30-60-90 Day Plan (Part 2) Presentation preview
Title Slide preview
Focus Areas Slide preview
One-Page Plan Slide preview
30-60-90 Day Primer Slide preview
30-60-90 Day Gantt Slide preview
30-60-90 Weekly Timeline Slide preview
3-Month Onboarding Roadmap Slide preview
30-60-90 Day Plan Slide preview
30-60-90 Day Plan Slide preview
30-60-90 Day Plan Slide preview
30-60-90 Day Plan Slide preview
30-60-90 Day Plan Slide preview
First 90 Days Slide preview
Team Strengths Grid Slide preview
Clifton Strengths Report Slide preview
Strengths Finder Slide preview
Transition Risk Assessment Slide preview
Preference for Problems and Functions Slide preview
Onboarding Momentum Slide preview
Value Break-Even Point Slide preview
Team Development Blueprint Slide preview
Key Transition / Onboarding Milestones Slide preview
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Introduction

How can you maximize the output of any new hire or initiatives from the get go? A well-structured 30-60-90 Day Plan breaks down expectations and goals into manageable and trackable steps. A solid grasp on how these first three months can be organized, such as by focus areas, by temporal increments, or by alignment with team capabilities and strategies, can set the foundation for success early on.

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The first three months of a 30-60-90 day plan can be organized for maximum success by breaking down the plan into specific, manageable steps. The first month should be focused on learning and understanding the organization, its culture, and the job role. The second month should be about applying what has been learned and starting to make contributions. The third month should be about optimizing performance and making significant contributions to the team. Regular reviews and feedback sessions should also be incorporated to ensure progress and adjust the plan as necessary.

A 30-60-90 day plan can accelerate team integration and improve performance by providing a clear roadmap for new hires or initiatives. In the first 30 days, the focus is on learning and understanding the organization's culture, processes, and strategies. The next 30 days (30-60) are about starting to contribute to the team by applying the knowledge gained in the first month. The last 30 days (60-90) are about optimizing performance, taking on more responsibilities, and driving initiatives. This structured approach ensures that new team members are well-integrated and productive from the start.

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30-60-90 Day Plan

Effective 30-60-90 day plans lead to tangible business outcomes, such as accelerated integration into the team, better retention of top talent, and improved alignment with the company's long-term objectives. This approach creates a foundation for sustainable growth across departments.

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Organize by goals

SMART goals

Organizing a 30-60-90 day plan by key objectives ensures that progress is purposeful and aligned with the broader strategy of the organization. A common approach is using SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. By breaking down expectations into SMART goals, the plan becomes clear, actionable, and results-oriented. The SMART framework also makes it easier to adjust goals as new information emerges or business priorities shift.

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One-Page Plan

"Learning, Performance, Initiative, Personal" goals

The incorporation of learning, performance, initiative, and personal goals into a 30-60-90 day plan allows for a holistic approach to professional development.

  • Learning goals – Focus on acquiring essential knowledge or skills
  • Performance goals – Emphasize measurable job outcomes
  • Initiative goals – Encourage proactive contributions beyond the standard duties to drive innovation and process improvement.
  • Personal goals – Align individual growth with the company's mission so that employees are invested in both their own development and the organization's success.
30-60-90 Day Plan
30-60-90 Day Plan

Focus areas

Organizing the plan by focus areas—such as operations, strategy, or team collaboration—creates a balanced approach to goal setting. This method sees that no key aspect of the job is neglected, promoting well-rounded development and ensuring that contributions address multiple facets of the business.

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Focus Areas

Organize by time

Onboarding roadmap

The temporal nature of the 30-60-90 day plan provides a clear, deadline-based structure for goal setting. For example, when used as an onboarding roadmap, this framework sets clear expectations from the outset.

The first 30 days typically focus on learning, understanding company culture, and building relationships. The next 30 days emphasize knowledge application and meaningful contribution. The final 30 days focus on performance optimization, continued team contributions, and key milestone achievement.

3-Month Onboarding Roadmap

Weekly view

Weekly checkpoints help employees stay on track, identify obstacles early, and adjust their approach as needed. This granularity leads to steady and measurable progress, keeping the individual accountable while providing management with clear visibility into their performance.

30-60-90 Weekly Timeline

Gantt chart view

30-60-90 day plan can also be rendered as a gantt chart, which provides a visual representation of the plan's timeline, mapping tasks, deadlines, and dependencies. This approach is especially beneficial for teams or cross-functional roles, as it highlights how individual contributions fit into larger projects. The Gantt chart also allows for efficient time management and resource allocation.

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30-60-90 Day Gantt
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Capabilities management

Team strengths grid

The integration of capabilities management in a 30-60-90 day plan leverages individual and team strengths. With that in mind, managers can optimize how tasks are assigned and how teams function collaboratively.

A team strengths grid visually maps out each team member's core competencies. It reveals where strengths align and where gaps exist. This allows for the effective delegation of responsibilities based on capability rather than availability, improving both productivity and team morale.

Team Strengths Grid

Clifton strengths finder

The Clifton Strengths Finder, a popular assessment tool, identifies an individual's top strengths across 34 talent themes. By incorporating Clifton Strengths into the 30-60-90 day plan, managers can tailor development strategies to capitalize on these natural talents.

Clifton Strengths Report
Strengths Finder

Strategic integration

Onboarding momentum: develop a virtuous cycle

A truly effective 30-60-90 day plan should align individual efforts with broader organizational goals. It is therefore crucial to develop a virtuous cycle of onboarding momentum from day one. This allows new team additions to contribute meaningfully early on, which builds confidence and boosts performance. As employees achieve their milestones, this momentum reinforces a sense of accomplishment, which accelerates further progress.

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Onboarding Momentum

Value breakeven point

Another concept, the "value breakeven point," from Michael D. Watkins' book The First 90 Days, highlights the moment when a new hire or team begins adding more value than they consume. The injection of high-level objectives into the 30-60-90 day plan ensures that this breakeven point is reached efficiently. By tying the plan to strategic outcomes, employees focus on high-impact activities and avoid unnecessary tasks that delay their contribution.

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Value Break-Even Point

Conclusion

A well-structured 30-60-90 Day Plan not only drives individual and team success but also cements alignment with organizational goals. The focus on themed objectives, time-based roadmap, and team capabilities maximizes the productivity factor of the first three months and fosters early contributions. This approach ultimately accelerates value creation that empowers both individual employees and the company.

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