But after 90 days, a new employee’s trajectory should be clear (and ideally, trending upward).įor employees, 90 days is enough time to make connections, demonstrate skills, and start contributing real work. It can take years for someone to fully hit their stride inside a company. Not only does the 30-60-90 Day Plan help new hires orient themselves in the right direction, but it also helps managers and executives create an onboarding environment that fosters early contribution and success for their hires. It’s divided into three segments (30, 60, and 90 days), giving employees a clear understanding of what they’re expected to accomplish as they gain a steady footing in their new role.

Generally outlined in a document or dashboard, the 30-60-90 Day Plan summarizes the priorities, goals, and metrics that define a successful start for an employee. It creates structure - structure that leads to improved performance, happiness, and outcomes, for both the employee and the company. One of the most important pieces of the employee onboarding process, the 30-60-90 Day Plan is a tool that helps shape the first 90 days of a new job. That said, there’s one plan that no company should ever ignore…

And when these guesses turn out to be incorrect (as guesses often are), companies are forced to choose between their original plan and what makes sense today.

A typical 5-year plan is nothing more than a collection of guesses.

30 60 90 day plan examples