to Write 30/60/90 Day Plan (Guide and Free Template!) //
It’s possible to “wing it” and “flailing around until you are fired”. The former is cool and feels cool. Without any planning or foresight, this can become your reality.
This is especially important when you start a new job. It’s crucial to understand how to create a 30-day, 60-day and 90-day plan.
It’s important to have realistic expectations. It’s easy to over-excite a new hire or a manager who is onboarding one. It’s easy to overpromise and underdeliver when you are a new employee or a manager onboarding a new employee.
By month two, I can increase our sales by at least 200%.
By month two, I expect that you will increase our lead generation by 200%.
These types of expectations are wrong for everyone, whether you’re a manager or an employee. You can set realistic goals and achieve them with a 30/60/90 day plan.
Table of Contents
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What does a 30-day, 60-day or 90-day plan mean?
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How do you write a 30-day, 60-day or 90-day plan to prepare for an interview
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How do I write a 30-day, 60-day or 90-day plan for a job change (for a manager or employee)
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Download a free 30-day, 60-day or 90-day plan
What is a 30-day, 60-day or 90-day plan?
Both employees and employers use a 30/60/90 day plan. A 30/60/90 day plan typically outlines expectations and goals for the first 30, 60 and 90 days.
A 30/60/90 day plan adds structure to the onboarding process. It has goals that include learning the basics, meeting key people, developing a strategy and finally executing it. A 30/60/90 day plan can be used for new projects.
Metrics for success should be included in a 30-day, 60-day or 90-day plan. It’s crucial that you have goals that can be measured with concrete metrics.
What are some examples?
- Completing X tasks out of Y
- Complete X Training Modules
- Develop a Q3 strategy with X deliverables
- Pitch X Ideas for Y
It’s important to note that plans can change. You may find that your goals have changed over time. If this happens, you can revisit the plan and adjust the timelines or goals.
How to prepare a 30-day, 60-day or 90-day plan before an interview
Some companies may mention a 30-day, 60-day or 90-day plan in the latter stages of an interview. This is not always definite. Some companies may ask you to create a 30-day, 60-day or 90-day plan before an interview. Others might just have you mention it in passing.
You may not need to prepare a detailed plan unless you are asked in advance, but it is helpful to cover some of the more important points. Before you start putting together the plan:
Review the job description as well as the company.
Consider the mission statement of the company, the emphasis they place on their website, the job description and so on. Consider the role that the position you are applying for will play in helping the company reach their goals.
The Warby Park About page, for example, is a wonderful distillation of the company’s mission: To inspire and impact the globe with vision, purpose and style.
Consider the goals that are important to your position.
What could their KPIs look like? What are the metrics of success? What goals and metrics are appropriate for the size and audience of your company?
If your audience is small and the average lead is only 5 or less, you wouldn’t say that you can generate 500 leads within 90 days.
Bonus: Ask about the success metrics for the job before the interview. This is a great way to determine if the position sounds realistic and if it aligns with your expectations. It can also be used as a guide for your 30-day, 60-day or 90-day plan.
Don’t oversell your self.
What is realistically possible for you to do within 30/60/90-days? Remember that you are new and you will be busy learning more about the company, its audience, or products.
Don’t forget to include time for meeting people when defining realistic goals. In your first few weeks, you’ll be doing a lot of meeting and greeting and perhaps some shadowing or interviewing.
The importance of education and training
In your plan, pay attention to the learning, training and shadowing. When you are mapping out your goals, you should write down the names of stakeholders with whom you would like to work together.
It shows that you are eager to learn and grow. This is a good way to get to know your colleagues and people outside of your department.
If your job involves Google Ads, but you are not experienced, you might want to start with some Google Ads courses.
It doesn’t matter if you’re not asked to provide a 30-day, 60-day or 90-day plan during your interview. Having a rough draft ready at a moments notice is still helpful. You could mention to the interviewer that you are really proud of your plan after you have finished.
How to create a 30-day, 60-day or 90-day plan when starting a new position
A 30/60/90 day plan for a job interview is very similar, except that you can use the resources of your company and know (to a certain extent) exactly what you are signing up for. Even if it is not required, you should still create your own to keep on track.
Days 1-30: Learning, learning, learning
The first 30 days are usually all about learning. You are new to both the company and your role. You must gain a solid understanding of the company and its products, as well as your audience.
- Your goals should be based on learning and growth in your current role
- Who will you be interviewing?
- What kind of training will I need?
- You can choose any courses that you would like to access.
- Certifications?
- Additional resources you’d like?
Take note of any questions that you may have as you begin your first 30 day period. Follow up on these questions. You have 30 days to learn everything you can. Filling in knowledge gaps early can save you from confusion later.
As you set goals for the first 30 days, and beyond, be sure that they are concrete, measurable. You and your future manager should both be able ask and answer “Is this objective complete?”
Make certain that the goals you outline for your 30-day, 60-day and 90-day plans are SMART goals.
You could, for example, state that you will complete X courses in Y subject by the 60th day, or publish four blogs, and interview two experts.
Day 31-60: Strategy & further learning
You’ve probably learned enough to begin thinking about your strategy and future tasks during the first 30 days. Your next 30 days will be devoted to strategy and learning. Yes, you need to learn more.
Find out what the people and department needs to be successful
- What can you do to help your company and department achieve their goals?
- What tasks are most important in order of impact/quickest wins?
- What kind of support will you need to accomplish these tasks?
Set realistic goals that you can achieve during this time
- What type of projects could you begin working on?
- What progress can you anticipate on your project?
You’re still a beginner, so your speed will not be 100% in most cases.
Map out additional training, resources, certifications, etc.
It’s impossible to learn everything in 30 days. You’ll have more work for the next 30 (and possibly the final 30).
- Consider what knowledge gaps you may have at this point, based upon the job description, departmental goals, etc.
- You can use generic filler to remind yourself you will have to train more as the 30 days approach.
Days 61-90 – Putting everything into motion
Now that you’ve done all the research, interviews, strategy, and learning, it’s now time to put your knowledge into action.
Plan out all the projects, campaigns, strategies, etc. Plan out all the projects, campaigns, strategies etc. that you intend to roll out at this point.
- What are the essentials to ensure that these executions run smoothly?
- Who is involved? Who are the key stakeholders?
- What can go wrong and how do you prepare for it?
- What support will you need to make this happen?
Present your work to the public
- What type of reporting is required in advance?
- What are your main KPIs, or metrics for success?
Think about the way you will present your work and how you can show your progress and impact to your leaders.
Review the events that have occurred.
What’s the point of all this action, if you never stop to think?
Even though you may not be able to plan in detail for your 90-day review, you should consider how you could revisit your 90-day period, fill in any knowledge gaps and learn from your mistakes. This will help you make your 90-days next year even better.
Simple life planning with the free 30/60/90 day plan template
It is important to have a plan that will guide you through your 30/60/90 day period. Keep it simple using , our free template.
Success beyond 30-60-90 days
The progress doesn’t end after 90 days. Just get started. Once you’ve completed the first 90 days of your program, don’t be afraid to begin another 30/60/90. This will keep the ball moving in the right directions.
You’ll soon find it hard to believe that you were the newbie you were in those first 30-60 days.
How to write a 30-day, 60-day or 90-day plan (Guide and Free Template!) appeared first on WordStream. The post How to Write a 30/60/90-Day Plan (Guide + Free Template!