A 30/60/90 plan is a strategic roadmap used to outline key objectives and milestones for the first 90 days of a new role, typically in a management or leadership position. This plan is designed to help new hires quickly understand their new environment, build relationships, and make a significant impact within their initial three months. It's a powerful tool for both new employees to demonstrate their commitment and for employers to evaluate their progress.
By breaking down the onboarding process into manageable chunks, a 30/60/90 plan ensures that new hires can effectively prioritize their tasks and focus on what's most important. This structured approach also helps to set clear expectations and fosters open communication between the new hire and their manager.
Understanding the 30-Day Plan
The first 30 days of a new role are critical for making a strong first impression and laying a solid foundation for future success. During this period, new hires should focus on learning, observing, and building relationships.
Key activities in the first 30 days typically include:
- Familiarizing oneself with the company's mission, vision, and values.
- Meeting key stakeholders and building relationships with team members.
- Understanding the company's culture, processes, and tools.
- Identifying quick wins and areas for improvement.
Setting Clear Expectations
During this initial phase, it's crucial to set clear expectations with your manager about what you hope to achieve. This could include specific tasks, projects, or goals you'd like to tackle within your first 30 days.
For example, you might say, "By the end of my first month, I aim to have a comprehensive understanding of our sales processes and have identified at least two areas where I believe I can make a positive impact."
Gathering Feedback
Regularly seeking feedback from your manager and colleagues is essential during your first 30 days. This shows that you're open to learning and willing to adapt your approach based on their insights.
You might ask, "What have you observed about my performance so far? Are there any areas where you think I could improve or things I should focus on?"
The 60-Day Plan: Building Momentum
In the following 30 days, new hires should start to build on the foundation they've established and begin to make a more significant impact in their role. This is the time to start taking on more responsibilities and demonstrating your value to the organization.
Key activities in the second 30 days might include:
- Developing and implementing action plans based on your initial findings.
- Taking on more complex tasks and projects.
- Building deeper relationships with key stakeholders and mentors.
- Starting to think about your long-term goals and how you can contribute to the company's success.
Taking Ownership
During this phase, it's essential to start taking ownership of your role and demonstrating your initiative. This could involve volunteering for new projects, proposing new ideas, or suggesting improvements to existing processes.
For instance, you might say, "I've noticed that our customer onboarding process could be streamlined. I'd like to propose a new approach and lead a project to implement it."
Seeking Mentorship
Finding a mentor within the organization can be invaluable during your first 90 days. A mentor can provide guidance, offer insights based on their own experiences, and help you navigate potential challenges.
You might ask, "Would you be willing to mentor me during my first few months in this role? I'd greatly appreciate your guidance and insights."
The 90-Day Plan: Making a Significant Impact
In the final 30 days of your 90-day plan, new hires should be well-established in their roles and ready to make a significant impact. This is the time to demonstrate the value you can bring to the organization and set the stage for long-term success.
Key activities in the last 30 days might include:
- Refining and implementing your action plans based on feedback and results.
- Taking on more strategic tasks and projects.
- Building a strong network within the organization and industry.
- Preparing for a performance review and discussing your long-term goals.
Reflecting on Your Progress
Regularly reflecting on your progress is crucial during this phase. This will help you identify what's working well and where you can improve.
You might ask yourself, "What have I achieved so far? What challenges have I faced, and how have I overcome them? What have I learned, and how can I apply this to my future work?"
Preparing for the Future
As your 90-day plan comes to an end, it's time to start thinking about your long-term goals and how you can continue to grow and contribute to the organization.
You might say, "Based on what I've learned and achieved so far, I'd like to set the following goals for the next quarter/year. I believe these will help me continue to grow and make a significant impact in my role."
Remember, a 30/60/90 plan is a living document that should evolve as you learn and grow in your new role. Regularly review and update your plan to ensure it remains relevant and challenging. By doing so, you'll not only make a strong start in your new role but also set a solid foundation for long-term success.