Starting a new job can be daunting, but having a solid plan in place can make all the difference. I still remember my first day at HubSpot, filled with nervousness and uncertainty. Will I be able to adjust quickly? Can I connect with my new colleagues? These questions plagued my mind.
Fortunately, my manager had prepared a comprehensive 30-60-90 day plan that helped me navigate my new role and adapt to HubSpot gradually. Fast forward a few years, and I’m excelling at my job.
To set yourself or a new employee up for success, crafting a solid 30-60-90 day plan is essential. Here’s a breakdown of what you need to know about creating the best plan.
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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.
A good plan is imperative to the success of a new employee. One of the many benefits of a 30-60-90 day plan is that it provides clear expectations and guidance, helping new employees manage their workload effectively and accelerate their development.
Benefits of a 30-60-90 Day Plan
“No one likes showing up to their first day of work wondering what they are supposed to be doing or how they should fill the time between onboarding meetings,” says HubSpot’s Senior Manager of Content Meg Prater.
She emphasizes the importance of setting clear expectations and providing a roadmap for success from day one. A solid plan not only guides new employees but also ensures a streamlined and focused onboarding process.
A 30-60-90 day plan helps new employees:
- Define the parameters of success for their role
- Outline expectations and drive focus in key areas
- Empower them to manage their workload efficiently
When To Make a 30-60-90 Day Plan
You would typically create a 30-60-90 day plan in two scenarios: during the final stages of an interview or during the first week on the job.
30-60-90 Day Plan for Interview
Some hiring managers may ask candidates to outline their potential 30-60-90 day plan during the interview process. This exercise helps them assess the candidate’s organizational skills and strategic thinking.
Starting with the job description can be a great way to structure your plan, aligning your goals with the responsibilities and qualifications required for the role.
30-60-90 Day Plan for New Job
If you are not asked to create a plan during the interview process, crafting one during the first week of your new job can still be beneficial. It helps you set clear goals and expectations for yourself and ensures a smooth transition into your new role.
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, training, set goals for each phase, and resources to support those goals. A well-formatted plan can be 3-8 pages long, depending on the content.
Creating a personalized 30-60-90 day plan can accelerate your development and help you adapt to your new role quickly. It’s essential to set specific and measurable goals, review your progress regularly, and seek feedback to ensure success.