to retain all the information a new hire receives. Sometimes, it can lead to confusion or misalignment on overall goals. 

But with a 30-60-90 day plan, you’re able to clearly outline the expectations you have for your employee. As a manager, it’s a useful resource and tool to help keep the onboarding process on track. It can also serve as an accountability tool, one where you can ensure your employees are meeting your expectations. 

Let’s talk more about what benefits come with a clearly outlined 30-60-90 day plan. 

There are plenty of benefits to a 30-60-90 day plan, for both the employer and the employee. Here are six of our favorite benefits to consider. 

• It helps optimize productivity  

It sets clear expectations 

• It helps with goal setting  

It can help alleviate the new job jitters 

It empowers employees to self-manage their work , it serves as a reminder of priorities , it helps optimize productivity .

Ashley Ballard, social media manager, BetterUp, shared why a 30-60-90 day helped their productivity in the first three months of work. 

“I'm someone who benefits from an itemized list of expectations so that I’m not hindering my productivity by feeling anxious about my work product. It also keeps everyone on the same page about the meaning behind your role and how you will directly support team goals.” Ashley Ballard, social media manager  

As you’ll notice in some of these benefits of a 30-60-90 day plan, there’s a lot of overlap in what makes an employee productive. For Ashley, it’s clear expectations, alignment on the role, and clear communication about the priorities at hand. One could argue that all the benefits of a 30-60-90 day plan can contribute to overall increased productivity . 

It doesn’t get much clearer than getting a document of expectations in written form. At BetterUp, our 30-60-90 day plans come with a “checkbox” field to notch once you’ve completed the task at hand. 

Clear expectations can be hard to set, especially at the nebulous start of someone’s employment in a new role. But with a 30-60-90 day plan, you’re able to clearly outline your expectations as a manager. 

It helps with goal setting 

On my 30-60-90 day plan, I had a list of more administrative or mundane tasks. For example, I needed to upload my information into our HR management system. I needed to review the necessary policies and documents. I needed to set my email signature with the appropriate information. 

But it also outlined higher-level objectives. As a marketer and writer, I needed to learn the BetterUp voice, tone, and perspective. My manager clearly outlined blogs and resources that I could read, practice assignments that I could take on, and even some videos to watch. In fact, one of my goals was to write a blog within 30 days. 

Many of the new hire checklist items served as foundational tasks to get to me my goal. And by providing me with all the information at once, I could more easily connect the dots to the “why” behind some of the work I was receiving, too. 

Have you ever started a new job and not really know what you’re supposed to do with yourself? 

In my last job, I attended a half-day new hire orientation . I still remember going back to my desk upstairs, meeting my new manager, sitting down, and logging into my computer. I played around with my systems and got myself set up on my laptop. But after about an hour, I found myself spinning my chair around to my new boss and asking if I could help with anything. 

Frankly, I had no idea what I was supposed to be doing with myself. I felt that instant anxiety of not contributing anything meaningful, even though it was just my first day. 

There’s a lot of inherent pressure, stress, and anxiety that comes with starting a new job. New job anxiety is totally normal. It happens to all of us.

No matter how great we felt through the hiring process , on top of the world with our offer letter, as the new kid you can feel at loose ends pretty quickly. You waste time in self-doubt or doing unimportant tasks to look busy and loose confidence and momentum. But one way to help alleviate the jitters your employees are feeling is by giving them a plan. 

Ashley Strahm, content marketing manager, BetterUp, shared why she finds having set milestones in place can help reduce anxiety . 

“I’ve come to experience onboarding as a time where folks are the most hungry, curious, enthusiastic, and eager to please. Having a plan with milestones from the outset means that none of the initial emotions that come with starting a new job overwhelm or cause scattered or inefficient outreach — and anxiety about performance."  Ashley Strahm, content marketing manager

Without a 30-60-90 day plan, you couldn’t possibly have made the connections or digested the right resources to help quell those productivity nerves. And without it, you risk a big loss. Those early days are when new hires have the freshest eyes. It’s the best and most optimal opportunity to ask your new hires to observe and provide feedback. 

I’ve never heard of a manager that wants to hold their employees’ hands through every project. Sure, there are micromanagers who like to stay close to their employees’ work. 

But at BetterUp, we’re big believers in giving employees autonomy to self-manage their work. We talk about this in the context of some of our high-impact behaviors: extreme ownership, bias toward action, craftspersonship, and work to learn. 

Managers also need their time to focus on high-impact work and priorities. So when it comes to onboarding a new employee, it’s not plausible to walk your new hire through everything they need to know. And if you were to do so, it certainly wouldn't set them up for success. 

A 30-60-90 day plan empowers your employees to self-manage their work. By leveraging a 30-60-90 day plan as part of your onboarding strategy, you’re giving your employees autonomy to build their own schedules. It helps give them the roadmap but how they get to the final destination is up to them. 

Hand-in-hand with self-management comes managing priorities. We all know that work is busy. As your employees become more acclimated to the role, it’s likely their workload is gradually increasing. 

But with a 30-60-90 day plan, your employees are reminded of their priorities. And it’s on your employees to manage their priorities effectively, which is a good life and work muscle to flex. 

So, you might be wondering when to use a 30-60-90 day plan. When is it most effective? What situations will it have the most impact? Let’s dig in. 

30-60-90 day plan for an interview 

Job seekers, this is for you. If you want to knock the socks off a potential employer, consider putting together a 30-60-90 day plan for your interview. Even if it’s just an informational interview , you can show how you’d approach your first 90 days on the job. 

For example, let’s say you’re interviewing for a sales position. From the job description and from your informational interview, you know what markets you’ll be focused on. You also know about some target accounts and have a good sense of the industry.

While you might not know exactly what you are going to be doing, you have a good idea. You’ve worked in software sales for a while, enough to know how to approach breaking into a new market. 

So, you decide to come up with a proposed 30-60-90 day plan. You put together a rough sketch in a Google sheet about what you would focus on in your new role . 

30-60-90 day plan for a new job

More commonly, 30-60-90 day plans are used in the onboarding process. This is useful for both hiring managers and employees. For example, at BetterUp, I received my 30-60-90 day plan on my first day of employment. It helped to set expectations about what I would be focused on for the next three months. 

But some companies also use 30-60-90 day plans for things like performance reviews or even lateral moves within the organization. You can also use 30-60-90 day plans for project-based initiatives. 

First, it’s important to understand that 30-60-90 day plans should be personalized based on the employee. For example, a new employee in an entry-level position will probably have a radically different plan than that of a new executive. 

And 30-60-90 day plans for managers are going to look different than plans for individual contributors. There are nuances to these sorts of plans because of job responsibilities, work goals , expectations, and experience. 

But generally speaking, we can outline four key components of a 30-60-90 day plan. 

Expectations and concrete goals 

Go-to resources and information .

• New hire checklist or to-do list  
• Company mission, culture, the purpose of work  

Every 30-60-90 day plan should have clear expectations and concrete goals. As a manager, it’s important to clearly communicate the expectations you have for your employees. For example, my manager has created a couple of documents that very clearly outline the expectations of her employees. 

Oftentimes, expectations serve as the foundation for your working relationships. As part of my 30-60-90 day plan, my manager also asked about my expectations. In a lot of ways, it’s a two-way street.

I filled out a document that outlined my preferred working style, my communication style, and how I  resolve conflict . It helped both parties to essentially get a good sense of how the other works. 

Along the same vein of expectations are goals. My manager expressed some clear goals that she wanted me to reach within my first 90 days. But I also had the opportunity to think about my own personal goals and what I wanted to accomplish.

Together, we iterated on the plan to come up with an action plan. Some of these goals can ladder up to other big milestones that you’d like to have your employees reach along the way. 

The world of work is a complex one. Especially in today’s day and age, there’s a lot of information that’s probably changing rapidly. 

For example, is your workforce hybrid or remote? What sort of COVID-19 guidelines are in place? How do you submit your expense reports or ask for time off? What systems does your organization use for benefits ? What employee resource groups or culture programs does your organization have? 

A 30-60-90 day plan is a good one-stop-shop for all the resources your new hire will need. It’s a great reference and resources with a wealth of information (and can help your employee become more self-sufficient, too). 

New hire checklist or to-do list 

When an employee joins a company, there are a lot of “tasks” that need to be done. For example, I needed to enroll in my benefits and 401K. I needed to upload my personal contact information into our human resources management system. I needed to upload my Slack photo and put my preferred pronouns on my email signature and Slack profile. 

A 30-60-90 day plan is a great place for all of the one-off tasks that every new hire needs to complete. It also helps keep your employees on track with all the administrative and HR tasks needed within the first couple of months of employment. 

Company mission, culture, and purpose of work 

Last but certainly not least, your employees need to understand the purpose of work. This likely won’t “click” fully in the first 30 (or even 90) days. But it’s important to start drawing connections between their work and the company’s vision early on. 

In a recent Forbes article, Great Place to Work® released new data around employee retention . One of the top drivers? Purpose. In fact, employees at top-rated workplaces in the US reported that if they feel their work has a purpose , their intent to stay at said companies triples.

Don’t dismiss the role that purpose plays in your organization. At BetterUp, we’re on a mission to help everyone everywhere live with greater purpose, clarity, and passion . This can only happen if employees understand their purpose and the role of their work in the company’s mission. 

We’ve created a free draft 30-60-90 day plan template to use for managers. Access the draft template and start using it today. 

30-60-90 day plan for interviews

As mentioned earlier, there are some situations where an employee may prepare a 30-60-90 day plan as part of an interview. Or, perhaps as part of your company’s hiring process, you ask job applicants to put together their plans. 

With these elements, you’ll be sure the candidate is ready to hit the ground running. Here are some key components you should look for in a job applicant’s 30-60-90 day plan: 

• Short-term goals (generally achievable, time-bound goals)
• Long-term goals (that are also measurable goals)   
• Establishing metrics for success 
• Outlined priorities (especially for the first week) 
• Learning new processes 
• Meeting the new team and team members 
• Any learning goals (or professional development goals ) 

Of course, your 30-60-90 day play is going to be catered to each individual. We’re all human with different responsibilities needed. Keep these nine tips in mind as you put together your 30-60-90 day plans. 

• Set SMART goals  
• Consider what you want your employee to prioritize 
• Encourage professional development  
• Encourage reflection time 
• Outline goals into months: first month, second month, third month 
• Ask for input from your employees and direct reports 
• Promote ongoing learning about the company culture and purpose 
• Adjust (and readjust) as needed 
• Follow-up on the progress 

You can always work with a coach to help outline what might be needed in your 30-60-90 day plan. A coach will have a wealth of experience in the field and an objective, third-party perspective. With guidance from BetterUp, you can ensure you’re setting up your people for success.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

The only guide you'll need to create effective cascading goals

Strategic plan vs. work plan: what's the difference, how to create a work plan (with template), the power of professional learning communities, 10 organizational skills that will put you a step ahead, how long should you stay in a job this guide will help you figure it out, get smart about your goals at work and start seeing results, ready for a fresh start 7 best jobs for a career change, how to make yourself indispensable at work: pro tips, 6 chatgpt prompts to save time and boost productivity, how to create the perfect onboarding checklist for new hire employees, write a performance improvement plan (pip) that really works, how to make an action plan to achieve your goals and follow it, your 6-step guide on how to make an action plan for management, 4 easy ways to make one-on-one meetings more meaningful, new hire job orientation: 5 ways to set employees up for success, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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A 30-60-90 Day Plan is essential for all job interviews!

Not only does a plan show the hiring manager you already know what you are going to do in the role once you start work, it enables you to answer the following tough interview questions:

1. What’s your plan for the first 30, 60, and 90 days in the role?

2. What’s the first thing you will do in the role if we hire you?

On this page you can INSTANTLY DOWNLOAD a ready-made 30, 60, and 90-day plan for interviews.

So, if you have a job interview coming up soon for any role or organization, make sure you read the tips on this page before downloading the 30-60-90 day plan templates!

Why is it so important to have a plan in place of what you are going to do in the role before you attend your interview?

Well, imagine this… you are the hiring manager . During the interview, a candidate pulls out a plan of what they are going to do in the role if you hire them.

This tells you the candidate is organized , they are prepared , and they are more likely to give you a positive return on your investment . Therefore, you are more likely to hire them over the other candidates.

THE BENEFITS OF HAVING A 30-60-90 DAY PLAN FOR INTERVIEWS!

If you have a 30, 60 and 90 day plan in place:

– It shows that you have a thorough understanding of the role.

– It shows you have strong organizational skills and job-readiness.

– It demonstrates preparedness.

– And it also tells the interviewer you are far more likely to be successful in your duties!

DOWNLOAD RICHARD MCMUNN’S 30, 60 AND 90 DAY PLAN THAT IS GUARANTEED TO IMPRESS THE HIRING MANAGER AT YOUR INTERVIEW!

Benefits of downloading Richard McMunn’s 30-60-90 day plan for interviews…

Benefit #1- Instant download (get the 30-60-90 day plan sent to your inbox within seconds!)

Benefit #2- The plan comes ready-made which means you don’t need to do any work! (Ideal if your interview is coming up soon!)

Benefit #3- The 30-60-90 day plan comes in an editable Microsoft Word document meaning you can tweak and amend it to suit your needs (TOP TIP: Put the company’s logo on the plan.)

Benefit #4- You get 3 plans for the price of 1! When you download the pack below you will receive specific plans for 30, 60 and 90 days.

Benefit #5- You do not need to memorize the plan. At your interview, take along the plan with you and hand it to the hiring manager for them to read.

For just ₹299.4 get RICHARD MCMUNN’S 30, 60 AND 90 DAY PLAN INSTANT DOWNLOAD PACK!

All this for only

₹ 2,700.00 Original price was: ₹2,700.00. ₹ 299.40 Current price is: ₹299.40. + VAT

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Still not convinced? Here’s why you should buy with PassMyInterview.com…

Firstly, these templates are created by us and our team of experts – we have perfected the perfect editable plan that will help you succeed in your interview (like we’ve been doing for the last 17 years) and we update our material frequently.

Secondly, our material, templates, and training just work. Take a look at our customer reviews and feedback where our customers share their positive buying experiences and more importantly the time-saving success our resources have given them (hint: they passed their job interview).

Finally, we have eliminated all risk for you. All of our products and resources are protected by our 30-day no questions asked money back guarantee. Whatever the reason…or no reason at all…you can have a full refund if this training isn’t right for you. So there is no risk.

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Top Ten 30 60 90 Day Plan Interview Templates with Examples and Samples

Devesh Sharma

There is a pool of unemployed individuals out there. Whenever there is an opening for any position in an organization, the HR department faces a hard time in selecting the most optimal candidate(s). As the HRM has to interview so many candidates to shortlist a few, they often end up settling and hiring an individual with inadequate skills. 

Insufficiency in the optimal hiring of human resources is equal to wasting a company’s funds. 

When the interview phase is supposed to last long, then this situation gets even more dire. At times, the HRM department may hire some individuals just to conclude the hiring process, as the pressure from other departments to provide them with personnel can be a bit too much. 

In such a case, it helps a lot to have a pre-established interview plan. Such a plan can make the hiring process easy and quick for the organization and allow them to get their hands on the creamiest layer of executives from the pool personnel. 

What goes an even longer way is having some pre-designed and content-ready templates for 30 60 90-day interview plans, provided that the hiring process is projected to spread over a broader period. Such a template can help you make the long and tiring process short and sweet for the HRM. 

SlideTeam’s 100% editable and ready-to-use templates for 30 60 90 day interview plans are just the thing you need. These templates will help you enlist and pin down the requirements of the job position along with the proceedings of the hiring stages. 

Still confused about what these templates have to offer and how they can help? Why don’t you try out some of the alternatives provided below and get in-depth information about the usefulness of the interview templates? 

Here are some of the 30, 60, and 90 days HR templates that can help you with the entire recruitment and other selection processes with ease. 

Template 1: 30 60 90 Day Plan Interview Powerpoint PPT Template Bundles

Different job profiles demand different levels of skills. To judge these skills of an individual you may need different processes or phases. You can take the help of this template to meet all your requirements to interview for different job profiles. The deck of this template includes multiple slides that help you showcase the interview process matrix, phases, techniques, benefits, key elements, and its other prerequisites. You can download the template and get your hands on all the required documents at once. 

Template 2: 30 60 90 Days Plan Interview Phases

This is a tabular template that makes the interview process presentation easy for all. In the template, you can add the phases of the interview process like the overall approach for hiring, the strategy used, the section of people chosen, and the functional areas of personnel. The activities of the first 30 days can be related to evaluation and learning of the job requirements. The next 30 days can be related to active engagement. And, the final 30 days can tackle the requirements related to actions and taking responsibility. 

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Template 3: 30 60 90 Days Plan Interview Process Matrix

If you wish to enlighten the audience about the technicalities of the interview process matrix, then this template is perfect for this job. The template divides the interview process into four phases or goals. These are: learning goals, performance goals, initiative goals, and personal goals. To explain the activities to follow in the coming 30, 60, and 90 days, you can use the cells of the table and enlist individual activities. 

Template 4: Techniques to Create 30 60 90 Days Plan for Interview 

Different organizations may seek different approaches for hiring and interviews. You can use this template to enlighten your audience about the process to come up with the most accurate technique of the interview. The process is divided into three stages viz. Key Factor Identification, Conduct In-Depth Research, and Establish a Detailed Plan. within the column of each stage, you can enlist the respective activities for a better and more detailed understanding of the audience. 

Template 5: Key Areas of 30 60 90 Day Plan Interview

Each hiring or interview process caters to respective requirements or areas of the organization or department. This template gives shape and figure to these key areas. The interview process may target the four main areas viz. Learning, Priorities, Personal Goals, and Metrics/Actions. Within each of these main areas, you can enlist the sub-areas or requirements catered to using the interview or hiring process. 

Template 6: 30 60 90 Day Action Plan For Job Interview

Establishing an action plan can protect the organization from the situation of winging it along the way . The interview process should get the sheer attention of the HRM. Using this template, you can establish the area of focus for the hiring department. Apart from Team Establishment, the focus areas could be Stability, Implementation, and Adoption of Learning. The template allows you to enlist the details of the focus area goals and target dates. You can modify the template to meet the hiring period of 30, 60, or 90 days as required. 

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Template 7: 30 60 90 Days Interview Analyze Feedback Ideal Position Networking

This entire deck of interview templates is quite minimalistic and simple. The templates make it easy for an organization to represent the interview-related processes and aspects subtly and easily. Here, you will find slides related to the interview process, preparation plan, timeline, individual journey, job-seeker plan, and many more. Thus, these can easily cater to the unique needs of your organization. You can download the template deck to check out its offerings. 

Template 8: 30 60 90 Days Interview Timeline Process

This is a simple template that can help you explain the interview timeline process of any candidate to the HRM department or the candidate himself. You can add the general details of the candidate, like his name, email ID, residential address, and educational background. The interview process can include stages like making calls to potential users or prospects for the first 30 days. For the next 30 days, he can be given the responsibility to gather more information. Lastly, performance analysis can be done in the next 30 days, thus summing up the interview process.

Template 9: 30 60 90 Days Interview Model with Timeline

This is a timeline-based template that can help you pre-establish the interview model for any candidate with ease. For starters, you can add the general details of the candidate like his name, residential address, email ID, and educational background. Further, you can showcase the process of the interview in the coming days. The first 30 days will be gathering company information, the next 30 days will be conducting a self-progress assessment, and then summing the process with an online course, to sum up the interview process. 

Template 10: 30 60 90 Days Interview Individual Journey

If you wish to frame a structure for an individual to explain his interview journey in the organization, then you can use this template. Just like some of the previous templates, this one allows you to enter the general details of the candidate including name, address, email IDs, and educational background. Thereon, the candidate can mark his activities in the first 90 days starting with developing a relationship with co-workers (30 days), executing 15 client meetings in the next 30 days, and developing a project idea in the last 30 days.

If you wish to deliver outstanding results in your present role, then you can take the help of the 30, 60, and 90 days templates provided here that will allow you to excel your job operations and take them to new heights. 

Plan the Interview and Hire the Best

The purpose of interview planning is quite straightforward, to hire the right people for an organization. The human resources that you hire will be responsible for various tasks in the organization as well as be with you for a longer period. Hence, it becomes utterly important to hire the right personnel who not only possess the right skills but also have the potential to channel the growth of the organization. And this can only be done with a reliable interview plan. 

The above provided 30-60-90 day interview plan template can help make this task easy for you. The templates can define and establish the interview process and its aspects comprehensively. Thus, the entire process of hiring becomes very easy simply with the use of the interview plan templates. Download the required interview templates of your choice and hire the perfect candidates for your organization with ease. 

If you wish to conduct a thorough interview with the best tactics, then you can take the help of the interview plan templates offered to you here.

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The Best 30-60-90 Day Plan for Your New Job [Template + Example]

Published: December 06, 2023

I remember my first day at HubSpot. I was so nervous and had a million concerns swimming around in my head.

Will I adapt to my new job? How long will it take for me to get the hang of things? Can I manage the workload and maintain a good rapport with my coworkers?

Fortunately, my outstanding manager at the time prepared a comprehensive checklist to be completed over a few months, and it helped me slowly but steadily adapt to HubSpot. Fast forward a few years, and I'm a rockstar at my job.

The checklist was called a 100-day checklist, but it followed the rhythm of a typical 30-60-90 Day Plan.

A 30-60-90 Day Plan, or something similar, is imperative to the success of a new employee as it helps them set and reach attainable goals and acclimate to their new position.

To help set your new employee, or yourself, up for success, here's what you need to know about crafting the best 30-60-90 Day Plan.

30-60-90 Day Plan

A 30-60-90 day plan lays out a clear course of action for a new employee during the first 30, 60, and 90 days of their new job. By setting concrete goals and a vision for one's abilities at each stage of the plan, you can make the transition into a new organization smooth and empowering.

Learning the nuances of your new role in less than three months won't be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.

You‘d write a 30-60-90 day plan in two situations: during the final stages of an interview and the first week of the job. Here’s how each type can be executed:

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30-60-90 Day Plan for Interview

Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire.

As a candidate, this would sometimes confuse me in the past, but I now understand they just want to see if a potential hire can organize their time, prioritize the tasks they likely take, and strategize an approach to the job description.

For a new hire, a well-thought-out 30-60-90 day plan is a great way to help the hiring manager visualize you in the role and differentiate yourself from all other candidates.

But how can you outline your goals before accepting a new job? How are you supposed to know what those goals are? I've found that starting with the job description is an excellent stepping stone.

Typically, open job listings have separate sections for a job‘s responsibilities and a job’s qualifications. Work to find commonalities in these two sections and how you might turn them into goals for yourself.

Then, stagger those goals over three months.

For example, let‘s say a job requires three years of experience in Google Analytics, and the responsibilities include tracking the company’s website performance every month.

I would use these points to develop an action plan explaining how:

• I‘ll learn the company’s key performance metrics (first 30 days)
• Strengthen the company's performance in these metrics (next 30 days)
• Lead the team toward a better Google Analytics strategy (last 30 days)

30-60-90 Day Plan for New Job

The second situation where you‘d write a 30-60-90 day plan is during the first week of a new job, which I highly recommend whether you’re a new employee or a manager working with a new hire.

If you're the hiring manager, this plan will allow you to learn how the new employee operates, address their concerns or preconceived notions about the role, and ultimately help them succeed.

If you‘re starting a new job and are not asked to craft a 30-60-90 day plan during the first week of that job, it’s still a good idea to write one for yourself.

A new position can feel like a completely foreign environment during the first few months, and having a plan in place can make it feel more like home.

Even though 90 days is the standard grace period for new employees to learn the ropes, it's also the best time to make a great first impression.

How long should a 30-60-90 day plan be?

While there's no set length for a 30-60-90 day plan, it should include information about onboarding and training, set goals that you're expected to hit by the end of each phase, and all the people to meet and resources to review in support of those goals. This can result in a document that's 3-8 pages long, depending on formatting.

The purpose of your plan is to help you transition into your new role, but it should also be a catalyst for your career development.

Instead of just guiding you over your job's learning curve, the goals outlined in your plan should push you to perform up to your potential and raise the bar for success at every stage.

HubSpot's Senior Manager of Content (and my former manager) Meg Prater suggests having a solid template for your plan that allows it to evolve.

“Anytime I onboard someone, I review all training docs and ensure they're up to date,” she says. “I also ask for feedback from the folks on the team who have most recently been onboarded. What did they like? What didn't work for them?”

She also says moving the plan to a more interactive platform proved to be helpful to new employees.

“One of the most helpful shifts we've made recently is moving our 30-60-90 plan (or 100-Days Plan) from a static Google Doc to Asana,” she says. “The plan is organized by week, and each task contains relevant readings and links. It's much easier for folks to move through, and it gives me better insight into where folks are in the plan.”

Meg onboarded me when I started at HubSpot, and I can confirm that my checklist in Asana was a game-changer because it helped me stay on task and visually track my progress.

The checklist below isn‘t mine, but it’s one she set up and follows the same format as the one she created for me.

Free 30/60/90 Day Onboarding Template

Fill out the form to get the template., parts of a 30-60-90 day plan.

An effective 30-60-90 day plan consists of three extensive phases — one for days 1-30, one for days 31-60, and one for days 61-90.

Each phase has its own goal. For example, the goal in the first 30 days is to learn as much as possible about your new job.

The following 30 focus on using learned skills to contribute, and the last 30 are about demonstrating skill mastery with metrics and taking the lead on new challenges.

Each phase also contains components that help define goals and describe desired outcomes. These parts include:

The primer is a general overview of what you hope to achieve during the current 30-day period.

I prefer sitting down with my manager to pinpoint a primer that aligns with my goals and desired company outcomes, and I encourage you to do the same.

This ensures you and your manager are on the same page about expectations early on in your journey with the company.

The theme is a quick-hitter sentence or statement summarizing your goals for the period. For example, your theme might be “find new opportunities”, “take initiative,” or “be a sponge.”

Learning Goals

Learning goals focus on skills you want to learn or improve to drive better outcomes at your job. For example, if you're responsible for creating website content at your company, you should learn new HTML or CSS skills .

At the start of my career with HubSpot, some marketing trends and jargon were unfamiliar, and I wasn‘t used to the company’s writing style.

As a result, my learning goals as a new blogger were to become more well-versed in marketing and to adapt to HubSpot's writing style.

Performance Goals

Performance goals speak to specific metrics that demonstrate improvement. These include making one more weekly content post or reducing the revisions management requires.

For example, I was only writing one article per week when I started HubSpot, but it was my performance goal to be able to write multiple articles by the end of 30 days.

Initiative Goals

Initiative goals are about thinking outside the box to discover other ways you can contribute. This might mean asking your manager about taking ownership of new website changes or upgrades with a specific deadline in mind.

Personal Goals

Personal goals focus on company culture — are there ways you can improve relationships with your team members or demonstrate your willingness to contribute?

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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?

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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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How To Nail That Interview Using The 30 60 90 Day Plan (With Templates)

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So you have finally landed that coveted interview at the company you have been eyeing for a long time now. But now, you need to come up with a way to leave your recruiters in awe, and present yourself as a suitable candidate for the job. And in order to do that, you need to come up with something unique, something that sets you apart from the crowd. A great way of doing that is by using the 30 60 90 day plan for your interview within your resume presentation. Resume presentations are a great way to set you apart from the crowd. They allow you to present yourself in a visual manner, making your interview a memorable one for the recruiter. SlideUpLift users have been using resume presentations to present themselves and their ideas to recruiters and human resource managers with great success.

But, having a great resume presentation is not enough. Utilize the 30 60 90 day plan to show your dedication and commitment towards your role, and to plan for your first 3 months in a new job profile.

WHAT IS A 30 60 90 DAY PLAN?

A 30 60 90 day plan is a way to present and explain your intentions and plan for the next 30, 60, and 90 days of your job. This is a great tool to showcase your ability to articulate your plans, including processes for learning, implementing, and optimizing your strategies.

Within a 30 60 90 day plan for interviews, you can clearly state your priorities and goals for the first three months, leaving a great impression on your hiring recruiter. Recruiters look for dependable and organized individuals for most administrative and management roles, and showcasing your ability to lay down a plan of action will only be beneficial in a job interview.

Have clear ideas in mind, and think about the challenges of the job. By being proactive in your approach, you can come up with a suitable 30 60 90 day plan that will explicitly state your intentions and plans to acclimatize within the company. Learn how to do goal setting for 30 60 90 day plan.

CREATE A 30 DAY PLAN

The first 30 days of your job should be spent learning and familiarizing yourself with the company and your management. By articulating your desire to mesh within the company, you are highlighting your ability to be adaptable and flexible, characteristics that are highly desirable for new recruits.

Use this space to create a strategy for infusing yourself in the company culture. Ensure that you are stating clearly that you intend to be patient and careful in understanding the goals and priorities of the company.

Some Key Takeaways for a 30 Day Plan -

• Focus on the LEARNING aspect of the job. Explain how you will prepare yourself for your new position.
• Elucidate your plans to BUILD TRUST within your team and your superiors.
• Create plans for ORGANISING your team.
• Explain how you will attempt to CONNECT core processes with your company’s goals.
• Read and understand all the relevant material provided to you for the job.

CREATE A 60 DAY PLAN

This is the time where you would ideally start implementing some of the strategic plans and ideas that you came up with. By now, in a new job, you would have been able to acclimatize to the company’s processes and goals. So, showcase your ability to execute your plans.

Within this framework, describe your strategy for tackling the company’s requirements. Highlight how you will contribute to the overall workings of your department, and what your unique contribution will be to the company.

Some Key Takeaways for a 60 Day Plan -

• Explain key SKILLS that you have that the company requires within the new role.
• Express a desire to DEVELOP new skills that can potentially be of use within the company.
• Create some rudimentary PLANS for your role, researching carefully about what your role entails.
• Give examples or plans for how you plan to IMPLEMENT some of your ideas.

CREATE A 90 DAY PLAN

By the time you reach this stage of the plan, you should be confident in your place in the company. Now is the time you start assessing and optimizing your strategies and frameworks.

In order to have an effective plan, think about how you will start dealing with larger clients and making sure that all the stakeholders involved are on the same page. Be clear about how you see yourself in the future within the company.

Some Key Takeaways for a 90 Day Plan -

• Develop a plan for getting NEW LEADS.
• Ascertain that you intend to be ACCOUNTABLE and CREDIBLE.
• Showcase your ability to take INITIATIVE.
• Elucidate how you intend to ASSESS and OPTIMIZE your work, keeping in mind general and administrative feedback.
• Present a clear picture of the GOALS you intend to follow through.

TEMPLATES FOR 30 60 90 DAY PLAN FOR INTERVIEW

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On a related note, a lot of our users often use this self-introduction deck to nail the interview. —

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Originally published at https://slideuplift.com on March 3, 2021.

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30-60-90 Day Plan

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When you prep for an interview, start a new job or jump on a long-term project and need to organize and prioritize your processes, You Exec's 30-60-90 Day Plan presentation is your one size fits all solution. Utilize it to list and visualize goals, set realistic deadlines and strategize for success.

Slide highlights

Of course, you would want to build your 30-60-90 day plan calendar with this slide, first, to set up deadlines and milestones; so the process of your onboarding or project strategy implementation remains smooth and empowering.

Use this slide to define your goals, depending on the job or project you are currently working on. We recommend making use of the "SMART Goals" system, where "SMART" stands for Specific, Measurable, Achievable, Relevant and Time-bound.

It is important that you have at least one metric that will help you keep track of the progress for all of your goals. Some of the questions to ask when setting your metrics are: "What is success in this case?" and "How will I measure it?"

The main benefits of employing a 30-60-90 day plan in your professional life are:

• Clear focal point – Developing a course of action for your first 90 days on the project helps you stay concentrated, motivated and productive.
• Goal-getting attitude – When you set the vision and goals and work toward achieving them and marking milestones, you are more likely to finish it on time.
• Enhanced chances of overall success – Using a defined plan screams self-management and ambition. Whether you are starting a new job or a new marketing campaign, having a 30-60-90 day plan will show your superiors or colleagues that you are dedicated and success-oriented, and, therefore, worthy of promoting and emulating.

Application

To develop an easy to follow 30-60-90 day plan: create a simple template, list your goals, name your 30-day targets, name your 60-day targets, name your 90-day targets, create and connect action items to each target. And if you are creating a 30-60-90 day plan specifically for a new job, HubSpot recommends setting the following goals:

Questions and answers

What are the main components of the 30-60-90 Day Plan?

The main components of a 30-60-90 Day Plan typically include Learning Goals, Initiative Goals, and Personal Goals. Learning Goals define how you will process and record new information about your company, team, and role. Initiative Goals define what actions you can take to prove that you are exceptional. Personal Goals determine how your interpersonal skills will aid your integration with your company and team.

How does the 30-60-90 Day Plan align with digital transformation initiatives?

The 30-60-90 Day Plan can align with digital transformation initiatives in several ways. In the first 30 days, you can focus on learning about the digital technologies and strategies that your company is using or planning to use. In the next 60 days, you can start taking initiatives to implement or improve these digital strategies. Finally, in the last 90 days, you can work on personal goals that involve integrating these digital transformation initiatives into your daily work and the overall company culture.

• Learning Goals – These goals should define how you will process and record new information about your company, team and role.
• Initiative Goals – Which will define what actions you can take to prove that you are off-the-scale exceptional.
• Personal Goals – These goals will determining how your interpersonal skills will aid your integration with your company and team.

Credit Union Australia

When David Gee became Chief Information officer for Credit Union Australia, he shared his experience in an article published on "CIO.com."

"On day one at CUA, I shared my 90-day plan with the CEO. I had prepared this plan before walking through the company's doors for the first time. It was also shared with my peers over the next few days and weeks during our initial one-on-one meetings," Gee writes.

Gee says he learned right away that events and meetings would consume him unless he clearly defined where he wanted to focus his time and energy. So the new CIO made the most use of his 30-60-90 day plan. The plan eventually helped him to achieve success in the new role by establishing his personal brand, authentically connecting with the staff and peers and making a tangible impact as a leader very early.

How can the 30-60-90 Day Plan enhance a business's strategy?

The 30-60-90 Day Plan can enhance a business's strategy by providing a clear and structured roadmap for the first three months of a new project or role. This plan helps in organizing and prioritizing processes, setting clear objectives, and managing resources effectively. It allows businesses to set short-term goals and monitor progress, which can lead to better decision-making and improved performance. It also helps in balancing work and personal life, which can contribute to overall productivity and well-being.

The main components of a 30-60-90 Day Plan typically include: 1. The 30-day section: This is usually the learning stage where you get to understand the company, its products or services, and your role. 2. The 60-day section: This is the planning stage where you start to implement what you've learned and plan for what's to come. 3. The 90-day section: This is the execution stage where you start to contribute significantly to the company, showing the value you bring to the team.

"Your time will be stretched during these first 90 days and you'll be subjected to much stress, so be sure to devote time to yourself and your family. Getting this balance right is difficult, but remember you are the only person who can control this. Taking time out to reflect will help you manage and think through where you spend your energy," Gee writes.

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30-60-90 Day Plan: 2024 Guide + Example

Updated: Apr 17, 2024, 11:50am

Table of Contents

What is a 30-60-90 day plan, benefits of a 30-60-90 day plan, elements of a 30-60-90 day plan, when to make a 30-60-90 day plan, how to make a 30-60-90 day plan in 5 steps, 30-60-90 plan example, frequently asked questions (faqs).

It can take new employees time to settle in and learn the ropes of a new position. However, employers want to see productivity sooner than later. This is why developing a 30-60-90 day plan is a good idea. It’s a plan that outlines target milestones for employees to hit in the first 30, 60 and 90 days of employment. Follow along to learn more about the 30-60-90-day plan and how to create your own. To help give your employees the best start possible.

A 30-60-90 day plan is a document that is created either by a new employee or a hiring manager and outlines the goals to be accomplished during the first three months of employment. It breaks goals down into 30-, 60- and 90-day increments. Employees work to hit set milestones that are aligned with the mission of the organization. The goal is to maximize employee output in the first days of being hired, days which can be overwhelming and confusing in many cases. The plan helps simplify what the employee should be doing and focusing on.

The 30-60-90 day plan can be written by the employee or by the hiring manager. Managers may want employees to create their own plans to get the buy-in for the milestones and goals.

What Makes a Good 30-60-90 Day Plan?

A good 30-60-90 day plan takes larger goals and breaks them down into smaller, more digestible milestones. The plan has an ultimate goal set for 90 days and shows steps that are accomplished along the way at the 30- and 60-day marks. While the goals should be accomplishable, they should also be challenging.

A good plan also aligns with the mission of the company. Managers want employees to work on goals that move the company forward. Otherwise, the company may not meet its objectives and goals.

When managers utilize a 30-60-90 day plan for onboarding new employees , they help identify the key goals for the employee in the early days of employment. Not only does it set the parameters for success, but it also empowers employees to manage their own work to a large degree. When employees know what is expected of them, they can spend their day focusing on achieving those goals rather than on tasks that don’t support the plan. The 30-60-90 day plan is the roadmap for success.

A good 30-60-90 day plan has common components that are designed to explain expectations clearly. The first element of the plan is to have the company mission or purpose of the work stated. Then, of course, there are the goals. Goals should be concrete with measurable objectives. A good 30-60-90 day plan also lists resources to help employees accomplish their goals.

Make a 30-60-90 day plan when you onboard a new employee. It will serve as a way to help transition them from a new employee to a valuable team member in a short amount of time. You can also use a 30-60-90 day plan when rolling out new initiatives. This will help existing employees understand the goals and provide a workable path to accomplishing them.

It may also be helpful for a prospective employee to create a 30-60-90 day plan when preparing for an interview. This will show the hiring manager that you are serious about hitting the ground running and making an impact toward objectives and goals.

A 30-60-90 day plan doesn’t need to be complicated. It simply outlines the main objectives of a new employee and gives them guidance on how to accomplish them.

Here’s how to create a 30-60-90 day play in five easy steps:

1. Write the company mission

The very first thing that you should do when creating a 30-60-90 day plan is to identify and write down the company mission. Remember that the plan should align with the company’s mission and goals. By having it on the page for the employee to review, you can help the employee understand their role in the bigger picture.

2. Create the first 30 days’ objectives

Write down the goals for the first 30 days. Limit the goals to three to five to keep things clear. For each goal, write down a key metric that will be used to measure whether the goal is achieved or not.

3. Create the next 60- and 90-day objectives

Just as you did for the first 30 days, write down key goals for the first 60 days. Remember to keep goals limited to three to five goals for clarity. Have a key metric stated for each goal. Do the same for the first 90 days.

4. Provide ample resources for the employee

Because the plan is a guide, you should include any relevant resources that will help the employee accomplish their goals. Resources may include listing certain people to speak with or using certain computer-led tutorials. Give the employee the resources needed to succeed with as little oversight as possible.

5. Evaluate progress

For a 30-60-90 day plan to work, you need to give it time (as the name suggests). Part of the plan is to give said time and then follow-up with an evaluation. Did the employee manage to use the resources provided to hit their objectives?

Plan For: Employee name Date: August 1, 2022

Company Mission: To help consumers find the right resources for retirement and invest their money with our firm.

Goal 1: To complete all onboarding training. All boxes should be checked as complete in the employee file. Goal 2: Review investment products and become familiar with the key benefits. Goal 3: Pass state and federal licensing requirements to sell investment products.

Goal 1: Make first sales calls to potential clients. Goal 2: Work with your manager to develop a key product list to offer clients. Goal 3: Get the first sale in the program.

Goal 1: Consistently make 50 outbound calls per day. Goal 2: Hold at least three sales appointments per day. Goal 3: Generate at least $500,000 in sales.

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Bottom Line

A 30-60-90 day plan is a great way to help onboard new employees (or get an edge in an interview process) because it shows the key objectives for the first three months of employment. It aligns with the company’s mission, helping the employee integrate quickly into becoming a valuable team member. Set realistic goals in a 30-60-90 day plan to see success and build confidence in new team members.

The 30-60-90 day plan is just one tool in the employer’s toolkit. For more insights into managing staff and building strong teams, check out our article on strategic human resource management .

How do I answer what I will do in the first 30-60-90 days?

Prepare for this question in an interview. Make sure you approach it from the perspective of the company’s goals and say what you plan on accomplishing based on what you know about the job description. Don’t hesitate to ask questions to clarify the role before answering the question.

How many slides should a 30-60-90 day plan be?

If you are presenting a plan in a PowerPoint, you want to use three to four slides. The first slide should outline the mission and overall objective of the company, while the next three slides review the goals. Use one slide for each month.

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Kimberlee Leonard has 22 years of experience as a freelance writer. Her work has been featured on US News and World Report, Business.com and Fit Small Business. She brings practical experience as a business owner and insurance agent to her role as a small business writer.

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30 60 90 Day Plan PowerPoint Templates & Slides for Presentations

The 30-60-90 Day Plan templates can be helpful if you need to create slides for a planning presentation or presentations on a job interview. It is an effective way to go above and beyond your competition and using one of our editable slides for PowerPoint you can impress your audience and future employers.

Save time by grabbing one of our pre-design PowerPoint templates to present your 30 60 90 day plan . The PowerPoint templates will help you describe goals or milestones in an organized format. The editable templates make it easy to communicate success planning and tracking along the way.

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30 60 90 day plan is a structured way of enlisting goals and expectations in timely manner. This method is commonly used by businesses as a guideline while onboarding new employees. Its purpose is to ensure a smooth transition into the role over a period of 30, 60, and 90 days. The planning method of 30-60-90 days is used in interview coaching sessions. Business professionals also use 30-60-90 days planning tool to manage project timeline.

Download 30 60 90 day plan templates & slides for presentations with 100% editable text placeholders and content.

Our 100% editable 30 60 90 day plan templates and slides can help managers and business executives to create well-organized presentations on planning and strategy. The templates can also be used for sales planning and strategy presentations.

We provide a variety of 30 60 90 day plan slides and templates with different range of colors icons and styles. Our pre-designed 30 60 90 Day Plan slides are ideal for managers and executives but also for strategists and human resource specialists onboarding new employees. Job candidates can also use the 30-60-90 day plan template for new employees to prepare presentations for new jobs and explain to the hiring manager during a job interview how they will serve the company.

What are 30-60-90 PowerPoint Templates?

The 30-60-90 day plan PowerPoint templates illustrate goals and strategies in 3 steps timeline. The SlideModel catalog of 30-60-90 day plan templates a range of timeline and planning themes. You can incorporate a desired layout design in your presentation with full customization features.

How can a 30 60 90 Day Plan template be used?

A 30 60 90 day plan template is a document that helps managers in specifying the business goals and objectives within 30 days, 60 days and 90 days. Managers can use the 30 60 90 day template to plan the company’s objectives and evaluate if the goals are met.

It is a time-bound action plan that can be used for planning and strategy purposes. 30 60 90 day plan templates can be used by managers, project leaders, new hires, job candidates or even sales executives.

The 30 60 90 day plan slides can also be used in training and onboarding. For example, to onboard new team members to the company. In these cases, 30 60 90 day plan templates will contain information about onboarding and training.

When to create a 30 60 90 Day Plan?

A 30 60 90 Day Plan Template is a very useful presentation when you are looking to prepare for a job interview, this way you will be able to present a solid project for your first three months. At the same time, it can also help you in your role as a manager to guide your team towards certain monthly and quarterly goals.

What should I accomplish in the first 90 days?

Some of the fundamental actions and milestones to complete in your first 90 days in a new job role are: getting to know the team, getting to know the product in-depth, achieving autonomy in the work you do, establishing priorities, determining deliverables and key performance indicators, and finally, becoming a fundamental part of the area in which you work.

How to present a 30 60 90 day plan?

The main objective of a 30 60 90 day plan is to persuade your audience and demonstrate that your work plan is on the right track for the next three months. When presenting your 30 60 90 day plan template, remember to add information about your purpose, benefits, activities, and return on investment clearly. A 100% editable 30 60 90 day plan template can help you toward preparing this presentation, allowing the user to edit the placeholders and saving time.

Where do I find a Free 30 60 90 day plan template?

At SlideModel, we aim to provide the necessary tools to create professional presentations with no hassle. In our Free Templates section, you can find a Free 30 60 90 Day Plan Template ready to be used for your next job.

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How to Create a 30-60-90 Day Plan for an Interview

If you are a manager or executive-level candidate, be sure to stand out as an efficient and organized job candidate. Create a 30-60-90 Day Plan!

Are you a manager or executive candidate who is looking to set yourself apart?

Have you gone through the early stages of the interview process?

If so, there is a way that you can be sure to stand out as an efficient and organized candidate.

By creating a 30-60-90 day plan.

If you’re not sure where to start, this article will provide tips to help you create this work plan for your next (hopefully final) interview!

What is a 30-60-90 Day Plan?

A 30-60-90 day plan is a tool proven to improve your chance of being hired as you enter those later stages of interviewing.

Most people have the tools available to create this plan.

But the truth is, most candidates fail to prepare properly for an interview.

Especially if you are seeking a job in the managerial or executive sector, you will want to create a sample work plan for your prospective position.

In short, a 30-60-90 day plan is an outline of your strategy and the propositions you have for your first few months of work.

You can outline this 30-60-90 day work plan on a Word document. You can also create it using a PowerPoint presentation.

Below, we’ll discuss ways you can format your work plan, but first, let’s cover a few suggestions on how to approach it.

Focus On The Company

It is extremely important not to create a “one plan fits all” strategy.

You are not going to offer the same 30-60-90 day plan to every position you apply to.

If you have reached this point, you have likely had previous interviews with a certain company.

As such, you understand certain aspects of their culture, goals, and vision.

• Focus on the company’s specific requirements.
• Use any information you can gather. Look at the job description from the original posting. Look at the company’s website for goals and vision.
• Employ details you have gathered on the culture of the company.

Make a Plan Relevant to the Company’s Needs

Remember, you are interviewing to fill a gap somewhere.

Imagine that you have already received an offer and now it is time to deliver!

Your plan should be used to set you apart from the other candidates.

It needs to be unique to the specific job description because if you show a lack of effort, you will not leave a lasting impression.

(For more tips, check out the 50 Top Job Interview Questions And Answers .)

I know we already stated this, but it could bear repeating:

Your approach needs to be highly specific to be effective.

Statements such as these should be left out of your 30-60-90 day plan:

• Familiarizing myself with the office layout
• Making friends with neighboring pods

The hiring manager wants to know what you can do for the company.

Your own needs should be left out of the plan.

Only include those things you need to be an effective employee.

Also, try to quantify goals in your 30-60-90 day plan.

Nothing impresses an interviewer more than a candidate who can present quantifiable numbers, both in previous accomplishments and future goals.

Referencing prior accomplishments while presenting your plan can speak volumes to your organizational skills.

Formatting Your 30-60-90 Day Plan

Some sources suggest a flat 90-day plan.

Although this would suffice, we suggest an alternative approach.

Format your strategy as a 30-60-90 day plan instead.

Breaking your plan up into 30-day increments shows a step-based plan with each tier building upon the other.

For each set of 30 days, you can create specific goals in these four areas:

• Learning goals
• Performance goals
• Initiative goals
• Personal goals

Try following the template below to help you outline your plan.

First 30 Days

Focus on training, finding mentors, and embracing the company culture.

Make sure these focal points relate to both your job description and the people around you.

Considering the above four areas, your plan might look something like this:

1. Learning Goals

Read company’s corporate charter and focus primarily on sections that apply to my department

Speak with supervisor about any questions or comments regarding company charter

Take time to learn all relevant terminology for the company

2. Performance Goals

Complete company training courses

Earn an “A” on training course examination

Make a minimum of five calls per day

Convert at least two calls into clients each week

3. Initiative Goals

Volunteer to lead a project in next department meeting

Offer to oversee social media strategies

4. Personal Goals

Meet and grow acquainted with coworkers within my department

Focus on implementing your training and putting your experience into action.

Also, work with your supervisor to optimize your performance.

Learn about the line of products produced by the company

Research similar products created by competition

Chart strengths and weaknesses of competitors’ products

Increase number of daily calls to 10 per day

Convert at least one call per day to a client

Request a casual performance report from immediate supervisor

Put into practice any input received

Research methods for gaining new clients using social media platforms

Employ at least one new method each week 

Monitor effectiveness of each method

Invite colleagues to lunch or coffee 

• Discuss strategies for effectiveness
• Gain a deeper understanding of department operations

In this last stage of your 30-60-90 day plan, you can try to add your personal touch to the position.

Remember, your goal is to be an effective leader/coworker.

You want to build relationships and develop connections that benefit your position and the company as a whole.

Research cutting-edge sales methods 

Take an online learning course in relevant area 

Chart strengths and weaknesses of company products

Make at least one dozen daily calls 

Increase percentage of conversion

Gain referrals from current clients

Request colleagues or supervisor to monitor several calls and provide input

Offer to partner with R&D department to boost sales by considering more effective methods 

Choose and adopt one relevant method

Monitor effectiveness of method for continued use

Adopt one of the following practices to increase personal effectiveness and motivation

• Regular gym attendance

Summary of Creating a 30-60-90 Day Plan

Some employers will ask you to create a plan once you get the job.

But even if they don’t, you can be one step ahead (or several steps)!

If you complete a 30-60-90 day plan for your next interview, you will portray yourself as a high-quality candidate.

It might take some time, but don’t be afraid to put in the work.

This will guarantee that you have done all you can to display your abilities and work ethic.

The rest will be out of your control, but using this strategy effectively will eventually lead to results.

Happy job hunting!

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