A 30-60-90 day plan is a great tool for new managers to onboard themselves and make a successful transition in their new role.

It is helpful in reducing overwhelm and nervousness that you encounter while having to maintain your performance and what is expected of you, familiarising yourself with your team,and getting to know the tech tools and operations of the business side.

The purpose of this post is to help you understand how to create a 30-60- 90 day plan and know how to create and use a 30-60 -90 day plan template.

Before starting on how to create a plan,let us first know the benefits of writing a 30- 60- 90 day plan.

Would you like to Make A SMOOTH TRANSITION AND THRIVE CONFIDENTLY in your New Role ?

Get the FREE NEW MANAGERS GUIDE TO THRIVE CONFIDENTLY HERE

HERE ARE A FEW BENEFITS OF WRITING A 30 -60- 90 DAY PLAN.

You can gain clarity of what’s expected of you.
You identify challenges and can set goals.
It serves as a roadmap and helps you set priorities to accomplish in a given time frame.
You create a good impression on your seniors by showing your understanding of the business and goals.

So you see how a 30-60- 90 day plan template can be a great tool for onboarding yourself as a new manager and set yourself up for success.

Here’s how to create one for a smooth transition.

HOW NEW MANAGERS CAN CREATE A 30-60-90 DAY PLAN.

Creating a 30-60-90 day plan is a great way for new managers to establish a vision for their role and set goals for themselves and their team.

Here’s how to get started:

1. Understand Your Role and Responsibilities.

Take some time to read and analyse the job description carefully, along with any other policies and procedures related to your role.

Build a clear understanding of what is expected of you, what your responsibilities are, and what outcomes you need to achieve.

As a new manager, clarifying your role and responsibilities is the essential first step in creating a 30-60-90 day plan.

2. Establish Your Goals

Set specific, measurable goals for the first 30, 60, and 90 days of your new role.

Think about what you want to achieve and how you can contribute to the team’s overall success.

Consider your team’s objectives and how your individual goals align with those of the organisation.

3. Prioritise Your Tasks

Create a list of tasks and projects that will help you achieve your goals.

Prioritise the most important tasks and ensure they are aligned with the company’s strategic objectives.

Define the timelines in which you expect to accomplish each task and ensure that they are SMART – specific, measurable, achievable, relevant, and time-bound.

4. Collaborate with Your Team

Meet your team members and key stakeholders and get to know them.

Ask about their experiences, skills, and insights.

Get feedback about the team’s operations, strengths, and weaknesses.

Work with your team to create a shared vision for the future and establish clear objectives to achieve that vision.

5. Schedule Regular Check-Ins.

Schedule regular check-in points with your supervisor, team members, and key stakeholders to assess your progress, share feedback, and adjust your plan as necessary.

Use the feedback on any changes in goals or work plans to ensure everyone is aligned toward achievement.

6. Continually Update Your Plan.

As your work unfolds, you will gather new insights and learnings that might lead to tweaks or updates in your 30-60-90-day plan.

Regular reviews of your plan, along with feedback from team members will enable you to adjust your strategy accordingly.

By following these six steps, you can craft a 30-60-90 day plan that will help you establish goals, prioritise tasks and gain a clear understanding of your role and responsibilities within the organisation.

HOW TO CREATE AND USE A 30-60-90 DAY PLAN TEMPLATE

Now let us look into a sample of 30-60-90 day plan template for a new manager.

The template is divided into 3 parts – first 30 days the focus is on establishing a foundation, the second part is all about strengthening teams performance and the third part is all about driving long term success.

30-Day Plan: Establishing Foundation

Get to know your team: Schedule one-on-one meetings with each team member to understand their roles, responsibilities, and challenges.
Understand team dynamics: Observe how your team interacts and identify any areas that need improvement or alignment.
Build relationships: Connect with key stakeholders, including your supervisor, peers, and other department heads to establish rapport and collaboration.
Review processes and procedures: Familiarise yourself with existing workflows, policies, and procedures within the team or department.
Identify quick wins: Identify some low-hanging fruits or small projects that can be completed within the first 30 days to demonstrate your effectiveness.

60-Day Plan: Strengthening Team Performance

Develop team goals: Collaborate with your team to establish team objectives and milestones that align with the overall company goals.
Implement improvement initiatives: Based on your observations and feedback received, implement changes or improvements to enhance team performance and efficiency.
Provide feedback and coaching: Regularly provide feedback and coaching to team members to help them improve their skills and achieve their goals.
Seek development opportunities: Identify any skill gaps within the team and provide training or development opportunities to enhance individual and team capabilities.
Build cross-functional relationships: Strengthen relationships with teams or departments that interact with your team to promote collaboration and streamline processes.

90-Day Plan: Driving Long-Term Success

Evaluate team performance: Conduct a thorough evaluation of team performance and identify areas that need further improvement or support.
Refine processes and procedures: Streamline and optimize existing workflows, policies, and procedures to create more efficient and effective ways of working.
Set long-term goals: Work with your team to set long-term goals beyond the 90-day mark, aligning them with the organizational strategy.
Develop a talent strategy: Identify high-potential team members and create tailored development plans to nurture their growth within the organization.
Establish a feedback culture: Encourage open and regular feedback among team members to foster continuous improvement and a positive work environment.

Do You Want to Accelerate Your Success As A New Manager?

Make a Smooth Transition. Thrive Confidently. Create A Better Impact.

Schedule a 30 Min FREE DISCOVERY SESSION HERE

CONCLUSION

I hope you have understood how creating a 30-60- 90 day plan can help you think about priorities, set realistic time-bound expectations, and identify the highest priorities for yourself and your team.

You can use it as a checklist for your goals, as well as who to meet with.

Remember, this is just a general framework, and you should customise it based on your specific job role, industry, and organisational needs.

Babita Sharma

Leadership Coach

www.leadwithpassion.co.in

P.S : Please share the post and help someone today !

P.P.S : If you need help with any of the above things , please feel free to reach out to me at -hrleadwithpassion@gmail.com

A 30-60-90 day plan is a great tool for new managers to onboard themselves and make a successful transition in their new role.

It is helpful in reducing overwhelm and nervousness that you encounter while having to maintain your performance and what is expected of you, familiarising yourself with your team,and getting to know the tech tools and operations of the business side.

The purpose of this post is to help you understand how to create a 30-60- 90 day plan and know how to create and use a 30-60 -90 day plan template.

Before starting on how to create a plan,let us first know the benefits of writing a 30- 60- 90 day plan.

Would you like to Make A SMOOTH TRANSITION AND THRIVE CONFIDENTLY in your New Role ?

Get the FREE NEW MANAGERS GUIDE TO THRIVE CONFIDENTLY HERE

HERE ARE A FEW BENEFITS OF WRITING A 30 -60- 90 DAY PLAN.

You can gain clarity of what’s expected of you.

You identify challenges and can set goals.

It serves as a roadmap and helps you set priorities to accomplish in a given time frame.

You create a good impression on your seniors by showing your understanding of the business and goals.

So you see how a 30-60- 90 day plan template can be a great tool for onboarding yourself as a new manager and set yourself up for success.

Here’s how to create one for a smooth transition.

HOW NEW MANAGERS CAN CREATE A 30-60-90 DAY PLAN.

Creating a 30-60-90 day plan is a great way for new managers to establish a vision for their role and set goals for themselves and their team.

Here’s how to get started:

1. Understand Your Role and Responsibilities.

Take some time to read and analyse the job description carefully, along with any other policies and procedures related to your role.

Build a clear understanding of what is expected of you, what your responsibilities are, and what outcomes you need to achieve.

As a new manager, clarifying your role and responsibilities is the essential first step in creating a 30-60-90 day plan.

2. Establish Your Goals

Set specific, measurable goals for the first 30, 60, and 90 days of your new role.

Think about what you want to achieve and how you can contribute to the team’s overall success.

Consider your team’s objectives and how your individual goals align with those of the organisation.

3. Prioritise Your Tasks

Create a list of tasks and projects that will help you achieve your goals.

Prioritise the most important tasks and ensure they are aligned with the company’s strategic objectives.

Define the timelines in which you expect to accomplish each task and ensure that they are SMART – specific, measurable, achievable, relevant, and time-bound.

4. Collaborate with Your Team

Meet your team members and key stakeholders and get to know them.

Ask about their experiences, skills, and insights.

Get feedback about the team’s operations, strengths, and weaknesses.

Work with your team to create a shared vision for the future and establish clear objectives to achieve that vision.

5. Schedule Regular Check-Ins.

Schedule regular check-in points with your supervisor, team members, and key stakeholders to assess your progress, share feedback, and adjust your plan as necessary.

Use the feedback on any changes in goals or work plans to ensure everyone is aligned toward achievement.

6. Continually Update Your Plan.

As your work unfolds, you will gather new insights and learnings that might lead to tweaks or updates in your 30-60-90-day plan.

Regular reviews of your plan, along with feedback from team members will enable you to adjust your strategy accordingly.

By following these six steps, you can craft a 30-60-90 day plan that will help you establish goals, prioritise tasks and gain a clear understanding of your role and responsibilities within the organisation.

HOW TO CREATE AND USE A 30-60-90 DAY PLAN TEMPLATE

Now let us look into a sample of 30-60-90 day plan template for a new manager.

The template is divided into 3 parts – first 30 days the focus is on establishing a foundation, the second part is all about strengthening teams performance and the third part is all about driving long term success.

30-Day Plan: Establishing Foundation

Get to know your team: Schedule one-on-one meetings with each team member to understand their roles, responsibilities, and challenges.

Understand team dynamics: Observe how your team interacts and identify any areas that need improvement or alignment.

Build relationships: Connect with key stakeholders, including your supervisor, peers, and other department heads to establish rapport and collaboration.

Review processes and procedures: Familiarise yourself with existing workflows, policies, and procedures within the team or department.

Identify quick wins: Identify some low-hanging fruits or small projects that can be completed within the first 30 days to demonstrate your effectiveness.

60-Day Plan: Strengthening Team Performance

Develop team goals: Collaborate with your team to establish team objectives and milestones that align with the overall company goals.

Implement improvement initiatives: Based on your observations and feedback received, implement changes or improvements to enhance team performance and efficiency.

Provide feedback and coaching: Regularly provide feedback and coaching to team members to help them improve their skills and achieve their goals.

Seek development opportunities: Identify any skill gaps within the team and provide training or development opportunities to enhance individual and team capabilities.

Build cross-functional relationships: Strengthen relationships with teams or departments that interact with your team to promote collaboration and streamline processes.

90-Day Plan: Driving Long-Term Success

Evaluate team performance: Conduct a thorough evaluation of team performance and identify areas that need further improvement or support.

Refine processes and procedures: Streamline and optimize existing workflows, policies, and procedures to create more efficient and effective ways of working.

Set long-term goals: Work with your team to set long-term goals beyond the 90-day mark, aligning them with the organizational strategy.

Develop a talent strategy: Identify high-potential team members and create tailored development plans to nurture their growth within the organization.

Establish a feedback culture: Encourage open and regular feedback among team members to foster continuous improvement and a positive work environment.

Do You Want to Accelerate Your Success As A New Manager?

Make a Smooth Transition. Thrive Confidently. Create A Better Impact.

Schedule a 30 Min FREE DISCOVERY SESSION HERE

CONCLUSION

I hope you have understood how creating a 30-60- 90 day plan can help you think about priorities, set realistic time-bound expectations, and identify the highest priorities for yourself and your team.

You can use it as a checklist for your goals, as well as who to meet with.

Remember, this is just a general framework, and you should customise it based on your specific job role, industry, and organisational needs.

Babita Sharma

Leadership Coach

www.leadwithpassion.co.in

P.S : Please share the post and help someone today !

P.P.S : If you need help with any of the above things , please feel free to reach out to me at -hrleadwithpassion@gmail.com

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