Onboard Like a Pro: The 30-60-90 Day Plan Explained (+Free Templates)
The first days at a new job are exciting but also critical. It’s beneficial for both new hires and the company to follow a 30-60-90 day plan. New hires need time to decide if the role is the right fit, while the company must assess their performance and provide a structured onboarding experience.
A 30-60-90 day plan helps accelerate the transition from new hire to productive team member while identifying potential challenges early on.
30-60-90 Day Plan
- Understanding the 30-60-90 Day Plan
- Key Components of a 30-60-90 Day Plan
- It Doesn’t Just Benefit the Employees
- The Three Phases Explained
- Types of 30-60-90 Day Plans
- 30-60-90 Day Plan Templates and Examples
- What to Do if None of the Templates above Work for You?
- How to Personalize a 30-60-90 Day Plan for Maximum Impact?
- Balancing Short-Term Wins with Long-Term Goals
- Common Mistakes to Avoid
- Complementary Tools and Resources to Maximize Your 90-Day Plan
Research shows that 69% of employees are more likely to stay with a company for at least three years if they have a great onboarding experience. Moreover, effective onboarding can boost productivity by more than 70%.
This article will explore the 30-60-90 day plan in depth, highlight its benefits for both employees and employers, introduce useful templates, and share tips on how to implement them effectively.
Understanding the 30-60-90 Day Plan
A 30-60-90 day plan, commonly known as a 90-day plan, is a structured framework that outlines specific goals and milestones for employees during their first three months in a new role. This plan helps individuals focus on learning, contributing, and systematically improving their performance.
The primary purpose of a 30-60-90 day plan is to break the onboarding or transition process into manageable phases:
✅In the first 30 days, the focus is on learning about the company, the role, and team dynamics.
✅The next 30 days (31–60) are when the knowledge gained during the initial phase is applied.
✅The final 30 days (61–90) concentrate on optimizing performance by refining processes and driving measurable results.
Key Components of a 30-60-90 Day Plan
A well-crafted 30-60-90 day plan typically includes the following components:
- SMART Goals: Objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound, tailored specifically to the role.
- Action Items: Clear steps outlining how to achieve each goal within the established timeframe.
- Metrics for Success: Criteria used to evaluate progress and outcomes.
- Feedback Mechanisms: Regular check-ins with managers to discuss challenges and make any necessary adjustments to the plan.
It Doesn’t Just Benefit the Employees
More than half of new hires decide whether they’ve found the right job within the first month, and 29% know within the first week. This highlights the importance of a strong initial experience.
The benefits of the 30-60-90 day plan for employees are as follows:
✔️Clearly Defined Expectations: Reduce uncertainty by outlining priorities and deliverables.
✔️Rapid Learning: Facilitate quick adaptation to the role and company culture.
✔️Boosted Confidence: Achieving measurable goals enhances motivation and self-esteem.
For employers, the benefits include:
✔️Seamless Onboarding: Streamline integration while saving time and resources.
✔️Increased Productivity: Clear plans eliminate confusion, enabling employees to focus on meaningful tasks.
✔️Early Issue Detection: Help managers quickly identify skill gaps and challenges, allowing for timely support.
The Three Phases Explained
The 30-60-90 day plan is structured into three distinct phases, each building upon the last to ensure a new employee’s smooth integration and meaningful contribution to the company.
🎯 30-Day Phase: Learning and Orientation
During the onboarding process, new employees will attend orientation and training sessions, shadow experienced colleagues, and review company policies, procedures, and offerings. They will also set up necessary accounts and access permissions for their roles.
Key Objectives:
- Develop a comprehensive understanding of the role, company, and industry.
- Establish initial relationships with team members and key stakeholders.
- Familiarize yourself with essential tools, processes, and systems.
🎯 60-Day Phase: Contributing and Implementing
This phase marks the transition from learning to action. Employees begin applying the knowledge gained in the first 30 days to daily tasks, taking on more responsibilities, and actively contributing to team projects by identifying areas where they can make an immediate impact.
Building relationships is also essential for professional growth. Expanding your network beyond your immediate team—seeking mentorship opportunities and participating in cross-functional meetings—provides diverse perspectives and valuable connections.
🎯 90-Day Phase: Leading and Optimizing
In the final phase, the focus shifts to leadership and optimization. Employees take initiative by proposing new ideas, suggesting process improvements, and volunteering for additional responsibilities—demonstrating leadership regardless of their role.
Measuring progress is key. This involves reviewing previously set goals, gathering feedback from colleagues and supervisors, and identifying areas for further growth. Additionally, aligning personal career goals with the organization’s objectives ensures long-term success.
| Phase | How TrackingTime Helps | Key Activities |
|---|---|---|
| 📆 30 Days (Learning & Understanding) | Task Breakdown and Time Allocation | ✅Log time spent on onboarding, training, and research. ✅Track hours dedicated to skill development, such as completing training modules. |
| 📆 60 Days (Strategy & Contribution) | Project Management and Deadlines | ✅Monitor the progress of project implementations. ✅Track time spent on client outreach, team collaboration, and process optimization. |
| 📆 90 Days (Execution & Leadership) | Performance Measurement and Reporting | ✅Generate time reports to identify areas for improvement. ✅Track the efficiency of key business functions, including revenue impact and team productivity. |
Types of 30-60-90 Day Plans
While new hire onboarding is the most common use of a 30-60-90 day plan, employees also need structure when transitioning into new roles. Some may require a plan to prepare for a management position, while others may focus on enhancing their existing skills. Below are some key types of 30-60-90 day plans beyond onboarding new hires:
| Type of 30-60-90 Day Plan | Focus | Key Components |
|---|---|---|
| New Hire Onboarding Plans | Integration of new employees | – Learning company culture, policies, and procedures – Understanding job responsibilities – Building relationships – Completing training |
| Sales Plans | Sales representatives or new territories | – Product & market research – Building prospect database – Developing outreach strategies – Setting & achieving sales targets |
| Management Plans | New or transitioning managers | – Assessing team & goal-setting – Establishing communication protocols – Evaluating performance – Developing strategies & optimizing processes |
| Project-Specific Plans | Employees leading new projects or initiatives | – Defining project scope & objectives – Engaging stakeholders – Resource allocation – Risk assessment & mitigation |
| Performance Improvement Plans | Supporting struggling employees | – Identifying areas for improvement – Setting performance targets – Skill development actions – Regular check-ins & progress evaluations |
30-60-90 Day Plan Templates and Examples
In this section, we’ll explore ready-to-use templates from leading industry experts and how they can be applied effectively.
1. Standard 90-Day Plan by Substack
This Google Docs template emphasizes transparency and alignment in new roles, making it especially valuable for leaders.
It focuses on setting clear monthly priorities—Learning, Aligning, and Executing—while promoting effective communication with the team and reinforcing trust through follow-through on commitments.
2. GetGuru’s Multi-Functional 30 60 90 Day Plan Templates
This customizable template is suitable for various scenarios, including onboarding, sales, and management roles.
It offers a structured format for outlining goals, tasks, and metrics within the 30-60-90 day framework, divided into weeks for greater clarity. This ensures a smooth transition and sets clear expectations throughout the process.
3. Three-Month Plan for Teams by Venngage
This template focuses on goal setting and achieving results within the first three months of a new role. It helps new team members learn business processes, understand their responsibilities, and start making an impact quickly.
4. ProjectManager’s 90-Day Plan for New Employees and Managers
This template is designed to help new employees or managers make a strong first impression.
It can be used in various situations, including starting a new role, launching a new project, or creating a professional action plan.
5. New Hire 90-Day Plan Template by AIHR
For managers transitioning into leadership roles, this template includes team assessments, communication strategies, and process improvements.
What to Do if None of the Templates above Work for You?
Now that you have a general idea of the 30-60-90 day plan, you don’t necessarily need to use one of the templates above.
You can create one yourself and customize it to fit your needs. Depending on the details you want to include, you can use simple tools like Word, Excel, Google Docs, or Google Sheets (especially if you need to share it with others and get feedback). If you’re presenting it to others, PowerPoint could work well. You can also use tools like Trello or ClickUp if you already use them in your team. The choice is totally yours!
How to Personalize a 30-60-90 Day Plan for Maximum Impact?
Whether you decide to use one of the ready-made templates above or create your own 90-day plan template, here are the steps you should follow:
| Step | Description |
|---|---|
| Draft a Template | Use a pre-made or custom template that includes sections for 30, 60, and 90-day goals, actions, and types of objectives. |
| Define Goals | Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) categorized as learning, performance, or personal goals. |
| Identify 30-Day Targets | Focus on learning about the company and role. Highlight knowledge or learning objectives. |
| Identify 60-Day Targets | Concentrate on contributing to the company’s mission using knowledge gained in the first 30 days. |
| Identify 90-Day Targets | Enhance contributions based on the experience and knowledge gained over the first 60 days. |
| Create Action Items | Break down goals into actionable, measurable, and achievable steps. |
| Revise Your Approach | Adjust goals as needed and review with key stakeholders. |
| Hold 1:1 Meetings with Stakeholders | Engage in meaningful conversations with supervisors and stakeholders for relationship-building and feedback. |
Balancing Short-Term Wins with Long-Term Goals
While securing early wins in a 90-day plan helps build confidence, it’s equally important to prioritize sustainable growth for both the short and long term.
Harvard Business Review highlights that striking a balance between immediate impact and strategic planning not only boosts employee satisfaction but also drives better organizational outcomes.
Common Mistakes to Avoid
❌ Setting Unrealistic Goals
- Avoid overloading your plan with too many objectives.
- Focus on a few key goals that align with your role, prioritizing quality over quantity.
- Ensure your goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.
❌ Neglecting Company Culture
- Don’t underestimate the importance of understanding and adapting to the organizational culture.
- Take time to observe, learn, and embrace the company’s values and norms.
- Align your actions and communication style with the existing culture to foster stronger connections.
❌ Failing to Communicate Progress
- Keep your supervisors and team members informed about your progress.
- Regularly share updates on your achievements, challenges, and next steps.
- Be proactive in seeking feedback and clarification to stay aligned with expectations.
Complementary Tools and Resources to Maximize Your 90-Day Plan
You can create a 30-60-90 day plan right away, but leveraging the right complementary tools and resources will help ensure a smoother and more effective 90-day experience for both employees and employers. Here are some valuable tools you can use to support your journey:
📊 Digital Planning Tools
- Trello, Monday.com – Help break down your 30-60-90 day plan into manageable phases, set deadlines, track progress, and visualize milestones.
- Salesforce – Valuable for sales and marketing strategies.
- Jira – Ideal for managing product development plans.
👥 Collaboration Platforms
- Slack, Microsoft Teams – Enhance cross-department communication during the 60-day phase, crucial for implementation and process optimization.
- Zoom, Google Meet – Organize virtual meetings with stakeholders in the 30-day phase to understand processes and foster relationships.
🎓 Professional Development Resources
- Coursera, LinkedIn Learning, Udemy – Role-specific courses (e.g., Leadership Development for managers, Market Research for product managers).
- BambooHR, FactorialHR, Lattice – Track employee engagement and streamline HR processes during the Operations and HR phases.
⏰ Time Management Tools
- TrackingTime – Log time spent on activities, measure performance, and automate reporting, especially during the crucial first 90 days for both employees and employers.
