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first 3 months in a new job presentation template

Free 30-60-90 Day Plan Template for Interviews

By Biron Clark

Published: November 8, 2023

Interview Preparation

Biron Clark

Writer & Career Coach

One of the best ways to stand out in your interview is to create a 90-day business plan (also called a 30-60-90-day plan) to show employers how you’ll help them in the first three months on the job.

Having a plan to learn the job and succeed quickly is going to set you apart from other candidates and make you more attractive to employers.

Let’s look at how to create a plan that will land you the job…

How to Create a 90-Day Business Plan for Job Interviews

I recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days.

So we’ll actually be creating a 30-60-90 day plan.

We’ll divide it into three periods, and you’ll outline different goals and milestones for each of the first three months.

I’ll help you do this below.

If you prefer to lump everything together into a single 90-day period, that’s fine too.

What to Write About in Your 30-60-90 Day Business Plan

In your business plan, you want to show the interviewer the following:

• You understand what the job involves
• You’re capable of quickly learning and performing the job duties
• You’re motivated to learn and do the work
• How you plan on learning and succeeding. Which specific steps will you take to reach your goals?

So let’s look at each 30-day period now, and what should go into each…

The First 30 Days

In the first part of your business plan, you’ll want to focus on training/learning.

The company likely has a training program (if you’re not sure, this is a good question to ask in the interview ).

So what is your plan to make the most of their training, and get up to speed quickly?

This could include reviewing and studying at home each night for the first week, staying 30 minutes late to review what you learned each day, finding a teammate to have lunches with, or finding a fellow new hire to review with (if you’re in a training class with multiple people).

Other things to talk about in the first part of your plan:

• How will you learn about the company’s products/services ?
• If you’re new to this industry, how will you learn the industry/market overall?
• How will you learn this company’s systems and procedures? (They might have an employee booklet you can review, so include some time to review this in the first 30-day period of your business plan.

Your goal in this section is to show them you have a detailed plan and a lot of motivation to learn the basics of the job and understand how they operate quickly.

The Next 30 Days

The next 30 days should focus on how you’ll learn and improve by “doing”.

By now, you should be able to start using what you’ve learned to perform some of the job duties on your own.

You might be interacting with team members, customers, etc. (this will depend on your specific position)

And while learning is still a focus here, you want to show them that you plan on being ready to work hands-on and learn in a real-world environment.

Also, a big part of this section should be getting feedback from your manager to see how you’re progressing.

What is your plan for checking in, receiving and organizing feedback, and using it to improve?

Most new employees wait for their manager to set up a meeting to review their performance…

Show the interviewer that you’re different – that you’ll take initiative and be responsible for this yourself.

Employers love when a job candidate seems proactive and self-starting.

The Final 30 Days

In the final 30 days of your 90-day plan, you want to show the interviewer that you’ll be ready to use everything you’ve learned to work independently.

You’ll be up-to-speed, contributing to the team’s efforts, and not requiring any more supervision/help than anyone else on the team.

You may also want to talk about ways you’ll go above and beyond the basic job duties now.

This could include looking for processes that can be improved, finding new ways to help the company get more customers, etc.

Also, you can still include steps for getting feedback and continuing to improve.

But it should be less of a focus here. The main focus now should be on contributions, independent work, and “taking off” with what you’ve learned.

What will you be able to do for them? What will you be contributing after 90 days?

Using S.M.A.R.T. Goals

When talking about a specific goal or objective in your 90-day job interview plan, try to use SMART goals whenever possible.

SMART goals are:

Saying, “I plan on being very good at serving customers after 90 days,” doesn’t say much.

However, it sounds a lot more impressive if you say something like, “At the 90-day mark, I plan on achieving 120% of the monthly goal for customer service calls taken, and I will achieve a customer satisfaction rating of 98% or greater.”

Using “Learning Goals” and “Performance Goals”

One strategy I’ve seen used very effectively is to divide your main goals for each 30-day period into two different categories: Learning Goals and Performance Goals.

You’ll have more Learning Goals than Performance Goals in the first 30-day period.

Then, as you move through the plan, you’ll gradually shift to having more Performance Goals, and fewer Learning Goals (but still some!)

You can also add one or two personal goals, such as having lunch with one new team member per week, or visiting the gym after work two nights per week to stay healthy.

Don’t worry if this sounds complicated. Coming up soon I’m going to show you a full example of a 90-day plan for your interview, that you can copy. 

And in that sample business plan, you’ll see the three different categories laid out (Learning Goals, Performance Goals, and Personal Goals).

Creating and Formatting Your 90-Day Plan

If you’re comfortable making a good-looking document in Microsoft Word, Google Docs, or some other word-processing software, feel free to use that to create your 30-60-90 day business plan.

Otherwise, I’d recommend using Canva.com .

The website has great templates for creating a PDF, and it’s free to use. I use it myself for creating images and PDF guides for this blog .

Make it EASY to Skim and Read

I’d keep the whole document to 1-2 pages maximum.

It’s an outline/presentation, not an essay. 

Try to avoid long paragraphs and giant blocks of text with no spacing.

Make it skimmable and easy to read.

Use headers, bullets, etc.

Here’s a full example of how you might lay out your 90-day plan…

30-60-90 Day Plan Template/Example:

0-30 Days: (Write your main focus and objective here. The priority should be learning and getting up to speed on the basics as quickly as possible. What will you need to learn to perform well in the job, and how will you learn it?) Learning Goals: Learn the company’s entire product offering Study the top 3 competitors’ product offerings to understand strengths/weaknesses Review training manual, and bring any questions to direct supervisor before the end of month 1 Listen to at least 4 sales calls per week with senior team members Learn all industry terminology so I’ll be ready to communicate effectively with prospects and customers Meet with supervisor at the end of each week to discuss progress, questions, and results achieved Performance Goals: Score 100% on the training manual examination on week 3 Personal Goals: Get coffee with each team member before the end of the first month 30-60 Days: (Write your main focus for the next 30 day period here. You should still be learning, but the focus now shifts to taking what you’ve learned and using it in the real world. You want to start doing the work and learning through experience). Learning Goals: Continue listening to 4 sales calls per week with senior team members Find team members to listen to at least 10 of my sales calls per week and provide feedback Meet with supervisor twice per week to ensure I continue learning and progressing as quickly as possible. This will include reviewing my sales call results and the tactics I’m using and working on as I listen to team members Take one free LinkedIn Learning course to improve my sales skills outside of work hours Performance Goals: Conduct a minimum of 12 sales calls per day Convert one sales call per week into a customer Qualify leads and do thorough research of potential clients before calling, so that at least 80% of prospects I speak with are fully-qualified for our products Follow up with each potential prospect/lead within four business days of initial conversation Personal Goals: Have at least two lunches with Supervisors or Team Leaders from other departments to grow my network and better understand how other areas of the organization work. 60-90 Days: (Now you’ll want to show that you’re ready to produce at a high level and be a valuable member of the team. Your learning is never fully done, but this section should talk far less about learning, and really focus on demonstrating what you’ll DO for the employer after 90 days on the job.) Learning Goals: Meet with supervisor once per week to track progress and continue learning sales tactics Performance Goals: Conduct a minimum of 25 outbound sales calls per day Convert 4 sales calls per week into customers Qualify leads and do thorough research of potential clients before calling, so that at least 90% of prospects I speak with are fully-qualified for our products Ask for referrals after each completed sale, and/or after determining a sale is not going to occur. Goal: Obtain five qualified referrals per week and contact each referral within 24 hours. Personal Goals: Join the gym and go every Monday, Wednesday, Friday for one hour minimum.

You can alter this example however you want. This is just one way to set up your 30-60-90 day plan for a job interview.

If you invest the time into creating a plan like this, it will make you stand out and will boost your chances of receiving a job offer.

And once you’ve created a template for yourself, you can re-use it for multiple interviews by changing the basic details to match each job.

How and When to Show Interviewers Your 90-Day Plan

The best time to mention your 90-day plan is at the beginning of the interview.

As you sit down, mention that you brought it by saying something like this:

“By the way – I put together a 90-day plan demonstrating some of the ideas I had for what I could accomplish in the first 3 months in the role. Whenever you think it fits well into the conversation, I’d love to show you some of what I was thinking.”

Now they’re immediately impressed with your preparation and effort, and they can decide whether they want to look at it immediately or discuss your 90-day plan later in the interview.

Either way, you won’t have to constantly think about finding the right to mention it, and you’ll make a fantastic first impression to begin your interview. 

The “Hidden” Benefit of Creating a 30-60-90 Day Plan for Interviews

The steps and free template above involve some work, so you may be thinking, “Is it really worth creating my 30-60-90-day plan for my interview?”

In case you’re on the fence, here’s one of the biggest benefits that you may not have realized.

Creating your plan doesn’t just show hiring managers you’re motivated and ready to hit the ground running.

It also better prepares you for the interview, and for responding to all of the questions that they’re planning on asking you.

You can’t create a 90-day plan without researching the team and company, reviewing the job description, etc.

So you’re going to have a big advantage throughout the interview in terms of showing your new manager that you grasp the role and know what’s needed in the first 30 days, 60 days, and beyond.

You’ll be able to ask better and more unique questions in the interview , too. While other candidates are asking simple questions like, “What is the company’s mission?” or, “What are the typical working hours?” you can ask advanced questions like:

“As mentioned in my 90-day plan, I’d like to be able to contribute <key goal> within the first 60 days. To do that, I’ll need to absorb as much information as possible in my first month. Can you share a bit about what type of training is provided to new hires, and what type of feedback I’d get from my new manager and team as I learn the fundamentals in those first 30 days?”

The bottom line is:

By creating a 90-day plan for your job interview, you’ll not only impress the hiring manager with your effort, but you’ll also be much better prepared for the interview as a whole so that you can land a new job faster.

Employers will see that you’re focused on being a high performer when starting a new job and that you’re already well-informed about the role and their needs and ready to contribute at a high level as soon as you’re hired. This will impress any hiring manager.

About the Author

Read more articles by Biron Clark

4 thoughts on “Free 30-60-90 Day Plan Template for Interviews”

Thanks for the generous guidance. I have a job interview coming and they said they will send me the topic for creating a 30-60-90 plan the day before the interview, but never created one before, so this was very, very useful!

Is there a template please that you have

This is very timely information. I was asked to bring a 90 day plan to my face to face interview later this week. Thank you!!

Hello have you got an example of your presentation x

Comments are closed.

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5 steps to writing a ‘First 90 days in the job’ presentation

Written by Iain Flinn

Helping business leaders in the enterprise software, Cloud/SaaS/PaaS and emerging technology sectors to identify talent and build high performing teams across EMEA.

Table of Contents

Writing a ‘First 90 days in the job’ presentation doesn’t have to be daunting, follow our guide and create a presentation that gets you the job of your dreams.

Are you preparing for the final stage of an interview for your dream job? Don’t let the thought of creating a ‘First 90 days in the job’ presentation overwhelm you. This presentation is your opportunity to showcase your skills, demonstrate your understanding of the business, and impress your potential employer. In this guide, we’ll show you how to create a presentation that stands out from the crowd .

Like a honeymoon, only you’re much easier to ditch

The first 90 days of a new role is a grace period, You’re getting to know the people, the business and the culture. But this crucial first 90 days on the job is also the time that lasting impressions are made. Remember, you’re a risk to the business and your employer will be using this period to establish whether they made the right decision. That’s why the ‘first 90 days in the job’ presentation is as much for you, as it is for your future employer. You stand to gain a lot from laying down the foundations for the first three months.

That’s why it’s important, here’s how to write one:

Start researching in your first interview.

If you’re already past this stage, it’s fine, just try to recall the information and don’t be afraid to revisit conversations if necessary. You need to know all about the business needs and ambitions, so ask questions, probe for answers and listen. Then build your presentation around their key objectives and goals. Good questions to ask:

• What’s your mission statement and vision?
• What is the company trying to achieve?
• What are you (the hiring manager) trying to achieve?
• What challenges does the department face?
• What do you expect from me?
• What critical projects are you managing at the moment?

You’re looking for multiple ways to help them. Have this in your mind throughout your interviews, it’ll put you in a great head-space to be inquisitive and retain control.

Focus on your potential employer’s needs

This is why you need to do the above research. Your presentation isn’t just about you, it’s about your employer , so you’ll need to understand their needs and place them at the centre of your presentation. Get a full understanding of the objectives of the role, the goals of the hiring manager and the department as a whole. Then, demonstrate how your experience and knowledge can support these objectives.

Add your strengths, carefully

Shouting about your skills in a vacuum will get you nowhere, but align them to the goals of your potential employer and they will start to see the real tangible  value of your experience . Think feature and benefit, not just feature. For example: Feature: “I’ve delivered £multi-million field marketing campaigns”. Feature and benefit: “I’ve built and delivered £multi-million field marketing strategies for my current employer, so in the first three months I’d review the company’s strategy for the roll-out of similar campaigns. Using my industry knowledge, I’ll ensure we’re using the right channels, to target the right audience with the most impactful messages. Furthermore, with my experience of using an array of marketing automation platforms, I’ll ensure we’re using the right systems and tools to correctly measure the impact of our strategy and the overall ROI. At my previous employer, in my last marketing campaign, I was able to deliver this under budget by £18,000, whilst generating a 156% increase in leads for our sales team which resulted in a 71% year-on-year increase in sales.” Use proven and tangible real-world examples to align your skill set to their objectives. Ensure your examples showcase your skills and experience, but make sure your pitch is in line with their goals.

Say what you’re going to do, day-to-day

Explain to the  hiring manager how you’ll fill your days. This will vary depending on your role, but use the actions below as a foundation for more specific contributions:

• You’ll get immersed in the department and brainstorm how your input can increase company growth.
• Having gotten a better understanding of the business, you’ll start advising, leading and contributing to the conversation.
• See more of your colleagues’ desks than your own. Get out amongst the team and get to know them by name, their role, ambitions, challenges and more.
• Go above and beyond by taking on some tasks outside of your remit. Remember – you’re there to help.
• Behind all of this sits one unshakable focus – your boss’s expectations of you. You’re always aware of them, and what actions and decisions will you take to ensure that you meet them?
• Time-stamp your objectives for the first 90 days, and put a tangible project plan in place to show that you’ve thought it through.

How will you over-deliver?

Giving your employer more than they expect is business as usual, but how will you raise the bar and show them what excellent looks like? Towards the end of the third month, you should be feeling comfortable and confident in the role, so use these foundations and consider discussing how you’ll go ‘above and beyond:

• You’ll be proactive when it comes to relevant company situations and events.
• You’ll be aware of new projects coming on-stream and prepare potential solutions.
• You’ll be getting more involved by joining a club, council, board, or committee.
• You’ll make yourself available to other departments if there’s a need for your skills.
• You’ll take on work outside of your responsibilities to accelerate business growth.

Do all that and you’ll turn from a risk into an asset

Remember, a strong 90-day presentation will reassure your employer that you’re going to make a positive difference in their organisation. It outlines the skills you’ll bring, how they’ll help and the value you’ll add, making it easier for the business to see their potential return on investment. And for you, it provides focus and confidence at a time when an unfamiliar routine (or lack of a routine) can cause added stress. Channel that pressure to impress and use it to create a ‘First 90 days‘ presentation that puts you way ahead of the competition.

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[Updated 2023] Top 30 60 90 Day Plan Templates for Interviewees, Managers, CEOs, and more!

Hanisha Kapoor

Do you want to set personal goals for your own growth and also help your company chart a new course? It goes without a doubt that daily routine work and activities can put a lot of pressure and create chaos. It hampers productivity and leads to inefficiencies and gaps at work. Employees, CEOs, managers need a substantial plan that creates goals and strategies for exponential growth. 

To help you design a comprehensive plan that allows you to start this journey on the right note, SlideTeam brings you a 30-60-90 Day Plan Template. This will not only help you set attainable goals for your business but also allow you to track your career progression. A 30 60 90 day plan lets you organize and prioritize your time and functions. It keeps you moving in the right direction and pushes you to perform with efficiency. 

Read this exclusive blog to create an actionable workplan and win your next interview!

It’s time to suss out your competition, enhance your performance, and achieve your targets with a 30 60 90 day plan. These PowerPoint Templates are content-ready and custom-made to help you overcome the pressure and boost efficiency. 

The 100% customizable nature of the Templates provides you with the desired flexibility to edit your presentations. The content-ready Slides give you the much-needed structure.  

Without further ado, let’s walk you through the collection of 30 60 90 day plan Templates to navigate the path to success. 

Let’s begin!

Top 30 60 90 Day Plan Templates:

30 60 90  Day Plan Calendar PowerPoint Template 1:

Click here to download 30 60 90 Calendar PowerPoint Template

This is a ready to use PowerPoint Template to write a clear course of action for your new projects, campaigns, tasks, etc. Deploy this PPT Slide and outline steps to achieve your set goals in the first 30 days of your plan. Create an execution plan and help your team accomplish their targets with this actionable PPT Slide. You can test and analyze your progress in the 60 days of your plan. The 90 days of your plan will help you understand if you require new goals and an action plan to take your business to new heights. Download now!

30 60 90 Days Plan for Sale Improvement PPT Slide 2:

Download 30 60 90 Plan PPT Template

Here is a PPT Template to train your sales team and up their number game. Incorporate this professional and appealing PPT Slide and use it as a guide to showcase your team their goals and set targets for the first 30 days. You can track their progress and mark crucial gaps or accomplishments in the 60 days of the plan. This is a top notch PPT Template to reflect on the performance and make any changes to help your team grow. Download now!

30 60 90 Days Plan for Digitization in Public Sector PPT Template 3:

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Wish to revolutionize your business? It’s time to grab this content-ready 30 60 90 Days plan PPT Template to adapt innovative ways to reach and serve customers. Use this pre- designed PPT Slide to speed on emerging digital trends in the first 30 days of your plan. This PowerPoint Template also comprises a section on 60 days plan to help you pen down a comprehensive plan to bring digital transformation in your business. Use this PPT Template to scrutinize and note the changes in the 90 days of your plan for future references. Download now!

30 60 90 Day Plan Template for Project Management 4:

Click here to download 30 60 90 Day Plan for Project Management

Ensure the project is executed smoothly with the help of 30 60 90 day plan.  Project managers can use the above 30 60 90 day plan template to devise a plan that includes project scoping, project budgeting, communication plan, project control, and more. You can divide the tasks over a period of 90 days to manage and control the project. The template shown is customizable. Use it as per your needs.

30 60 90 Day Plan PPT Template 5:

Download 30 60 90 Day Plan PPT Template

Stand out in your interview with a 30 60 90 day plan template. Let your interviewer know that you are ready to take up the job and responsibilities to excel in this new job. Showcase how are you going to go about your new job and help employers in the first three months on the job. Use the 30 60 90 day plan template to document your strategy to achieve the intended goals.

30 60 90 Day Plan Template for Transition 6:

Download 30 60 90 Day Plan PowerPoint Template

Use the first three months to make your mark and leave the right impression on the managers and team with the help of a 30 60 90-day plan template. Set different goals and actions for the period of 90 days to lay the groundwork for you and your team. List down the things to do in the first 30 days, 60 days, and 90 days so that everybody gets comfortable and gets to know the roles and responsibilities in order to achieve the intended goals. The template is editable. Use it as per your needs.

30 60 90 Day Plan Template for Marketing 7:

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Want to launch a new product or service in the market? Give your product its perfect launch with the help of a 30 60 90-day plan template for marketing. The marketing team can incorporate the above template to list down the activities that need to be carried out in order to bring the new product in the market. Layout the marketing plan for over a period of 90 days which includes ad campaigning, social media posts, banners, and more to create awareness about the product in the market. Use the 30 60 90-day plan to launch a product or service successfully in the market.

30 60 90 Day Plan Template 8:

Download 30 60 90 Day Plan Template

Write a 30 60 90 day plan for new business operation or project using a 30 60 90-day plan PPT template. This PowerPoint slide will help you outline steps to understand, execute, and control the business plan in order to accomplish the goals. Incorporate the 30 60 90 day plan PPT template to list various steps and strategies to execute the business operations successfully within the 90-day period.

30 60 90 Day Plan Template 9:

Prioritize your tasks and create a 30 60 90 day plan to deliver the best services to your clients. As a manager, you carry the burden of executing various processes and projects on time. This is why incorporating a professionally designed 30 60 90 day plan PPT template to ease the workflow for you. You can plan the next steps and monitor the growth over a period of 90 days with the help of a 30 60 90 day plan PPT template. The above template will help you write down the major tasks and functions to help you ease the process for you.

30 60 90 Day Plan Template for HR Managers 10:

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Get to know the employees better, understand their queries, provide them resources to help them, and more with the help of a 30 60 90 day plan template. HR managers who are new to the company can use this 90-day plan PPT template to improve communication among the employees. This template can be also be used for the new candidate to make them feel comfortable in the new environment. HR managers should implement a 30 60 90 day plan PowerPoint template to improve the interaction among the employees and answer their queries and concern to increase their efficiency and performance.

30 60 90 Day Plan Template for Project Management 11:

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Set a timeline for your project for the smooth execution with a 30 60 90 day plan PPT template. Run your project on time, manage and control it with a well-curated plan. Project managers use the 30 60 90 day plan for the proper implementation of the project. The 30 60 90 day plan lets project managers schedule tasks, initiate a project, manage risks, set budgets, and more. Include this specifically designed 30 60 90 day plan template to control the project.

30 60 90 Day Plan Template for Project Management Activities 12:

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Present a well-curated project management plan with a 30 60 90-day plan template. List various tasks and activities of 90 days on a professionally designed 30 60 90 day plan PowerPoint slide. Divide the tasks over a period of 90 days to implement the project successfully. Showcase what you are going to do and how are you going to do in 90 days for a better execution with the help of the 90-day plan template shown above.

30 60 90 Day Plan Template for Sales 13:

Download 30 60 90 Day Plan Template for Sales Team

Improve your sales and up your game with a 30 60 90 day plan template. Sales managers can incorporate the above template to present a sales plant to the team. Use the above template to understand the requirements of the customers and clients in the first 30 days. Execute various tasks and activities to market your products or relaunch your products to attract the customers in the first 60 days and monitor the growth in sales in the first 90 days. Make changes to your sales plan accordingly using a 30 60 90 day plan template.

30 60 90 Day Action Plan Template 14:

Click here to download 30 60 90 Day Action Plan Template

If you are going for an interview, you require a 30 60 90-day action plan template to showcase that you are well-equipped to take on the challenges. Employers may or may not ask for the 90-day plan.  However, it set the right impression on the interviewer knowing that you are responsible and passionate about a new job. Let your employers know that in the first 30 days, you will make efforts to understand the business, industry, employees, culture, competitors, customers, etc. In the next 60 days, you will be evaluating processes, procedures, conduct SWOT analysis, and more. The 90 days is to identify gaps and areas of improvement. You will be ready to implement new ideas at this time. Present a well-prepared 30 60 90 day plan with the help of a template shown above.

30 60 90 Day Sales Plan Template 15: 

Click here to download 30 60 90 Day Sales Plan Template

Now create and monitor your plan at the same time using a 30 60 90-day sales plan template. List different tasks and activities that are required to be executed over a period of 90 days and mark milestones along the way with the help of 30 60 90-day plan template shown above. The template comprises a Gantt chart for you to write down the tasks for the first 90 days. Also, measure the performance and highlight the milestones to help you keep going the way you planned it. You can make changes to the plan in case you want to because it is an editable slide.

30 60 90-Day Plan Template for Sales and Marketing 16:

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Develop a professional and short-term sales and marketing plan using a 30 60 90 day plan template. This 30 60 90 day plan template will help you strategize to achieve short-term marketing goals and targets. Plan different functions and tasks over a period of 90 days to help you advertise and place your product in the market. Set timelines for the tasks, execute and measure the performance with the help of a 30 60 90 day plan PPT template.

30 60 90 Day Plan PowerPoint Template 17:

Manage time, stay organized, and boost your efficiency using a 30 60 90-day plan PowerPoint template. Build your sales plan for 90 days in order to achieve the short-term goals set for the sales team. Use the 30 60 90-day plan PowerPoint template to showcase your approach to the sales plan, create, and track measurable goals. Incorporate the above template to create a sales plan to help your team achieve goals for the company.

30 60 90 Day Plan PowerPoint Template 18: 

Understand, evaluate and optimize your business plan with a 30 60 90-day plan template. Run business operations and projects on time and efficiently with the help of a 30 60 90 day plan PowerPoint slide. This template will help you achieve your short-term goals and evaluate your growth over a period of 90 days. You can certainly make changes to the plan if you identify the areas of improvement in the process. Use the above template to outline a short-term plan by incorporating a 30 60 90 day plan PPT template.

30 60 90 Day Plan Template for Project Management 19:

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Incorporate a professionally designed 30 60 90 day plan PowerPoint template to present a well-thought project management plan to your team. This template comprises a timeline to help you showcase the activities and tasks divided into a period of 90 days easily. The PPT template is designed in a way that helps presenters display their roles and tasks in the first 30 days, 60 days, and 90 days. You can also make changes to the tasks or any activity in the middle of the process as this template is customizable.

30 60 90 Day Plan Template 20:

Achieve set goals and targets with the help of a 30 60 90-day plan template. Layout your plan to accomplish your objectives using a 30 60 90-day plan PPT template. Use the above template that showcases the steps and activities that lead to the set targets. Complete set tasks for each phase of the plan with the help of a 30 60 90 day plan PPT template.

30 60 90 Day Plan Template 21:

Click here to download 30 60 90 Day Plan PPT Template

Develop a plan to reach your short-term goals with the help of a 30 60 90 day plan template. The above template is content-ready and helps you present your 30 60 90-day plan with ease. List your tasks for the first 90 days and monitor the performance during this period using a 30 60 90 day plan PPT template. This 30 60 90 day plan template is widely accepted by the managers to accomplish their short-term business goals.

30 60 90 Day Plan Template 22:

Use the above 30 60 90 day plan template to help you devise an outline to reach your goals. Incorporate a 30 60 90-day plan PowerPoint slide to set a timeline to complete the tasks and functions in order to reach your goals. The slide shown is customizable. You can easily replace the dummy content with your own text. Add your content and use it as per your needs.

30 60 90 Day Sales Plan Template 23:

Download 30 60 90 Day Sales Plan PPT Template

Prepare yourself for the interview and take an opportunity to stand out from the crowd with the help of a well-curated 30 60 90 day plan PPT template. Build your 30 60 90 day plan so that your employer knows that you are ready to take over the role of a manager. Showcase your duties that you will be taking care of with a 90-day plan PPT template. Add a professionally designed 30 60 90-day plan PowerPoint slide to display your functions and tasks as a manager over a period of 90 days.

30 60 90 Day Plan Template 24:

Understand your employees better, improve the interaction, and help employees perform better with a 30 60 90 day plan PPT template. HR managers can create a 30 60 90 day plan for themselves to provide the best resources to their employees in order to improve their efficiency. Outline a plan to understand their requirements, gather facts, provide and resources, and monitor their performance using a 30 60 90 day plan PowerPoint template.

30 60 90 Day Plan Template 25:

Create a professional 30 60 90 day plan PowerPoint template to impress your employers. The 30 60 90 day plan will put you under the spotlight and leave your competitors behind as it shows that you have taken up your job seriously. Showcase what are you going to do and how are you going to take up your job in the first 90 days. It will give an interviewer an idea of whether you have understood the job requirements or not. Also, it shows that you have work experience in the field, and which is why you have created a plan to understand and implement new ideas in the first 90 days of your job. The template above is customizable. Use it as per your needs.

30 60 90 Day Plan PowerPoint Template 26:

Master your new job with a 30 60 90 day plan PowerPoint template. Showcase what you intend to achieve in this new job in the first 90 days with the help of a 30 60 90-day plan PPT slide. Create a short-term plan that will help you showcase your tasks, activities, and functions for the first 90 days in the job. Outline your role as a manager and list duties that you will be performing for the first 90 days so that an employer knows that you have the knowledge and you are well-suited for this job. Use the above template, add your content, and use it as per your needs.

30 60 90 Day Plan PowerPoint Template 27:

Download 30 60 90 Day Plan PowerPoint Slide

Ace your job interview with a 30 60 90 day plan PPT template. Every employer wants to hire a candidate who has enough experience to perform tasks for the company. Showcase your interviewer that you are ready to take up the role or any responsibility with a 30 60 90 day plan PPT template. This slide will help you devise a plan about your major roles and functions for the first 90 days in the company. List different tasks that you will be executing for the betterment of the company with a 30 60 90 day plan template.

30 60 90 Day Plan PowerPoint Template 28:

Click here to download 30 60 90 Day Plan PowerPoint Template

Whether you want to create a sales plan or project management plan, use the above 30 60 90 day plan template to outline any business plan for the company. Managers can ease the business operations with 30 60 90-day plan that comprises of tasks and functions to perform over the period of 90 days. Use the above template as a to-do list for the 90 days to achieve the goals for the company.

30 60 90 Day Plan PowerPoint Template 29:

Accomplish short-term business goals with a 30 60 90 day plan PowerPoint slide. The 30 60 90-day plan will help you keep in the right direction and help you achieve success. Outline a plan for the 90 days for sales, marketing, project management, and more and attain your set business goals. The above template will write a plan for each week and each month for the first 90 days. It will let you move toward success. The template is customizable. Use it as per your needs.

30 60 90 Day Plan Template 30:

Enhance your performance during your first 90 days on the job with a 30 60 90-day plan template. Have a smooth transition in your new organization using a 30 60 90 day plan PowerPoint slide. Create a 90-day plan to showcase the employers that you are ready to perform to your potential and raise bars for success. Outline tasks and functions that you will be handling with a 30 60 90-day plan PPT template.

30 60 90 Day Plan PowerPoint Template 31:

Use the above template to list your role as a manager for the first 90 days with the help of a 30 60 90 day plan template. Set the right impression on your reporting head and give your new job a head start using a 30 60 90 day PPT template. Outline a plan, jot down various goals and targets, and perform in order to achieve those set targets and goals. The template shown is customizable. It comprises of enough space for you to write your tasks. It consists of professional icons also to enhance the design of the slide.

30 60 90 Day Plan Template 32:

Download 30 60 90 Day Plan PPT Slide

HR managers can incorporate the 30 60 90 day plan PPT template to understand the new employee better and make the transition smooth for him or her. Create a 30 60 90-day plan to learn how the employee operates, answer any of his or her queries, address preconceived notions, and finally help him and her perform better. Use the above template which is ready-made. Just add your content and use it as per your convenience.

30 60 90 Day Plan Template 33:

If you have applied for a new job, you might be asked to write a 30 60 90 day plan before your interview. Now, this is tricky to outline a plan before you join. However, with the above template, you can set the first right impression on your employer. You can create your course of action over a period of 90 days with the help of job qualifications and responsibilities given in the job listings. Take out some common points between these two and turn them into goals for yourself over a period of 90 days.

30 60 90 Day Plan PowerPoint Template 34:

Use the above template to create a professionally designed 30 60 90 day plan. Get under the spotlight and leave your competitors behind with a well-prepared 30 60 90-day plan template. This will let you showcase that you are ready to take up this new challenge and you are aware of your job responsibilities. The template comprises text boxes for you to write down your action plan and icons to intensify the design of the template. Grab your employer’s attention with a 30 60 90 day plan template.

30 60 90 Day Plan PowerPoint Template 35:

Download 30 60 90 Day PowerPoint Template

Build your 30 60 90-day plan and impress your employer. Use the above 30 60 90 day plan PowerPoint template to let your employer know that you have a great understanding of the role you are about to take. It also showcases that you are enthusiastic about this new opportunity. A professionally designed 30 60 90-day plan PPT template showcases job readiness and a good work ethic. Incorporate a 30 60 90-day plan template to land your dream job.

Use these professional 30 60 90 day plan templates to stay ahead of your competition.

FAQs on 30 60 90 Day Plan 

What are 30 60 90 day goals.

30-60-90 day goals are a common framework used by organizations to set specific and measurable objectives for new employees during their first three months on the job. The goals for each time period are typically progressive, with the first 30 days focusing on training and orientation, the next 30 days on building skills and capabilities, and the final 30 days on demonstrating mastery and contributing to the organization's success.

Here are some examples of 30-60-90 day goals:

30-day goals:

• Complete orientation and training programs.
• Meet with all team members to understand their roles and responsibilities.
• Develop an understanding of the company's culture and values.
• Identify the key stakeholders and their needs.

60-day goals:

• Build relationships with key stakeholders.
• Identify areas for improvement in the team's processes.
• Take ownership of one project or initiative and make progress towards its completion.
• Seek feedback from team members and incorporate it into your work.

90-day goals:

• Demonstrate mastery of your job responsibilities.
• Drive improvements in the team's processes.
• Take on additional responsibilities beyond your initial job description.
• Develop a plan for your continued growth and development within the organization

How do you write a 30 60 90 Day plan for a manager?

Writing a 30-60-90 day plan for a manager can help them set clear goals and objectives for their first three months on the job. Here are some steps to follow when writing a 30-60-90 day plan for a manager:

• Understand the company's goals and objectives: Before you start writing the plan, it's important to understand the company's overall goals and objectives. This will help you to align your plan with the company's priorities.
• Identify the manager's goals and objectives: Meet with the manager to understand their goals and objectives for their first three months. This will help you to tailor the plan to their specific needs.
• Break the plan down into 30-day increments: Divide the plan into three 30-day increments, with each increment building on the previous one.
• Outline the manager's key responsibilities: Identify the key responsibilities of the manager, and break them down into smaller, more manageable tasks.
• Set specific goals and objectives: For each 30-day increment, set specific goals and objectives that the manager should achieve. Make sure the goals are measurable and achievable within the given time frame.
• Identify potential obstacles: Anticipate potential obstacles that the manager might face, and outline strategies for overcoming them.
• Develop a timeline: Create a timeline for achieving the goals and objectives outlined in the plan, and make sure the manager is aware of the timeline.
• Review and revise the plan: Review the plan with the manager, and revise it as necessary. Make sure the plan is realistic and achievable, and that the manager is fully committed to achieving the goals outlined in the plan.

What is a 30 60 90 Day plan presentation for an interview?

A 30-60-90 day plan presentation for an interview is a document or slide deck that outlines your goals, objectives, and action plans for the first three months on the job. The purpose of this presentation is to demonstrate to the interviewer that you have a clear understanding of the company's goals and objectives, and that you have a solid plan for achieving them.

Here is an example of how a 30-60-90 day plan presentation for an interview might be structured:

Slide 1: Introduction

• Introduce yourself and provide a brief overview of your background and experience.
• Explain why you are excited about the opportunity to join the company.

Slide 2: 30-day plan

• Outline the specific goals and objectives you will achieve in the first 30 days on the job.
• Provide a high-level overview of the action plans you will implement to achieve these goals.

Slide 3: 60-day plan

• Detail the specific goals and objectives you will achieve in the next 30 days.
• Provide a more detailed explanation of the action plans you will implement to achieve these goals.

Slide 4: 90-day plan

• Describe the specific goals and objectives you will achieve in the final 30 days.
• Explain how you will build on the previous 60 days to achieve these goals.

Slide 5: Conclusion

• Summarize your plan and reiterate your excitement about the opportunity to join the company.
• Thank the interviewer for their time and consideration.

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30-60-90 Day Job Plan Explained + PowerPoint Template

This is a strategy a lot of interview coaches teach to help candidates perform exceptionally well in an interview. A candidate or a professional who has a 30-60-90 day plan ready appears to be enthusiastic and job-ready. Such candidates are far more likely to get hired. Let’s understand what exactly a 30-60-90 day job plan is.

a 30-60-90 day plan is a plan or a strategy for the first 3 months at a new job. Creating such a plan can help you get started with your new job and responsibilities seamlessly. It also helps you create plans to help bring results. A 30-60-90 day plan helps make a good first impression, so be sure to use it in your interview.

You can write a 30-60-90 day plan in two situations: during the final stage of an interview process and during the first week of the job itself. Let’s look at how you can use this strategy in an interview.

30-60-90 day plan for interview

A 30-60-90 day plan is a summary of your strategy and the plans you have for the first three months on the job. It’s one of the most influential tools you can bring to the final stages of the employment interview process. It can be a PowerPoint presentation or a document presentation. During the interview, the interviewer is looking for responses to the following basic questions:

1. Do you understand what the job requires? 2. Can you do the job? 3. Will you perform well at the job?

When you make an operative 30-60-90 day plan for your interview, you answer all of the questions above. It demonstrates to the hiring manager that you are focused, have a strong work ethic, are dedicated to success on the job; and you also show that you acquired the knowledge, skills, and abilities to efficiently perform in the role. Your plan also assures the hiring manager that you are a safe hire.

Some hiring managers ask aspirants to think about and describe their potential 30-60-90 day plan as a new hire. They want to see if the candidates can shape their time, arrange the tasks they’d likely take on, and plan an approach to the job description. For new recruitment, a strategically outlined 30-60-90 day plan is a great way to help the hiring manager imagine you in the role and separate yourself from all other candidates. So, a well-written plan helps the hiring manager and they will be impressed with your way of presentation of your talents and skills that also ease their jobs.

Yes, it can be hard to draft your goals for yourself before you receive a new job. How do you even know what your goals are? Start with the job explanation. Usually, open job listings have separate sections for a job’s accountabilities and qualifications. Try to find ideas there to turn them into goals for the course of three months.

For instance, if a job requires 5-year experience in SEO, and the responsibilities include tracking the company’s website performance every month, use these details to develop an action plan on how you’ll understand the company’s KPI metrics (first 30 days), reinforce the company’s performance in these metrics (next 30 days), and then lead the team toward a better SEO strategy (last 30 days).

30-60-90 day plan for a new job

If you’ve just started a new job, you might have to outline a 30-60-90 day plan during the first week of the job. In case you’re the hiring manager, this plan will let you learn how the fresh employee works, address any of their concerns or preconceived notions about the role and ultimately help them be successful.

If you’re beginning a new job, and are not asked to create a 30-60-90 day plan during the first week of that job, it’s still a good idea to create one for yourself. A new job can feel like an entirely foreign setting during the first few months, and having a plan in place can make it feel more like home.

Even though 90 days is the standard grace period for fresh workers to learn the ropes, it’s also the best time to make a great first impression.

The purpose of your plan is to help you shift into your new role, but it should also be a facilitator for your career development. Instead of just guiding you over your job’s learning curve, the goals sketched in your plan should push you to perform up to your potential and increase your bar for victory at every stage.

By linking your personal responsibilities to your team’s goals, you’ll know precisely how to align your tasks with the needs of the team, which keeps you responsible and compels you to help your team attain their goals.

Learning the degrees of your new role in less than 3 months won’t be easy. But making a strong 30-60-90 day plan is your best bet for quickening your development and adapting to your new work environment as swiftly as possible.

30-60-90 day plan for managers

Almost all 30-60-90 day plans involve a learning phase, a contributing phase, and a leading phase, which we’ll go over in the example plan later on. This contains plans that are planned to guide people in new management roles. What sets apart a manager’s plan from any other is their obligation to their direct reports and the decisions they’re trusted to make for the business. If you’re accepting (or hiring for) a new administrator role, consider any of the following objectives and how to roll them out at a pace that sets you up for success.

Things to do during the first 30 days:

If you are a new manager, try to know your team’s strengths and weaknesses. Know their roles by creating a rapport with them. What do they like? What are their main pain points? Making your team happy is a tough goal to measure, but it’s a vital responsibility to take on as a manager. Your first step is to figure out how you’ll handle and coach your workers through their day-to-day work.

Things to do during the final 30 days:

You won’t be anticipated to promote people in the first three months of your new job, but that doesn’t mean you shouldn’t have learned enough about your team to decide who’s good at what and how to train them to where they want to be. During the final 30 days of your 30-60-90 day plan, you might approve to a goal to develop a training strategy that plans how to manage your direct reports, and eventually how to lead them into new roles in the future. So, drafting a training strategy is very important that help you to assign new roles in the exact positions.

Tips for creating an effective 30-60-90 day plan (for job seekers)

• The plan has to be tailored and focused on a specific employer.
• Find out the top strategic initiatives of the organization by detailed research. Look for clues to alert you as to what issues are keeping managers up at night. Rooms to conduct your investigation for your 30-60-90 day plan include the corporate website, Twitter, the company’s page on LinkedIn, Google, and the profiles of people who work for the firm, LinkedIn groups where they hang out, and industry groups.
• Your planner should be confined to a maximum of four pages in length, with as pint-sized or as much point focusing on what you will do during the first 90 days on the job for which you are applying.
• Make an overview of what you would like to realize in the first 3 months on the job.
• In the first 30 days on the job, spent your time attending training, creating a good relationship with your team members, exploring to organization’s structures and its products/services, reviewing processes and client details.
• Learning best practices in the industry, creating goals for the next 30 days, meeting your seniors to gather feedback, identifying potential mentors, visiting other departments, reviewing the efficiency of company systems and procedures, and continuing to attend training.

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What Is a 30 60 90 Plan?

When should i make a 30-60-90 day plan, why is a 30-60-90 day plans important, how to write a 30-60-90 day plan: tips for 2024, long-term goals, final thoughts, how to write a 30-60-90 day plan (2024 guide).

Updated January 10, 2024

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If you are about to start a new job or are preparing for an interview a 30-60-90 day plan will help you on your route to success.

The 30-60-90 plan is a document that outlines your first 30, 60 and 90 days in a new job.

It should detail everything you want to achieve in your first three months of employment and the SMART goals to facilitate this.

If done correctly, this plan will help make a good first impression, for it shows your employer or recruiter that you are motivated, dedicated and have taken the time to learn about the company.

For those wanting to freelance or register as self-employed , a 30-60-90 day plan gives you focus, and a solid route to success.

If you are new to career planning , creating a 30-60-90 day plan could seem complicated and unnecessary.

However, creating goals and actionable steps is proven to help you reach success more efficiently.

This article will instruct you on creating the best plan for you, with examples to get you started.

The purpose of a 30-60-90 plan is to set the groundwork for career advancement.

You should make:

30-60-90 Day Plan for Interview: In the final stages of your interview process 30-60-90 Day Plan for New Job: In the first week at your new job

Showing your plan in the last stages of the interview process separates you from the rest of the candidates.

It shows you are serious about your career and have the skills to develop a strategy.

The one you create during your initiation week will be similar to what you showed at your interview.

The only difference is that you will now have to deliver on what you have committed to.

30-60-90 day plans are not just useful for recruitment and impressing your new employer. These plans can also be used:

• For project management
• After performance reviews
• To help with personal development

30-60-90 day plans offer many benefits, including:

• Defining your priorities
• Creating a clear focus for the next three months
• Facilitating a smooth integration into your new company and role
• Showing you are capable of self-management skills
• Indicating that you are worthy of investment
• Highlighting the areas you need to improve

What Should a 30-60-90 Day Plan Include?

In each section of your 30-60-90 day plan, you will have four main elements:

• Your specific focus
• The top priorities
• SMART goals
• The metrics you will measure your success

Your focus for each month will be different, and depending on the success or failure of the previous month, you may need to change the next focus for the next month.

Usually, in month one, you will focus on learning about your role, getting to know your team, and understanding company policies and procedures.

Month two is more about contributing, planning and developing skill sets .

Month three is about the execution and preparing yourself for the next stage.

Top Priorities

Once you have established your main focus for the month, you need to outline your priorities.

These should be more specific than your focuses and less specific than your SMART goals.

For example, in your first month, your focus could be to learn the company's policies and procedures.

Depending on your job role, a priority may be to learn the internal processes first.

A priority for the second month could be to begin working independently.

A third-month priority may be to present a solution to a problem the company is currently facing and prepare for your performance review.

SMART Goals

Goal-setting is your roadmap to achieving your priorities.

For your 30-60-90 plan, you want to focus on short-term goals .

These are the small steps you take that make achieving success easier.

Every goal should follow the SMART acronym, meaning they should be:

You are not limited to one goal; however, you also should not overwhelm yourself.

You can also add goals later if you feel you need to adjust your direction or have completed the ones you already set.

Your goals should also cover all areas of personal and professional development, so try to write goals for the following categories:

• Learning goals – The knowledge and skills you need to develop to be successful.
• Performance goals – Concrete things you want to complete, such as workshops and daily targets.
• Personal goals – The relationships you want to develop, how you want to be viewed by your colleagues.

Measurement is part of your SMART goal acronym; however, it should be highlighted as your final section to give you a clear indication of when you have achieved something.

A metric could be a specific date, value, a completed task or time spent doing something. Basically, anything that allows you to track your success.

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Before writing your 30-60-90 day plan, consider the following:

Step 1 . Know Your Why

Before you make your plan, you need to know why you are making it.

Your reasons could be:

• For you and your manager to understand each other better
• So you get the support you need
• To make the most out of your employment
• To facilitate your career strategy

Step 2 . Understand Your Role

Use the job description to help you understand what exactly you are being hired to do.

Your employment needs to benefit the employer so ensure that your priorities and goals feed into your job description.

Step 3 . Ask the Unpleasant Questions

In interviews and at the beginning of our employment, we tend to shy away from questions about money and promotions .

No one wants to seem ungrateful or that they are overstepping.

However, if you do not ask, you will not know what a realistic goal is.

Try wording your questions like:

• ”What is the typical or average time for a promotion?"
• ”How often do promotions come up?"
• ”What is the typical route to getting a promotion?"

If your goal is to get a promotion fast , you need to know what time frame you are working with.

There is nothing wrong with being curious, and your manager may appreciate your enthusiasm.

Step 4 . Get to Know Your Colleagues

Gaining the trust of your colleagues will help you understand the company quicker.

As you and your colleagues get to know each other, they will share their experiences at the company: which managers are friendly, how often promotions come up and what they have done in their own career development.

All this information will help you gauge what goals you can achieve and how.

Step 5 . Accept That You Will Have to Be Flexible

Many external factors can affect your plan, from pandemics to restructuring to technological advancements.

Be prepared that you may need to make adjustments and that things may take longer than you want.

Step 6 . Try to Create Your Plan With Your Manager

Creating your plan in the first week of your employment with your manager is the ideal scenario.

It allows both of you to get clear on expectations, responsibilities and time frames.

Do not hesitate to broach the topic first, as it may not be something they actively do.

Your manager might not be used to having a proactive employee and will be impressed by your initiative.

Alternatively, they may not be a supportive manager. In this case, gather as much information as you can and create your own plan.

It is important to note that if your manager is not forthcoming with feedback or wanting to develop a plan with you, you may be working in a hostile environment.

One of your priorities could then be to initiate a change in the company or learn all you can from them and look for another job.

Step 7 . Decide What Success Looks Like

Everyone has a different definition of success.

For some, it is being the top salesperson and making the most money.

For others, it is getting control of their personal finance and being content in their professional and personal life.

Before setting your goals, decide how you are going to define and measure your success.

How to Create a 30-60-90 Day Plan With Examples for 2024

There is no definitive way to write a 30-60-90 plan. You need to include specific things, but the process and format are whatever works for you.

You may want to start chronologically, deciding what comes first and ending with your 90-day goals.

Alternatively, you can work backward.

To use this method, visualize where you want to be in three months and work your way back to the present day, making a note of all the steps you need to take.

If you have practiced law of attraction you will know that visualizing what you want to achieve is an essential part of getting there.

Depending on your job role and industry, your priorities and goals will be different.

A salesperson will have a very different plan to someone working in marketing, who will have a different plan to someone working in healthcare.

The following examples are general focuses, priorities and goals that could be applied to almost everyone.

However, your plan should be specific and personal to you.

Example of a 30-Day Plan

Focus: Settling in and getting to know my new surroundings. Priorities: Learn the essentials of my role, learn who my team members are and the company culture. Understand the expectations of my manager and how the internal processes work. Learning goals: Gain access to all accounts I need to do my job and familiarize myself by the end of week one. Metric: Task completed Read all materials available to me regarding internal processes and procedures, and ask my manager for additional recommendations by day 15. Metric: Reading completed Shadow a colleague to familiarize myself with the workday and workflow by the end of day 7. Metric: Successfully spent the day shadowing. Make notes of company culture , including how breaks and lunches are assigned/taken, how feedback is given, who seems approachable and the favored communication techniques and language used by day 21. Metric: Confident understanding of company culture. Performance goals: Complete three tasks or responsibilities without supervision or guidance by day 14. Metric: Completed a task/made a sale/contacted three clients. Arrange a meeting with my manager to get constructive feedback and new targets by day 21. Metric: Meeting confirmed. Personal goals: Introduce myself to all team members and learn about their roles in the company and something about their personality by day 30. Metric: Task completed.

Example of a 60-Day Plan

Focus: Actively start contributing. Priorities: Independently perform my role at full capacity and begin to assess if and how things can be improved. Learning goals: Attend any workshops or webinars that will help me understand my job role better, and ask my manager for any recommendations by day 50. Metric: Three workshops or webinars attended. Familiarize myself with external policies, procedures, and software to see if anything can be improved by day 60. Metric: Reading completed. Performance goals: Complete a whole week in my role without supervision or guidance by day 60. Metric: Task completed. Arrange a meeting with my manager for feedback and new targets by day 60. Metric: Meeting confirmed. Personal goals: Complete two courses in my own time, such as free online courses to develop new skills that will benefit me and my role. Metric: Two courses completed. Schedule an informal meeting with a colleague I have not yet had the chance to talk with by day 45. Metric: Task completed.

Example of a 90-Day Plan

Focus: Taking initiative and establishing my position in the company. Priorities: Explore small ways to demonstrate leadership skills and improve productivity. Explore options, goals and priorities for the next nine months. Learning goals: Analyze my current performance to see which areas I am strong in and which need developing by day 90. Metric: Task completed. Assess what responsibilities I enjoy, which ones I do not, and if my targets are realistic or need reassessing by day 90. Metric: Task completed. Performance goals: Develop an idea, procedure or initiative to lead and pitch it to my manager by day 90. Metric: Idea pitched. Perform tasks at a higher level by generating more sales/income/press coverage by day 80. Metric: Personal targets met. Arrange a meeting with my manager to evaluate my first three months and decide the next steps together by day 90. Metric: Meeting done, new targets discussed. Personal goals: Take advantage of employee benefits and get involved with the company personally by joining a company-sponsored team or corporate volunteer day by day 70. Metric: Task completed

This section is not part of the 30-60-90 day plan; however, knowing your long-term goals is very beneficial.

You do not have to write them in the same way as the monthly plans.

Instead, you can write a list of what you hope to achieve in the future and by when.

Examples of long-term career goals are:

• Gain a promotion within three years of joining
• Get management experience by the end of 2022
• Establish myself as a thought leader by 2025

Your long-term career goals can be as ambitious as you want them to be. But having them written down and using them to influence your goals and priorities will help you achieve them.

Writing a 30-60-90 day plan is a gift you are giving to your future self.

It helps you focus, keeps you motivated and prevents you from getting complacent.

For the employer, showing your plan indicates you are keen to make an impression, have initiative, and are capable of formulating a strategy.

Try using these plans continuously in your career and personal life to ensure you reach your full potential.

You might also be interested in these other Wikijob articles:

Or explore the Jobs & Careers / Career Planning sections.

Work Life is Atlassian’s flagship publication dedicated to unleashing the potential of every team through real-life advice, inspiring stories, and thoughtful perspectives from leaders around the world.

Contributing Writer

Work Futurist

Senior Quantitative Researcher, People Insights

Principal Writer

How to write the perfect 90-day plan

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5-second summary

• A comprehensive 90-day plan doesn’t just set expectations for new hires, it makes them feel welcome and included.
• Using the “buddy system” can make a 90-day plan even more effective.
• Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve. There’s so much to absorb. So many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set that person up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a better sense of team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using the templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

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What is a 90-day action plan.

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

Similar to  SMART goals , a 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and check points for follow-ups on their progress. 

At Atlassian, we view someone’s first 90 days as a period of learning, discovery, and relationship building. We don’t view this time as a probationary period during which someone must prove themselves or risk reprimand. Rather, the goal is to make people feel comfortable, informed, and confident.

69 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. Society For Human Resources Management

Ideally, a 90-day plan should:

• Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
• Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
• Orient the new employee to company and team culture by emphasizing relationships and shared objectives
• Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

• How can you use this plan to help a new team member succeed?
• What quick wins can they ship to gain momentum?
• Who are the key stakeholders this person needs to know about?
• Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
• What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use the buddy system like we do at Atlassian. Buddies show new teammates the ropes, introduce them to other Atlassians, act as go-to people for the common questions that arise in the first few months of any new job, and generally help make the transition smoother.

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The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to build a 90-day plan

Generally speaking, there are a few organizing principles to focus on. They’re based in time milestones, i.e. Week 1, Day 30, Day 60, Day-90 wrap up.

Consistent, frequent check-ins are very important, because throughout the plan, you’ll be defining goals for what should be learned or delivered. The power of spelling it all out can’t be overstated. It’s the difference between clarity and confusion or empowerment and ineffectiveness.

Here’s an example. It’s divided by outcomes and action items. These are suggestions, so feel free to tailor as you see fit.

P.S. 90-day onboarding plans are good for your company culture

The practice of a 90-day plan has even more to offer than orienting someone to personal goals. It isn’t just a task list, it’s the foundation for working together, learning together, and understanding the team and company culture.

As mentioned above, at Atlassian we don’t view someone’s first 90 days as a trial period or proving ground. To the contrary, we encourage an emphasis on knowledge gathering and sharing, and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead – not less so.

Which is to say,  don’t overwhelm your newbies.

Regular check-ins, honest feedback (about systems, company habits, points of uncertainty), and the support of learning (and failing), set the groundwork for  open  communication. This is the bedrock of trust, which should underpin all team and company interactions.

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Home PowerPoint Templates Timelines & Planning First Months Onboarding PowerPoint Template

First Months Onboarding PowerPoint Template

The First Months Onboarding PowerPoint Template presents four slides for three key phases of successful onboarding. An onboarding program is broken down into three steps, i.e., the first day at the job, first month, and the first three months. The extended version of the onboarding program also includes the first week at the new job. The slides of onboarding topics contain multiple layout designs for a timeline from day one to 3-month period. You can choose from these slide templates to present a strategy for the employee onboarding process.

The presentation of structures activities with onboarding phases for the first three months on the job lays out clear expectations. By explaining the objectives and milestones of an employee, a company can improve its retention rate. The employees perform better and adapt to the processes and environment of a company faster.

The First Months Onboarding PowerPoint Template is suitable for human resource professionals. While planning an onboarding program, HR experts use slides of employee onboarding to outline key elements. The first month’s onboarding slides and onboarding PPT templates are also helpful in employee orientations. You can customize the text of 30 60 90-day plan templates for your business requirements—the tabular layout for 3-stage onboarding lists down the information you want to communicate to a new employee.

The creative timeline template for employee onboarding has three milestones. This slide gives an overview of activities throughout three months. The template of goals and the imitative table is suitable for employee progress review for the first three months. The 5 segment slides of the onboarding process have a grid layout with a line representing the process sequence—a 4-slide template of onboarding aids in visualizing the company’s procedures and practices. You can also add 30 60 90-day plan t emplates to present a full-fledged strategy for the staff onboarding program.

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How to win your first 3 months on the job

When you start a new job, you want to make a good first impression.

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The first 90 days in a new job can set the tone for your career progression — or lack thereof. Here’s how to make a smart start.

While you wait: do some research

Before you walk in the door on your first day, be prepared. It sounds obvious, but it is not just about picking the perfect first-day outfit or rereading your job description.

Alexander Lowry, a professor of finance at Gordon College in Massachusetts, suggests asking your new boss for reading material on the ins and outs of your company. That could mean recent staff newsletters or transcripts of companywide meetings — basically anything you cannot easily Google. It will help you understand how the company works in ways your orientation will not, and it will show initiative.

Day 1: Pay attention to communication styles

As the office noob, one of the first things you should do is learn how your colleagues interact with one another. It is a skill that will travel with you throughout your career, something that in the long run could help you better navigate your career than how well you do on specific projects.

“One question you should ask very early on is how your manager likes to communicate: drop by the office, send an email, instant-message, call,” Lowry said.

Take it a step further and learn to decode everyone’s nonverbal communication. Pay attention to habits and behaviors and try to look for patterns. For example, if your boss sends an email with a blank subject line, that could mean she’s superstressed and is sending that email in a hurry. Figure out whether that means you should reply, and ask her if there’s anything you can do to make her life easier, if you did something she did not like that you should learn for the next time or if you need to get out of the path of fury.

I used to have a boss who would shut his door anytime he felt overwhelmed or needed to focus. It was his way of saying, “Leave me alone for the next 20 minutes.” I quickly learned to stay out of his way.

Day 2: Make friends — or at least acquaintances

You will probably find yourself with downtime during your first couple of days. Walk around the office and introduce yourself to colleagues.

“Ask them about their background, experience, time with the company — and then ask them one more thing,” said Laura Handrick, a career analyst at FitSmallBusiness.com. “Ask them what advice they have for you in your new job.”

During my first job, as a technical writer for an engineering firm, I met a disgruntled co-worker who vented about the disorganization of the company’s spec sheets — the documents that summarized the specifications of the gas sampling tools we sold (exciting stuff, I know). He said the lack of order made it hard to retrieve them quickly for customers. I made a mental note to try to fix the spec sheet system for the sales staff. Your co-worker’s complaints may not just be disgruntled ramblings; they could be intelligence to help you do your job better.

Day 3: Ask if anyone needs help

Once you get to know your fellow employees, ask if there are any small tasks they need taken off their plates before your workload builds.

“You’ll show initiative, you’ll build rapport with your boss and co-workers, and you’ll learn about expectations, procedures and how things are done,” Lowry said.

Just don’t annoy people the way I did. At my first job, I was so eager to please my colleagues that I constantly asked them how I could help. Then I overheard an otherwise kind co-worker whisper to my boss, “Please give her something to do. She’s driving me crazy.”

Week 2: Make a list of your responsibilities

“The best employees don’t need to be told to do something,” said Heather Myers, chief psychology officer for Traitify, which creates personality assessments for employee recruitment. “When they see a problem, they solve it, and when they have downtime they find ways to fill it.”

In her interviews with managers, Myers said, they always valued employees who were self-starters.

You want to be that employee. Make a list of specific responsibilities, tasks and goals you want to tackle in your new job, and — here is the important part — go beyond the basic job description you signed up for. If you were hired to write manuals for your company’s products, but your sales team desperately needs help with organizing spec sheets, add that as a goal on your list.

Once you settle into your new job, present this list to your boss. Of course, your boss may have a very different vision for what you should do, so be flexible. The main point is that listing out what you should do and want to be doing can help make those responsibilities feel real. And unfortunately, not every boss will articulate very well everything you are expected to do.

Week 3: Figure out how your team measures success

Many offices do not openly talk about how their company measures success, but when you know how your team values it, you will know where to focus your efforts. You might have a certain sales quota that you are supposed to meet, for example, but your manager might be happier when projects are finished ahead of schedule.

Pay attention to praise and criticism that your boss and co-workers give one another, and learn to understand what they care about.

Week 4: Find your “go-to” person

A workplace mentor can push you in the right direction. This is someone with whom you work well, can learn from and, most important, trust.

“This person won’t necessarily be in your department, or even the same office,” Lowry said, “but you can work together in some capacity, and through a mutually beneficial partnership, endeavor to help each other get stuff done.”

Remember, networking works both ways. If you are going to ask someone for advice, be willing to offer something in return, even if it is as simple as helping with a menial task, like making copies or running an errand. (And if you ask that person out for coffee, pay for the coffee.)

Week 8: Leave your comfort zone

After six to eight weeks on the job, you should (hopefully) feel as if you know what you’re doing. It is the perfect time to challenge yourself.

Those presentations you wanted to put together? Ask your boss if you can have a go at it. You do not have to break your back by putting in 80 hours a week; you just want to push yourself beyond your current tasks and duties. This will show your bosses that you are someone they should invest in.

“Taking on problems beyond your pay grade shows that you are able to work at a higher level and thrive with greater responsibilities,” Myers said.

“Being able to continuously develop new skills is a green flag for being given harder, but often more interesting, things to do,” Myers added. “Ultimately, it also lines you up for a raise, or maybe even promotion.”

Week 12: Ask for feedback

After 90 days on the job, it is time to review your job description, considering what you have learned so far. “If your boss hasn’t scheduled a formal, sit-down review, ask for one,” Handrick said. “Consider saying something like: ‘Can we schedule an hour next week so that I can get some feedback from you?’ or ‘Would it be OK if we had a sit-down meeting so I could check in with you on my progress?’”

Make a list of what you need from your boss to be successful, too. That might be more training, specific software or access to experts in other departments. “Never, ever complain about what you don’t have,” she added. “Just present your requests as solutions to solve issues you’ve identified.”

By this point, you have gone out of your way to help others. You have probably earned the right to ask for some help in return. After all, the better you are able to do your job, the better off your company will be, too.

6. Choose your template and draft your presentation. Now that you're clear on what your first 90 days plan is, it's time to draft your presentation. Divide the goals you have into parts alongside the results that can help you assess your success. More importantly, design your presentation to be simple and clear to all.

Focus. Your specific monthly focus might change based on your role and the company, but typically, the broad focus of each 30-day period will look similar: The first month (days 1-30) of a new job is about learning. The second month (days 31-60) is about planning and beginning to contribute. The third month (days 61-90) is about execution and ...

5. Scorecard. An essential part of any 90-day plan is building a report out. As you put your thoughts to paper, be sure to include the summary of actions, progress, and updates your manager will see each week. Design your report out in an easy to follow summary you can update each week. Think of it as a mini billboard of your accomplishments.

A 30-60-90 day plan is a document used to set goals and strategize your first three months in a new job. 30-60-90 day plans help maximize work output in the first 90 days in a new position by creating specific, manageable goals tied to the company's mission and the role's duties and expectations. Companies typically create 30-60-90-day plans ...

Template 5: 30-60-90-Day Plan Template. Demonstrate your key actions for a new job with this 30-60-90-day plan and showcase your current value and future potential. With this consolidated and easy-to-use template, you can effectively communicate your plan of action to your team, manager, or potential employer. It's the perfect tool to highlight ...

Free 30 60 90 Day Plan PowerPoint Template is a 3-slide presentation for planning presentations. You can utilize slides of 30, 60, and 90 days planning to visualize goals and set realistic deadlines. Together, you can present a strategy for success in the first 90 days on job or a new project. Use This Template.

Step 2. Establish your priorities. If needed, update the business priorities in your 90-day plan. Following your conversation with your manager, be sure to include any additional priorities you might now have to enable you to stay in line with your three-month plan and meet any development needs identified. Step 3.

A 30-60-90 day plan is an essential tool that helps HR professionals to support a successful onboarding process by helping new hires and their managers to outline the new employee's goals and objectives for the first 90 days in a new job. It sets clear expectations, aligns the employee's work with the company's goals, and empowers ...

How to Create a 90-Day Business Plan for Job Interviews. I recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days. So we'll actually be creating a 30-60-90 day plan. We'll divide it into three periods, and you'll outline different goals and milestones for each of the first three months.

Table of Contents. Writing a 'First 90 days in the job' presentation doesn't have to be daunting, follow our guide and create a presentation that gets you the job of your dreams. That's why it's important, here's how to write one: Start researching in your first interview. Focus on your potential employer's needs. Add your ...

Download 30 60 90 Day Plan PPT Template . Master your new job with a 30 60 90 day plan PowerPoint template. Showcase what you intend to achieve in this new job in the first 90 days with the help of a 30 60 90-day plan PPT slide. Create a short-term plan that will help you showcase your tasks, activities, and functions for the first 90 days in ...

Reviews. Leverage our professionally designed 90-Day New Job Plan PPT template to articulate your intentions, actionable goals, and high-level priorities for the first three months at a new job. Project managers can use this 100% customizable deck to showcase their short and long-term goals, project milestones, and metrics to measure success ...

With a 30-60-90 day plan, you can ensure the first three months of your new job have clear direction. Start developing a 30-60-90 day plan for your next role with Assimilating into Your New Job, a free Guided Project that you can complete in less than an hour. Related articles. 10 Good Questions to Ask a Recruiter

The purpose of a 30-60-90 plan is to set the groundwork for career advancement. 30-60-90 Day Plan for Interview: In the final stages of your interview process 30-60-90 Day Plan for New Job: In the first week at your new job. Showing your plan in the last stages of the interview process separates you from the rest of the candidates.

New managers and leaders use the 90-day plan template to showcase their first 30, 60, 90 days plan on a new job. Presentation of the 90-day plan technique assists users to create a successful plan for the first three months on the job or project. The goal-setting framework in PowerPoint helps you highlight details of priorities, metrics, and ...

The 30-60-90 day plan is an essential guide for mastering a new job in the first three months. This timeframe is critical for setting the tone and foundation for your success at the company.

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on ...

4. Create an outline. Create or find a pre-made template to manage your plan. Include spaces for your 30, 60 and 90-day goals, spaces for different types of goals and spaces for actions to achieve your goals. Use this as the main draft for your plan, then adjust your ideas as you read and revise your document. 5.

The First Months Onboarding PowerPoint Template presents four slides for three key phases of successful onboarding. An onboarding program is broken down into three steps, i.e., the first day at the job, first month, and the first three months. The extended version of the onboarding program also includes the first week at the new job.

The 10 Things You Should in Your First Month of a New Job. Bateman suggests doing these 10 things in your first 30 days of a new job: 1. Talk about your "why.". When you introduce yourself to ...

They smoke less and show more patience with colleagues and family. They use their credit cards less frequently and say they feel less stressed. Exercise is a keystone habit that triggers ...

Day 2: Make friends — or at least acquaintances. You will probably find yourself with downtime during your first couple of days. Walk around the office and introduce yourself to colleagues ...