{"id":152548,"date":"2025-02-24T12:42:25","date_gmt":"2025-02-24T10:42:25","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=152548"},"modified":"2025-04-02T19:10:19","modified_gmt":"2025-04-02T17:10:19","slug":"30-60-90-day-plan","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/30-60-90-day-plan\/","title":{"rendered":"30 60 90 Day Plan: How to + Example"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Creating a plan for the first three months of a role is a common approach when starting a new job especially if it is a sales role. In many cases, you may be asked during the interview process to outline how you will get to grips with your new responsibilities and what you expect to deliver in the first three months as part of the interview process. Building a 30 60 90 day plan as a manager is also expected, this allows your new hires to understand more about their role, the company, and your expectations of them.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we guide you through what a 30 60 90 Day is, the benefits of writing one and what to include. In addition, we\u2019ve even <strong>included a sample plan<\/strong> at the end to get you started.<\/span><\/p>\n<p>TABLE OF CONTENTS<\/p>\n<ul>\n<li><a href=\"#what\">What is a 30 60 90 Day Plan?<\/a><\/li>\n<li><a href=\"#benefits\">Benefits of a 30 60 90 Day Plan<\/a><\/li>\n<li><a href=\"#include\">What to include in your 30 60 90 Day Plan<\/a><\/li>\n<li><a href=\"#example\">Example Plan<\/a><\/li>\n<li><a href=\"https:\/\/factorialhr.co.uk\/get-started\">Manage your team&#8217;s performance with Factorial \ud83d\ude80<\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><img decoding=\"async\" class=\"alignnone wp-image-149544 size-large\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng-1024x484.png\" alt=\"Factorial's onboarding software and benefits\" width=\"1024\" height=\"484\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng-1024x484.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng-300x142.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng-768x363.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng-1536x726.png 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20124936\/blog-banner-onboardingpng.png 1921w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<h2><b><a name=\"what\"><\/a>What is a 30 60 90 Day Plan?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A 30 60 90 day plan is a <strong>roadmap that outlines achievable steps for the first, second and third months of a new role.<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">While 30 60 90 day plans are common in sales roles, other areas such as marketing, business development, and strategic leadership also use them. These roles typically have high-performance expectations, so a 30-, 60-, and 90-day plan can help achieve targets.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In some cases, a 30 60 90 day plan will kick start a specific project or form part of the transition to a change in approach to an area of the business, such as a new sales strategy. <strong>A 30 60 90 day plan for managers can help leaders taking on a new team ensure they are spending their time on the areas that will be most effective for their leadership.<\/strong><\/span><\/p>\n<h2><a name=\"benefits\"><\/a><b>Benefits of a 30 60 90 Day Plan<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">It can be helpful to implement a 30 60 90 Day Plan for several reasons. A 30 60 90 day plan can:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide structure for the <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/employee-onboarding-process\/\"><span style=\"font-weight: 400;\">onboarding<\/span><\/a><span style=\"font-weight: 400;\"> process.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensure alignment between the employer and the new employee on expectations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Allow the employee to showcase their strategic thinking and how they will take responsibility for their work as soon as they start.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Motivate the new employee to hit the ground running and make their best contribution from the minute they start.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Help to avoid burnout by breaking the more significant task of performing in a new role into smaller, more manageable tasks, which can help people stop feeling overwhelmed.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build trust with new colleagues as they can easily understand your work and how they can help you.<\/span><\/li>\n<li aria-level=\"1\">Establish workflows between teams, employee to manager and individual work.<\/li>\n<\/ul>\n<h2><a name=\"include\"><\/a><b>What to Include in Your 30 60 90 Day Plan<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">You may be wondering how to build a 30 60 90 day plan. The best method is to break down the work into the first, second and third phases.<\/span><\/p>\n<h3><b>Phase 1: 30 Days<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In your <strong>first 30 days, you need to focus on building relationships to establish yourself<\/strong> in the new role and learn what you need to know technically. In addition, managers could use this first phase to introduce the team, company, and role to new hires. This gives managers time to observe how their new employee interacts and take in new information. At this stage, the <strong>first<\/strong> <strong>30 days are focused on observing, learning and asking questions.\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tasks included in your 30 days section could be:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Completing the onboarding requirements set by the company<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Getting to know the team, learn everyone\u2019s names, their roles and one thing about them (professionally or personally)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training on the company\u2019s systems and processes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shadowing colleagues to learn more about your role or specific aspects of it<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reading the company\u2019s mission and spending time learning about the different products or services they have and how they work<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reviewing your job description with your manager and ensuring you understand the details of each of the requirements for the role<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Studying the wider industry, competitors and trends<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At the end of Phase 1, you should be able to move from a learning focus to a more action-orientated focus.<\/span><\/p>\n<h3><b>Phase 2: 60 Days<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In the second phase, your plan should focus on implementing the knowledge you gained in the first 30 days. At this point, you should start contributing to the team and taking responsibility for your work, applying what you learned in the first 30 days. And in the position of managers, giving your new hire <strong>more autonomy over their day-to-day routine<\/strong>. It will allow them to gain confidence over their role and be motivated to contribute to the team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tasks included in your 60 days section could be:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Initiating tasks or projects independently<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contributing to team meetings<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Continuing to <\/span><a href=\"https:\/\/hbr.org\/2022\/08\/how-to-build-real-relationships-at-work\"><span style=\"font-weight: 400;\">build relationships<\/span><\/a><span style=\"font-weight: 400;\"> and actively cultivate a network of key contacts internally and externally<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Continuing to develop your understanding of the processes, tools and strategic approach of the company<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sharing any insights that you have noticed or early wins that you have achieved with your team<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Starting to identify improvements based on your fresh perspective<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establishing your key performance indicators in conjunction with your manager<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At the end of Phase 2, you should be able to demonstrate that you are actively working on your measurable goals, contributing to key tasks, and building strong relationships with key colleagues.<\/span><\/p>\n<h3><b>Phase 3: 90 Days<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The third phase is an opportunity to reflect on your first 60 days and identify anything you can refine or change to work more effectively. Additionally, the last phase of the 30 60 90 day plan should be spent <strong>determining if this position is the right fit.<\/strong> For both the employee and employer, it&#8217;s important to be honest about what their goals, performance, and expectations. If it&#8217;s a good fit for both parties involved, then you can focus on <strong>how to optimise performance and fully master the role.<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tasks included in your 90 days section could be:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Holding a 60 day review with your manager.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Creating a <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/personal-development-plan\/\"><span style=\"font-weight: 400;\">personal development plan<\/span><\/a><span style=\"font-weight: 400;\"> to keep track of your professional challenges and what you are doing to address them.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If you are not already, starting to work independently should be part of this phase.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Taking full responsibility for specific projects.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bringing data and your analysis to your meetings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identifying and sharing any process improvements and your longer-term plans for your role.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Taking the initiative to strengthen relationships across departments by supporting colleagues on their projects.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At the end of the third phase and your 30 60 90-day plan, you should have delivered the targets set for the first three months of your role and feel competent to set long-term goals for your contribution to the company.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><img decoding=\"async\" class=\"alignnone wp-image-149560 size-large\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1024x484.png\" alt=\"All in one HR software Factorial\" width=\"1024\" height=\"484\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1024x484.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-300x142.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-768x363.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1536x726.png 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general.png 1921w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<h2><a name=\"example\"><\/a><b>An Example of a 30 60 90 Day Plan<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A simple 30 60 90 day plan template will have three sections, each containing several SMART goals (specific, measurable, achievable, relevant and time-bound). Be careful not to set yourself too many. It\u2019s essential to lay the foundations for success rather than creating expectations for yourself that you will struggle to fulfil. <\/span><span style=\"font-weight: 400;\">Working closely with your manager on your 30 60 90 day plan is recommended to ensure you focus on the right areas.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An example 30-60-90 day plan for a new sales rep could be:<\/span><\/p>\n<h3><b>First 30 Days \u2018Learn\u201d<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensure you meet all onboarding requirements.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Complete training on in-house processes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Learn the names and roles of everyone in the team.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify key stakeholders and how to build relationships with them.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Understand the company\u2019s mission, strategy and products or services offered.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Schedule regular catch-ups with specific team members as required.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Researching target markets and customer profiles.<\/span><\/li>\n<\/ul>\n<h3><b>Second phase: 60 Days \u2018Contribute\u2019<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shadow a team member on their sales calls or meetings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify your personal sales targets and create a weekly plan to meet them.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Start a journal to track your activities, progress and successes\/challenges.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Put yourself forward to manage a small project.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Start to contribute to team meetings actively.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Continue to put effort into building relationships.<\/span><\/li>\n<\/ul>\n<h3><b>Final round: 90 Days \u2018Reflect\u2019<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Review your first 60 days with your manager, using your journal for evidence and areas for improvement.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ask for feedback from team members and other regional managers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Amend your weekly plan based on feedback and what is in your pipeline.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create a personal development plan that includes new tactics to reach clients.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conduct your own data analysis and share the results with your manager or broader team.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify projects or process improvements that you work on.<\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Creating a plan for the first three months of a role is a common approach when starting a new job especially if it is a sales role. In many cases, you may be asked during the interview process to outline how you will get to grips with your new responsibilities and what you expect to<a href=\"https:\/\/factorialhr.co.uk\/blog\/30-60-90-day-plan\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":193,"featured_media":154961,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[103],"tags":[],"class_list":["post-152548","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-team"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>30 60 90 Day Plan: How to + Example | Factorial<\/title>\n<meta name=\"description\" content=\"Understand why a 30 60 90 day plan is a suitable method for getting to grips with a new role and use 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Factorial\"},\"image\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\",\"https:\/\/twitter.com\/factorialapp\",\"https:\/\/www.linkedin.com\/company\/factorialhr\",\"https:\/\/www.youtube.com\/@factorialmedia\",\"https:\/\/www.instagram.com\/factorial\/#\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/ccefc9a8525c8a22867bb6cd4a52dbb4\",\"name\":\"Imogen Hall\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/cfdfd17f5756650960bba3b78ce1b1fa?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/cfdfd17f5756650960bba3b78ce1b1fa?s=96&d=identicon&r=g\",\"caption\":\"Imogen Hall\"},\"description\":\"Imogen is a freelance writer specialising in health, travel and people, who loves 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