90 business plan templates

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.

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Work Futurist

Senior Quantitative Researcher, People Insights

Principal Writer

How to create a 90-day plan for new hires

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Writer, Editor, Beard Puller

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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; so much information 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 your new teammate 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 strong 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 these templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

What is a 90-day plan?

Our definitive, road-tested virtual onboarding checklist

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.

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 checkpoints for follow-ups on their progress.

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 a kind of buddy system. Buddies show new teammates the ropes, introduce them to other Atlassians, and act as go-to resources for questions.

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

How to create a 90-day plan

Generally speaking, there are a few organizing principles to focus on.

• 90-day plans are often broken into three phases: Days 1-30, Days 30-60, and Days 60-90.
• Don’t overwhelm your newbies! You can’t learn everything there is to know about a job or a company in three short months. Focus on what matters most, and what’s realistic in the timeframe you’re working with.
• Consistent, frequent check-ins are very important, since you’ll be defining goals for what should be learned or delivered in each phase.
• Both the new hire and their manager should feel empowered to give honest and timely feedback (about systems, company habits, points of uncertainty, you name it) – don’t wait until the 90 days to clear up any points of friction.
• Don’t underestimate the power of open communication – it can mean the difference between clarity and confusion or empowerment and ineffectiveness.

90-day onboarding plans are good for your company culture

A 90-day plan isn’t just a task list – it’s the foundation for working together, learning together, and understanding team and company culture.

At Atlassian, we don’t think of a new hire’s first 90 days as a trial period or proving ground. Rather, 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.

Regular check-ins, honest feedback, and the support of learning (and failing), help establish a bedrock of trust, which should underpin all team and company interactions – during the first 90 days and beyond.

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8 Business Plan Templates You Can Get for Free

8 min. read

Updated April 10, 2024

A business plan template can be an excellent tool to simplify the creation of your business plan. 

The pre-set structure helps you organize ideas, covers all critical business information, and saves you time and effort on formatting.

The only issue? There are SO many free business plan templates out there. 

So, which ones are actually worth using? 

To help remove the guesswork, I’ve rounded up some of the best business plan templates you can access right now. 

These are listed in no particular order, and each has its benefits and drawbacks.

What to look for in a business plan template

Not all business plan templates are created equal. As you weigh your options and decide which template(s) you’ll use, be sure to review them with the following criteria in mind:

• Easy to edit: A template should save you time. That won’t be the case if you have to fuss around figuring out how to edit the document, or even worse, it doesn’t allow you to edit at all.
• Contains the right sections: A good template should cover all essential sections of a business plan , including the executive summary, product/service description, market/competitive analysis, marketing and sales plan, operations, milestones, and financial projections. 
• Provides guidance: You should be able to trust that the information in a template is accurate. That means the organization or person who created the template is highly credible, known for producing useful resources, and ideally has some entrepreneurial experience.
• Software compatibility: Lastly, you want any template to be compatible with the software platforms you use. More than likely, this means it’s available in Microsoft Word, Google Docs, or PDF format at a minimum. 

1. Bplans — A plan with expert guidance

Since you’re already on Bplans, I have to first mention the templates that we have available. 

Our traditional and one-page templates were created by entrepreneurs and business owners with over 80 years of collective planning experience. We revisit and update them annually to ensure they are approachable, thorough, and aligned with our team’s evolving best practices.  

The templates, available in Word, PDF, or Google Doc formats, include in-depth guidance on what to include in each section, expert tips, and links to additional resources. 

Plus, we have over 550 real-world sample business plans you can use for guidance when filling out your template.

Download: Traditional lender-ready business plan template or a simple one-page plan template .

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2. SBA — Introduction to business plans

The U.S. Small Business Administration (SBA) offers two different business plan templates along with a short planning guide. 

While not incredibly in-depth, it’s enough to help you understand how traditional and lean plans are structured and what information needs to be covered. The templates themselves are more like examples, providing you with a finished product to reference as you write your plan.

The key benefit of using these templates is that they were created by the SBA. While they may provide less guidance, you can be assured that the information and structure meet their expectations.

Explore: The SBA’s planning guide and free templates

3. SCORE — Planning workbook

SCORE’s template is more like a workbook. It includes exercises after each section to help you get your ideas down and turn them into a structured plan.

The market research worksheets are especially useful. They provide a clear framework for identifying your target market and analyzing competitors from multiple angles. Plus, they give you an easy way to document all the information you’re collecting.

You will likely have to remove the exercises in this template to make it investor-ready. But it can be worth it if you’re struggling to get past a blank page and want a more interactive planning method.

Download: SCORE’s business plan template

4. PandaDoc — A template with fillable forms

PandaDoc’s library offers a variety of industry-specific business plan templates that feature a modern design flair and concise instructions. 

These templates are designed for sharing. They include fillable fields and sections for non-disclosure agreements, which may be necessary when sending a plan to investors.  

But the real benefit is their compatibility with PandaDoc’s platform. Yes, they are free, but if you’re a PandaDoc subscriber, you’ll have far more customization options. 

Out of all their templates, the standard business plan template is the most in-depth. The rest, while still useful, go a bit lighter on guidance in favor of tailoring the plan to a specific industry.

Explore: PandaDoc’s business plan template library  

5. Canva — Pitch with your plan

Canva is a great option for building a visually stunning business plan that can be used as a pitch tool. It offers a diverse array of templates built by their in-house team and the larger creative community, meaning the number of options constantly grows.

You will need to verify that the information in the template you choose matches the standard structure of a traditional business plan. 

You should do this with any template, but it’s especially important with any tool that accepts community submissions. While they are likely reviewed and approved, there may still be errors.

Remember, you can only edit these templates within Canva. Luckily, you only need a free subscription, and you may just miss out on some of the visual assets being used. 

To get the most value, it may be best to create a more traditional planning document and transfer that information into Canva. 

Explore: Canva’s business plan gallery

6. ClickUp — The collaborative template

Out of all the project management tools that offer free business plan templates, ClickUp’s is the most approachable.

Rather than throwing you into all the features and expecting you to figure it out—ClickUp provides a thorough startup guide with resource links, images, and videos explaining how to write a plan using the tool. 

There’s also a completed sample plan (structured like an expanded one-page plan) for you to reference and see how the more traditional document can connect to the product management features. You can set goals, target dates, leave comments, and even assign tasks to someone else on your team. 

These features are limited to the ClickUp platform and will not be useful for everyone. They will likely get in the way of writing a plan you can easily share with lenders or investors. 

But this is a great option if you’re looking for a template that makes internal collaboration more fluid and keeps all your information in one place.

Sign Up: Get a free trial of ClickUp and explore their template library

7. Smartsheet — A wide variety of templates

I’m including Smartsheet’s library of templates on this list because of the sheer number of options they provide. 

They have a simple business plan template, a one-page plan, a fill-in-the-blank template, a plan outline, a plan grading rubric, and even an Excel-built project plan. All are perfectly usable and vary in visual style, depth of instructions, and the available format.

Honestly, the only drawback (which is also the core benefit) is that the amount of templates can be overwhelming. If you’re already uncertain which plan option is right for you, the lengthy list they provide may not provide much clarity.

At the same time, it can be a great resource if you want a one-stop shop to view multiple plan types.

Explore: Smartsheet’s business plan template library  

8. ReferralRock affiliate marketing business plan

I’m adding ReferralRock’s template to this list due to its specificity. 

It’s not your standard business plan template. The plan is tailored with specific sections and guidance around launching an affiliate marketing business. 

Most of the template is dedicated to defining how to choose affiliates, set commissions, create legal agreements, and track performance.

So, if you plan on starting an affiliate marketing business or program, this template will provide more specific guidance. Just know that you will likely need to reference additional resources when writing the non-industry sections of your plan.

Download: ReferralRock affiliate marketing business plan template

Does it matter what business plan template you use?

The short answer is no. As long as the structure is correct, it saves you time, and it helps you write your business plan , then any template will work. 

What it ultimately comes down to, is what sort of value you hope to get from the template. 

• Do you need more guidance? 
• A simple way to structure your plan? 
• An option that works with a specific tool?
• A way to make your plan more visually interesting?

Hopefully, this list has helped you hone in on an option that meets one (or several) of these needs. Still, it may be worth downloading a few of these templates to determine the right fit. 

And really, what matters most is that you spend time writing a business plan . It will help you avoid early mistakes, determine if you have a viable business, and fully consider what it will take to get up and running. 

If you need additional guidance, check out our library of planning resources . We cover everything from plan formats , to how to write a business plan, and even how to use it as a management tool . 

If you don’t want to waste time researching other templates, you can download our one-page or traditional business plan template and jump right into the planning process.

See why 1.2 million entrepreneurs have written their business plans with LivePlan

Kody Wirth is a content writer and SEO specialist for Palo Alto Software—the creator's of Bplans and LivePlan. He has 3+ years experience covering small business topics and runs a part-time content writing service in his spare time.

Table of Contents

• Qualities of a good template
• ReferralRock
• Does the template matter?

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The Best 30-60-90 Day Plan for Your New Job [Template + Example]

Published: December 06, 2023

I remember my first day at HubSpot. I was so nervous and had a million concerns swimming around in my head.

Will I adapt to my new job? How long will it take for me to get the hang of things? Can I manage the workload and maintain a good rapport with my coworkers?

Fortunately, my outstanding manager at the time prepared a comprehensive checklist to be completed over a few months, and it helped me slowly but steadily adapt to HubSpot. Fast forward a few years, and I'm a rockstar at my job.

The checklist was called a 100-day checklist, but it followed the rhythm of a typical 30-60-90 Day Plan.

A 30-60-90 Day Plan, or something similar, is imperative to the success of a new employee as it helps them set and reach attainable goals and acclimate to their new position.

To help set your new employee, or yourself, up for success, here's what you need to know about crafting the best 30-60-90 Day Plan.

30-60-90 Day Plan

A 30-60-90 day plan lays out a clear course of action for a new employee during the first 30, 60, and 90 days of their new job. By setting concrete goals and a vision for one's abilities at each stage of the plan, you can make the transition into a new organization smooth and empowering.

Learning the nuances of your new role in less than three months won't be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.

You‘d write a 30-60-90 day plan in two situations: during the final stages of an interview and the first week of the job. Here’s how each type can be executed:

Free Sales Training Template

Use this template to set up a 30/60/90 day sales training and onboarding plan.

• 30/60/90 Day Goals
• People to Meet
• Feedback/Review Process

You're all set!

Click this link to access this resource at any time.

30-60-90 Day Plan for Interview

Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire.

As a candidate, this would sometimes confuse me in the past, but I now understand they just want to see if a potential hire can organize their time, prioritize the tasks they likely take, and strategize an approach to the job description.

For a new hire, a well-thought-out 30-60-90 day plan is a great way to help the hiring manager visualize you in the role and differentiate yourself from all other candidates.

But how can you outline your goals before accepting a new job? How are you supposed to know what those goals are? I've found that starting with the job description is an excellent stepping stone.

Typically, open job listings have separate sections for a job‘s responsibilities and a job’s qualifications. Work to find commonalities in these two sections and how you might turn them into goals for yourself.

Then, stagger those goals over three months.

For example, let‘s say a job requires three years of experience in Google Analytics, and the responsibilities include tracking the company’s website performance every month.

I would use these points to develop an action plan explaining how:

• I‘ll learn the company’s key performance metrics (first 30 days)
• Strengthen the company's performance in these metrics (next 30 days)
• Lead the team toward a better Google Analytics strategy (last 30 days)

30-60-90 Day Plan for New Job

The second situation where you‘d write a 30-60-90 day plan is during the first week of a new job, which I highly recommend whether you’re a new employee or a manager working with a new hire.

If you're the hiring manager, this plan will allow you to learn how the new employee operates, address their concerns or preconceived notions about the role, and ultimately help them succeed.

If you‘re starting a new job and are not asked to craft a 30-60-90 day plan during the first week of that job, it’s still a good idea to write one for yourself.

A new position can feel like a completely foreign environment 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 new employees to learn the ropes, it's also the best time to make a great first impression.

How long should a 30-60-90 day plan be?

While there's no set length for a 30-60-90 day plan, it should include information about onboarding and training, set goals that you're expected to hit by the end of each phase, and all the people to meet and resources to review in support of those goals. This can result in a document that's 3-8 pages long, depending on formatting.

The purpose of your plan is to help you transition into your new role, but it should also be a catalyst for your career development.

Instead of just guiding you over your job's learning curve, the goals outlined in your plan should push you to perform up to your potential and raise the bar for success at every stage.

HubSpot's Senior Manager of Content (and my former manager) Meg Prater suggests having a solid template for your plan that allows it to evolve.

“Anytime I onboard someone, I review all training docs and ensure they're up to date,” she says. “I also ask for feedback from the folks on the team who have most recently been onboarded. What did they like? What didn't work for them?”

She also says moving the plan to a more interactive platform proved to be helpful to new employees.

“One of the most helpful shifts we've made recently is moving our 30-60-90 plan (or 100-Days Plan) from a static Google Doc to Asana,” she says. “The plan is organized by week, and each task contains relevant readings and links. It's much easier for folks to move through, and it gives me better insight into where folks are in the plan.”

Meg onboarded me when I started at HubSpot, and I can confirm that my checklist in Asana was a game-changer because it helped me stay on task and visually track my progress.

The checklist below isn‘t mine, but it’s one she set up and follows the same format as the one she created for me.

Free 30/60/90 Day Onboarding Template

Fill out the form to get the template., parts of a 30-60-90 day plan.

An effective 30-60-90 day plan consists of three extensive phases — one for days 1-30, one for days 31-60, and one for days 61-90.

Each phase has its own goal. For example, the goal in the first 30 days is to learn as much as possible about your new job.

The following 30 focus on using learned skills to contribute, and the last 30 are about demonstrating skill mastery with metrics and taking the lead on new challenges.

Each phase also contains components that help define goals and describe desired outcomes. These parts include:

The primer is a general overview of what you hope to achieve during the current 30-day period.

I prefer sitting down with my manager to pinpoint a primer that aligns with my goals and desired company outcomes, and I encourage you to do the same.

This ensures you and your manager are on the same page about expectations early on in your journey with the company.

The theme is a quick-hitter sentence or statement summarizing your goals for the period. For example, your theme might be “find new opportunities”, “take initiative,” or “be a sponge.”

Learning Goals

Learning goals focus on skills you want to learn or improve to drive better outcomes at your job. For example, if you're responsible for creating website content at your company, you should learn new HTML or CSS skills .

At the start of my career with HubSpot, some marketing trends and jargon were unfamiliar, and I wasn‘t used to the company’s writing style.

As a result, my learning goals as a new blogger were to become more well-versed in marketing and to adapt to HubSpot's writing style.

Performance Goals

Performance goals speak to specific metrics that demonstrate improvement. These include making one more weekly content post or reducing the revisions management requires.

For example, I was only writing one article per week when I started HubSpot, but it was my performance goal to be able to write multiple articles by the end of 30 days.

Initiative Goals

Initiative goals are about thinking outside the box to discover other ways you can contribute. This might mean asking your manager about taking ownership of new website changes or upgrades with a specific deadline in mind.

Personal Goals

Personal goals focus on company culture — are there ways you can improve relationships with your team members or demonstrate your willingness to contribute?

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Free Microsoft Word Business Plan Templates

By Joe Weller | September 22, 2020

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We’ve compiled a variety of expert-approved business plan templates and samples for Microsoft Word. There are options for organizations of any size and type — from coffee shops and hair salons to professional services, and everything in between.

Included on this page, you’ll find Word business plan templates for small businesses , startup businesses , product and service businesses , and more.

Simple Business Plan Word Templates

These customizable business plan templates come professionally designed and ready to use, and are available to download in Microsoft Word format.

Simple Business Plan Template

Use this template as a basis for creating an organized and thorough business plan. Customize the built-in table of contents to suit your needs, and use the space included to detail the nature of your business, the solution to the problem you’re solving, a market analysis, key performance indicators (KPIs), financial forecasts, and more.

Download Simple Business Plan Template — Word

Simple 30-60-90 Business Plan Template

This template is ideal for developing a 90-day action plan to create and implement your business plan in manageable, 30-day chunks. Use the document to outline your main goals and deliverables, and then assign key business activities and deadlines to ensure your plan stays on track. 

Download Simple 30-60-90-Day Business Plan Template

Word  | Smartsheet

For more 30-60-90 business plan templates, visit our "Free 30-60-90-Day Business Plan Templates and Samples" article.

Simple Business Plan Outline Template

This template provides a standard outline for a traditional business plan, which you can use to guide your research and develop your plan. Easily modify the provided information to include information that is relevant to your business. 

Download Simple Business Plan Outline Template — Word

For additional downloadable resources in a variety of formats, visit, “ Simple Business Plan Templates .”

One-Page Business Plan Word Templates

These single page business plan templates in this section provide a useful way to organize ideas. Companies can use these templates to develop a pitch document for potential partners and investors.

One-Page Business Plan Template

Use this template to capture the main details of your business concept, including your product or service offering, who it benefits, how it helps your target buyer, the pricing structure, income streams, and key milestones. There’s also room at the bottom to include a SWOT analysis .

Download One-Page Business Plan Template

Word | Smartsheet

One-Page Lean Business Plan

This template utilizes a Lean approach to help you showcase the core concepts of your business idea in a scannable format. Provide a brief overview of your company and industry, the unique benefits your product or service possesses, distribution strategy, key objectives and success metrics, and a financial plan. Use the visual timeline at the bottom to display dates and milestones.

Download One-Page Lean Business Plan Template - Word  

One-Page 30-60-90 Day Business Plan Template

A 30-60-90-day template is useful for developing an actionable plan. Simply add your main goals and the activities required to achieve them in 30-day increments. Update the status of each goal regularly to ensure your plan stays on track.

Download One-Page 30-60-90 Day Business Plan Template

For additional single page plans, along with an example of a business plan , visit " One-Page Business Plan Templates with a Quick How-To Guide ."

Small Business Plan Word Templates

These customizable business plan templates are especially useful for small businesses to develop a roadmap for structuring, operating, and growing their organization.

Small Business Plan Template

This comprehensive business plan template is ideal for small businesses that want to thoroughly document key goals and the associated activities. Add essential information to each section to keep your plan clear and concise — and pay special attention to the financial section and provide details that will validate your plan.

Download Small Business Plan Template — Word

Fill-In-the-Blank Small Business Plan Template

This fill-in-the-blank template is useful for small business owners that need some guidance adding details to the various elements of their business plan. Each section of this standard business plan comes with pre-filled content that you can expand on and customize to reflect the specific needs and details of your business. 

Download Fill-In-the-Blank Small Business Plan Template — Word

Additional Fill-in-the-Blank Business Plan templates can be found here . 

One-Page Small Business Plan Template

Small businesses can use this template to articulate business ideas in a succinct, easily digestible manner. There is space to include a business overview, key team members, a market analysis, marketing and sales plans, objectives and success metrics, and a financial plan.

Download One-Page Business Plan for Small Business — Word

Startup Business Plan Word Templates

These business plan templates are ideal for entrepreneurs to assess the viability of their idea and gain buy-in from prospective investors and stakeholders.

Startup Business Plan Template

Use this startup business plan template to create a strong and detailed roadmap of your concept and related goals. The template includes space for an executive summary, business description, summary of product or service offerings, pricing structure, marketing strategy, competitive analysis, startup expenses, funding sources, and more to ensure you have a thorough plan in place.

Download Startup Business Plan Template

Sample 30-60-90-Day Business Plan for Startup

This 30-60-90-day business plan template is versatile, and can be used to develop an actionable plan for virtually any business activity. This sample contains pre-filled information to help you explain the organization’s main goals and deliverables, as well as to assign key tasks, ownership, and deadlines. 

‌Download Sample 30-60-90 Day Business Plan for Startup Template

For additional resources to create your plan, visit “ Free Startup Business Plan Templates and Examples .”

Product and Service Business Plan Word Templates

These business plan templates are designed for a product or service-focused business to use to develop a workplan that articulates its vision and objectives.

Business Plan Template for Professional Services

Entrepreneurs offering professional services can use this document to outline the main goals and objectives associated with their business, as well as how they plan to achieve them. This template comes with a built-in table of contents and includes all the components of a traditional business plan, including the company background, market and industry analysis, competitive analysis, service offering details, promotional plan, sales forecasts, financial statements, and more.

Download Business Plan Template for Professional Services — Word

One-Page Business Plan for Service Business

This business plan template is ideal for a service-type business owner who needs a basic plan to jot down core business concepts. This single-page template has room to include the business mission and vision, service provided, target market, competitive advantage, marketing and sales plan, and key objectives. There is also a visual timeline of milestones included at the bottom of the template for tracking progress.

Download One-Page Business Plan Template for Service Business — Word

One-Page Business Plan for a Product Business

Use this one-page business plan to outline the key details related to your product-focused idea. Articulate the purpose and vision of your business, the problem your product solves, potential customers, how you will get your product to buyers, pricing strategy, main objectives, and success metrics. The timeline of milestones at the bottom of the template automatically creates a visual display of noteworthy activities. 

Download One-Page Business Plan for Product Business — Word

Fill-In-the-Blank Business Plan Word Templates

Use these pre-filled business plan templates as a basis to build a thorough plan that keeps your strategy aligned with sales, promotional, and financial objectives.

Simple Fill-In-the-Blank Business Plan

This fill-in-the-blank template features a traditional business plan layout, and includes pre-filled content in each section. Outline the key components of a well-rounded business plan, and add a company overview, market analysis, marketing and sales plan, operations plan, financial statements, supporting documentation, and more.

Download Simple Fill-In-the-Blank Business Plan Template — Word

Lean Fill-In-the-Blank Business Plan

This Lean business plan has all the necessary parts to articulate your business vision and strategy. Add information about the problem you aim to solve, your product or service offering, unique value proposition, target customers, cost structure, revenue streams, and a timeline of milestones.

Download Fill-In-the-Blank Lean Business Plan Template — Word

For additional resources, visit " Free Fill-In-the-Blank Business Plan Templates ."

For more free, downloadable templates for all aspects of your business, take a look at “ Free Business Templates for Organizations of All Sizes .”

Empower Your Teams to Implement Your Business Plan with Smartsheet

Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. 

The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done. Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. 

When teams have clarity into the work getting done, there’s no telling how much more they can accomplish in the same amount of time.  Try Smartsheet for free, today.

Discover why over 90% of Fortune 100 companies trust Smartsheet to get work done.

Successful 30-60-90 day plan

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 27, 2021 · updated April 2, 2024

17 minute read

A 30-60-90 day plan can help you prove to a new employer that you know your role within a new company. It demonstrates that you understand the position’s responsibilities and are prepared to tackle them, starting on day one.

A successful plan also helps you to better adapt to your new role and work environment.

What is a 30-60-90 day plan?

When to use a 30-60-90 day plan, benefits of a 30-60-90 day plan, 30-60-90 day plan template with example, 30-60-90 day plan example, tips for creating your own 30-60-90 day plan, 30-60-90 day plan tips for executives and managers.

A 30-60-90 day plan is a formalized document containing intents, goals, and actions that a new employee plans to execute to maximize his efficiency in a new role.

A 30-60-90 day plan can be used in any position or company.

For a regular employee, a 30-60-90 day plan is a way to show the interviewer that you know what to do and have a plan for this new role . It is a type of preparation that a prospective employee might opt to create before their interview, or it might be something an interviewer requests applicants to create.

For executive positions, the purpose of the plan is the same, the only difference is the scale of the plan, or the department level that it would apply to. A prospective manager would prepare the plan to show what they will do to succeed in the role.

The plan should demonstrate that new employees are able to set goals that are in line with the company vision.

This plan is ideal for those who are seeking to make a strong positive impression during an interview.

It demonstrates what you will bring to the job, highlights your seriousness about the position, and shows that your goals dovetail with those of the company.

No matter the level of the role, a strong 30-60-90 day plan can be an asset during the interview process.

Regular level employees can show the value that they will bring to the team, and higher level employees can demonstrate how their leadership will create positive effects within their team or department.

Many hiring managers want to see that their new hires are serious about their jobs and career. This plan gives insight into how a new hire plans to fulfill the goals of their new role, their understanding of various processes and how they tackle challenges.

While it is most commonly used for those who are beginning new positions, it can also be used to work on a new project. The same template can be helpful to set actionable goals and achieve them in regards to a new project that you are working on.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

A 30-60-90 day plan is a helpful tool for both the candidate and the organization.

When a candidate writes a good plan, they demonstrate competency, while potentially impressing hiring managers.

The organization can then use the plan to judge the potential candidate for suitability within the role, department or team.

Here are a few of the benefits of creating one:

1. Increased chances of being hired

Because you will be doing your homework before the interview, it proves that you are a committed team player.

This often impresses your interviewer and can give you a larger chance of being hired.

2. Positive impression on the interviewer

If you are a new employee or a potential hire, a 30-60-90 day plan can show to your employer that you know what you are doing. It demonstrates that you have a plan in place.

Prepare it prior to your interview even if your interviewer doesn’t request one.

3. Smooth onboarding

Starting a new job can be rough sometimes. A 30-60-90 day plan helps you to better integrate yourself into a new team and makes a smoother transition for you.

In creating this plan, you will have to research the role, the tasks you will be assigned, and set out plans for completing them.

In doing so, you’ll be formulating solutions, considering the best plan of attack, and gaining a deeper understanding of the job. This will help set you up for success from day one.

4. Increased productivity

Because you will have a clear goal to work toward in your first 90 days, you have better focus and increased productivity.

Each day, you should know exactly how your tasks fit into the bigger picture of your 30-60-90 day plan.

There are four key areas that should be included in your 30-60-90 day plan:

• Personal goals
• Actions and metrics

In each phase of your plan, you should have something that you are focused on learning.

This might mean meeting with your team to understand their pain points. It might mean learning the ins and outs of your company’s product to make better sales pitches.

Particularly in the first 30 day phase, you should be doing a great deal of learning.

This is part of your plan that should start to take shape. In what areas can you improve performance (either your own or the company’s)?

This should help you to better align your personal responsibilities with the mission of the team you work with.

Start to narrow down what the priority is so that you can better set personal goals in the next section.

This is the best place to mark down exactly what you want to accomplish.

Make sure that you have some insight into your goals and why they are essential to achieve.

This helps to keep your focus clear and doesn’t allow you to lose sight of the company’s mission.

Action and metrics

This is the stage where you determine how you will measure your progress toward your goals.

How will you know when you have achieved a goal? It is important to have specific qualifying action steps behind each one of your goals so that you do not lose momentum.

• If you want to improve your sales pitch, then you might sit in on a sales call with a seasoned salesperson three times this week.
• If you want to reduce the budget, you might have a goal to spend 10 percent less on office supplies.

Whatever your goal is, you need to have an action step associated with it to help you measure your progress.

During the first thirty days in your new position, you spend as much time as possible learning about your company processes, your team, product or the services you sell. This might involve things like:

• Interviewing team members to assess their strengths
• Joining staff on sales calls to learn more about the product or service
• Interviewing customers to learn more about their needs
• Spending time with customer service to determine where your product or services fall short
• Pinpointing current goals and seeing if progress is being made
• Reviewing the budget

Once you have a firm grasp on who you are working with and how you are expected to perform, it is time to implement new aspects of your role.

For regular employees , the focus should be stepping more fully into your role. You have taken the time to learn what that role is, now you should be beginning to deliver results and reaching good working performance.

For higher level employees , like executives or managers, you will start setting new goals for your team. Create goals based on the information you learned during the first thirty days. This is the time for you to share your new goals with the team and start to hold them accountable for the changes.

Regardless of the level of your role, this is a time for you to set goals along with actionable steps you can take to achieve them.

All goals should be specific and measurable. You should also be able to achieve them within a specific timeframe.

TIP: Set a clear metric so you will know when you have achieved each goal.

For example, if your goal is to improve your sales pitch, you might have a metric of observing a more seasoned sales professional in a number of phone calls. You might also have them listen in on a few of your sales calls to offer constructive feedback .

As you move into the first ninety days of your position, you should be ensuring that your performance is in line with company goals and the goals for your specific role.

You should have a solid foundation of knowledge regarding your job, the ability to complete your tasks properly, and an understanding of how your performance helps the organization.

For employees, this is a prime moment to look towards leadership opportunities. Ask yourself ‘what path do I want to take with this organization?’ and begin to set yourself up for that journey. Take initiative and reach out to stakeholders who may be able to help you.

For management level employees, this is when you can start to make bigger changes. Look at the overall picture of your company or department and determine where changes can be made. Ensure that each team member is where they are supposed to be, review the budget, and replace ineffective processes with new ones.

Much like your goals set for the first sixty days, all goals here should still be measurable, time-bound, and specific. While this is bigger picture thinking, each goal should still be realistic and attainable.

While some hiring professionals will come directly out and ask you for a 30-60-90 day plan, many will not.

It is still an excellent idea to create one to show just how you will stand out in the workplace.

As you begin to write this plan, you should ask yourself: What changes would you make and how would you go about your new role in the first ninety days? This will help you create a solid plan that will impress hiring managers.

1. Identify the company’s mission

You can’t create a plan until you have a clear idea of what the company is looking for.

You should spend a great deal of time researching its mission, core values, and any information you can find on its current processes or products.

Each plan should be catered specifically to the culture of the company you are applying to work for.

2. Thoroughly understand the job description

You should tailor your plan to the position that you are applying for instead of overreaching your bounds.

You might have many ideas for the company as a whole, but pay careful attention to the job description.

• What is the role?
• What would your responsibilities be?
• What expectations does the company have?
• Is there a probation period?

3. Explain your plan thoroughly

When you head into an interview, you must prepare a copy of your 30-60-90 day plan.

It can be in the form of a PowerPoint presentation, slides, or paper.

However, you should do more than just slide it across the desk and hope that they understand it. Present it to the interviewer in detail.

4. Don’t be ashamed to brag

Present your plan in great detail.

When you discuss the goals you want to set, it is important to relate these goals to accomplishments you have had in the past.

What have you done that was similar at another company? Focus on your future at this new company but don’t forget about all of the amazing things you have done in the past!

5. Identify your priorities

Setting goals can be challenging if you aren’t aware of your priorities.

Why were you hired for this exact position? Maybe your goal is to solve a specific problem within the team, or perhaps you just need to be the best you can be with your current responsibilities.

Take a few moments to think about the bigger picture of what your job should look like, and then move forward from there.

6. Set measurable goals

All goals that make it onto your list should have a means for you to measure the outcome.

Make sure that you identify how you will measure success on each of the goals that you set.

Try to list quantitative data to support your goals, such as revenue increases, increased website views, and positive customer reviews.

7. Remember to course-correct

Sometimes, starting a new position or project can be overwhelming.

You might set up your plan with the best intentions, but things can change.

If a piece of your plan no longer seems relevant or helpful, it’s okay to have the flexibility to course-correct. Change up your goals if you need to.

8. Don’t be afraid to ask questions

You’ll never get to know your team members or your products unless you are willing to ask good questions.

Spend time with your interviewer or the company representative if they are eager to communicate with you.

Ask any questions you may have about your role and what is expected of you so that you can form clear goals for your plan.

If you are an executive or a manager who has direct reports, your version of a 30-60-90 day plan might look a bit different than a junior employee’s plan.

Here are a few tips to help you get started with your own plan.

1. Take time to learn about direct reports

During your first thirty days, you should be setting aside a large portion of your time to interview your direct reports.

Find out information about them as a person, such as their dreams and goals for their position.

• What are the pain points of their job?
• What barriers are there that stop them from achieving their goals?
• How would they solve those problems?

You should know what their strengths and weaknesses are so that you can see areas where they can improve.

In meeting with each person individually and attentively listening to them, you create a good impression, gain a deep, functional knowledge of your new department, and often will get insight on how to solve these problems.

All of this information can help you to see the current reality of the work environment.

As a new manager or executive, you might be able to help influence change in a way that would boost team morale and productivity.

2. Inform yourself

Consider this step as an extension of the previous one.

Not only should you gather all of the information possible from your recruits, you should spend a lot of time in your first 30 days reading reports, reviewing documentation, talking to other managers, and meeting with higher level executives.

This is the time to ask as many questions as you can, making notes on where you see issues or potential solutions.

3. Create an atmosphere of trust and alignment

During the first 30 days, work to gain the trust of those who will be working under you.

In many organizations, a new manager can represent a threat to how things work, and employees might be resistant to big changes.

You can build this atmosphere by making an effort to get to know them and listening to their thoughts, issues and solutions.

Never diminish the thoughts or opinions of your reports. If you think that they may be wrong, simply ask more questions to better understand their unique point of view. It could be that they are seeing a problem that you don’t.

By working hard at this, you can set yourself up to have a team that trusts that you will be working with their best interests in mind, as well as the organization’s.

4. Identify your strongest employees

By the end of the first 30 days, you should be able to pinpoint who your strongest employees are.

These people will form your A-team, and will be of great service to you.

These are the employees that you will want to include in important projects, as you can depend on them to drive other employees towards reaching their goals.

By having at least a few good employees who you can depend on, you can concentrate more easily on higher level issues, comfortable in the knowledge that your team will be fine without micromanagement.

Through this process, you should also be able to see where skills gaps are in your team, and begin identifying ways to close those gaps.

Plan out ways to invest in your team and grow their strengths.

5. Set SMART goals

Once you enter the second thirty days, it’s time to get some goals down on paper.

You have spent 30 days learning the lay of the land – now you should be in a position to identify issues and solutions.

Upon hiring, you will have been given a solid idea of what the organization expects of you.

After 30 days, you will be able to create actionable goals, begin implementing changes, and really stepping into your role.

6. Review processes

During the second thirty days, you should also be paying close attention to how the processes within your department work.

Often, a fresh set of eyes can see problems – and solutions – to processes that didn’t scale well, are no longer optimized, or otherwise simply don’t work as well as they could.

It is easy to get bogged down with ‘we’ve always done it this way’ and not see how change can be a positive.

As you learn how things are done, and why, you will likely be able to identify better ways of getting things done.

7. Implement changes to meet company goals

You should take everything you learned in the first 60 days, and implement changes in the final 30 days.

• Reduce bottlenecks,
• Implement new processes,
• Introduce new staff or training methods,
• Bring new ideas to achieve better performance.

From the executive level to the day-to-day management of your team or department, you should be leaning in, contributing what you can, asking questions, and generally participating to the best of your ability.

8. Identify your staffing needs

As you enter into your final 30 days, you should have a solid handle on how things are run in your department, and how capable your staff is.

Now is the time to take a close look at your staffing needs and see if they are being met.

• Are there bottlenecks in one department, holding things up for everyone else?
• Are there certain employees that need to take time for training before they can perform up to expectations?
• Could things be made smoother with new hires to help ease the workload?

Look at the short, middle, and long-term goals you have set. Create a hiring plan with those in mind.

9. Conduct regular meetings

Throughout this process, you should be checking in with your team on a regular basis.

You should have weekly meetings with your team to track progress and see how things are progressing on the goals set for the sixty- and ninety-day portions of your plan.

Depending on your work environment, these may be one-on-one meetings or a weekly team gathering.

Figure out what works best for your business, and then make these meetings a mandatory part of the company culture.

Try a 30-60-90 day plan template from Altassian in Trello.

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30-60-90 Day Plan: A Guide (With Templates)

Here’s how to make a 30-60-90 day plan that will set employees up for success in their new roles.

A 30-60-90 day plan is essential for onboarding effectively at any company, as it help outlines expectations for an employee to meet when entering a new job.

30-60-90 Day Plan Definition

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should be striving for during the first 30, 60 and 90 days on the job.

Whether you’re starting a new job, or you’re a manager bringing a new employee onboard, we’ve compiled a comprehensive set of tips to create 30-60-90 day plans that will support successful onboarding .

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should meet during the first 30, 60 and 90 days on the job. Typically provided for new employees on or before their first day of work, they are a common component of companies’ onboarding processes, as they’re used to set up a new employee for success right away. 

The plan “needs to be some kind of structure that you mutually agree on, a structure that is outcome-focused and that helps people go towards maximizing their contribution to your company as fast as possible,” Rik Haandrikman, vice president of growth at Bitrise , told Built In. “Without a plan, it’s a mess, and 30-60-90 days works.” 

At Bitrise, 30-60-90 day plans tend to be pretty high level, with a few bullet points for each milestone. The first 30 days are all about understanding the context of the business. At the 60 days, employees should be proposing concrete steps to reach an outcome, and by day 90, the company wants to start seeing deliverables.

30-60-90 day plans can also be shaped by both a manager and the employee to fit mutual needs. This is where a manager provides overall support and makes sure company-wide tasks and department-specific KPIs are covered, but leaves enough room for the employee to set their own goals too.

These plans can be so flexible that some companies, like  Instawork , even use a 14-30-60 day plan. “It’s really important to get things going quickly,” said Sumir Meghani, co-founder and CEO of Instawork. 

Adriana Roche, chief people officer at Mural , suggests managers have a 30-60-90 day plan ready for a new employee but to sit down with them to discuss and modify the plan as needed.

“The important thing is that you fill this out before the person starts. So on day one, you sit down with them, and you walk them through this journey,” Roche said. “The person feels like they’ve co-created their onboarding versus just having something handed to them.”

Benefits of a 30-60-90 Day Plan

Makes employee onboarding structured and approachable.

30-60-90 day plans are a digestible way to help an employee transition into their role smoothly, have a vision for their position and not feel too overwhelmed. 

“We’re just trying to distill [work] down to something that’s achievable in the foreseeable future. Most people can get their heads around three months,’” David Ciccarelli, CEO of Voices , told Built In.

Boosts Employee Confidence and Sense of Belonging

These plans can give employees a consistent introduction to the company and help them feel confident about joining.

“If you do it well, you create a sense of cohesion with the people, so creating a sense of belonging, and then getting people ramped up as quickly as possible.” Roche said. “They’re going to feel much more engaged because they’re feeling like they’re having an impact from the get-go.”

Useful for Transitions Into New Roles or After Leaves

30-60-90 plans don’t have to be just for new employees, Ciccarelli said. You can use them to help someone transition into a new role or acclimate again after a leave .

“Any kind of re-entry, the 30-60-90 day plan is a great level set,” Ciccarelli noted. “In consideration of a promotion, that actually is much more meaningful because somebody has the context of what are the big objectives of the year.”

More on Onboarding How 15 Companies Nail The Employee Onboarding Process

To make a 30-60-90 day plan, it’s helpful to know common goals associated with each major milestone. Here’s what you can expect to accomplish or see from employees 30, 60 and 90 days into a new job.

30 Days Into a 30-60-90 Day Plan

Complete common onboarding tasks.

The first 30 days in a new job should be all about creating a foundation of knowledge before diving in head first. These types of tasks can include:

• Reading company handbooks and guides.
• Learning company culture and history.
• Learning company processes around benefits, requesting time off, etc.
• Gaining access to and learning how to use tools and systems (email, chat, software tools).
• Attending coffee chats or onboarding sessions offered by your company.

Meet Managers, Team Members and Collaborators

At many companies, part of onboarding can look like having 15- to 30-minute one-on-one meetings with team members or collaborators. It’s especially important to meet with your manager on the first or second day of a new job to discuss what their expectations are. 

“The list of people your manager is getting you to talk to, those are your performance review people,” said Alexandria “Lexi B.” Butler, who has worked in tech for several years and is the founder of Sista Circle: Black Women in Tech . “Literally your manager is telling you, these are the people that I will talk to to see if you get a raise.”

New hires will want to ask their coworkers about what they do, how their jobs impact one another and their overall thoughts on company culture and processes.  

Some companies have a buddy system for new employees, where they can get to know someone else at the company who they can go to for guidance that isn’t their direct manager.

“We make sure that we also have a peer onboarding partner, so really having a buddy with somebody, a safe space where you can ask those questions that you perhaps wouldn’t want to ask of your manager,” Rebecca Port, chief people officer at 10x Genomics , told Built In. “Someone who can help you understand the context of the why behind things.”

Go Over Responsibilities and Company Dynamics

During these first 30 days, take time to go over the responsibilities in the job description and start to think of a plan to tackle them, plus focusing on learning the company dynamics, according to Annabel Maw, director of communications at Jotform .

“It’s mostly just getting a really good framework and foundation for how the company operates and how the product works, and then just understanding the competitive landscape too in the industry,” Maw said.

60 Days Into a 30-60-90 Day Plan

Have steps to reach a goal and start to contribute.

Before the first 60 days, many companies expect that there will be outlined steps for meeting an employee’s initial goals or completing first projects.

By day 60, Ciccarelli said Voices employees are expected to have an understanding of the product and be able to give a product demonstration, which is a rite of passage for new employees. At Bitise, Haandrikman said employees should strive to start making an impact on the business after the first 30 days by outlining specific steps to reach a goal.

Deepen Colleague Relationships and Discuss Projects

Conversations with colleagues should continue after the first 30 days, Butler said, and these conversations should go even deeper to help employees learn about how they are performing against expectations so far.

90 Days Into a 30-60-90 Day Plan

Have an outcome to share and make suggestions.

By the end of an employee’s first 90 days, they are often expected to have an outcome to share with the company, such as completing a key first assignment or goal. It’s also not too early to start making enhancements at the company by day 90, Haandrikman said.

Reflect and Review With Your Manager

At an employee’s 90-day review with their manager, Butler suggests asking these questions:

• What have I done well? 
• What can I work on? 
• How do you see me in this role evolving in the next year?

These questions will help you to understand your strengths and where you stand out — your special skills and abilities that will help shape your career. 

“Now people have gotten to know you. They’ve gotten to see your strengths and your weaknesses because everybody has them,” Butler said. “You start creating your career … people just start seeing it, and in those 90 days, people will start giving you those tidbits.”

30-60-90 Day Plan Templates

While 30-60-90 day plans can be highly personalized to the employee, a template is a proven way to help a manager get started and make sure they don’t forget all of the essential tasks needed for onboarding.

These 30-60-90 day template ideas — whether provided by a company or used for personal progress tracking — can be used to outline and track expectations for new employees.

Simple 30-60-90 Day Plan Template 

Voices’ 30-60-90 day plan template, as shared by Ciccarelli, fits on one page and is in bullet form. This type of template is effective for making plan notes in a simple format that can be fleshed out later. It also implements a SMART goal template, which gives employees direction for writing clear goals. 

Visual 30-60-90 Day Plan Template 

As for Mural’s 30-60-90 day plan template, this example is highly visual and maps out a path for an employee to follow over the course of the first three months. Templates like this can keep the 30-60-90 day plan fun and light-hearted, and provide images alongside goals to help employees better visualize what they should accomplish.

Create Your Own 30-60-90 Day Plan Template

It also doesn’t have to be all up to the company to provide a plan to follow.

For Butler when she enters a new job, she creates an Excel document with tabs for 30, 60 and 90 days. She has columns for the tasks she’s working on and the feedback she receives. For items she’s told to keep working on after the first 30 days, she copies them to the 60 day tab, and so on. 

She also said working with software tools like Workday has been a helpful way to keep both the employee and manager accountable with documenting progress.

In many cases, how well an employee follows a 30-60-90 plan can be a strong predictor of their future success at the company.

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a document that outlines expectations or goals new employees should meet within their first 30, 60 and 90 days at a company.

What should be included in a 30-60-90 day plan?

A 30-60-90 plan should include:

• Defined goals or expectations a new employee should meet by day 30, 60 and 90
• Information about onboarding, training and key employee documents or systems to access
• Information about who to contact or what other resources to reference to help reach the defined goals

Recent Job Interviews Articles

The Best 30-60-90 Day Plan Templates + Examples Of 2024

Don’t you just love it when a plan comes together? We all have a bit of Hannibal inside of us after all. We’re referring to the A-Team and not the Silence Of The Lambs of course. Don’t break out the cianti just yet!

All jokes aside 30-60-90 day plans are amazing performance management tools for large teams and individuals alike. Creating a 30-60-90 day plan ranks among the top best practices when onboarding new hires or promoting existing team members to new roles.

This week, we wanted to provide you with helpful tips on how to write 30-60-90 day plans, alongside helpful 30-60-90 day plan examples and effective 30-60-90 day plan templates! So what are we waiting for? Let’s get right to it!

A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal-setting template as well! Don’t worry, just fire this up on a separate tab:

9 Free Goal Setting Templates.

Table of Contents

What Is A 30-60-90 Day Plan?

A 30/60/90 plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your company.

It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities.

The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

The First 30 Days

During the first 30 days of your new role, your primary focus is usually on getting settled in and learning the ropes.

While some could liken this section of the 30-60-90 day plan to the honeymoon phase, completely full of sunshine and rainbows, it does come with some getting used to.

You may find yourself spending time getting to know your team, understanding the company culture and values, and familiarizing yourself with the processes and procedures of your new job.

This period might also be the timeframe when you begin to identify potential challenges and opportunities for improvement, which you can address in the upcoming phases of your plan.

This also happens to be a great time to start exchanging positive feedback with your team and boost morale alongside employee engagement .

The First 60 Days

As you move into the 60-day phase of your plan, your focus may shift towards executing key projects and making meaningful contributions to the organization.

You should definitely begin to take ownership of specific initiatives, work collaboratively with colleagues to achieve shared goals, and implement new ideas and strategies that align with the company’s objectives.

Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership.

Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.

If you are looking for some fresh HR-related initiatives: Best HR Initiatives of 2024 .

The First 90 Days

By the time you reach the 90-day mark, your goal is to have established yourself as a valuable contributor to the company.

You should have a clear understanding of your job responsibilities, your team dynamics, and the organization’s priorities.

Having a complete grasp of how everything around you works brings with it a certain amount of confidence that should really impact your performance.

You should also be able to demonstrate your ability to achieve results, innovate, and adapt to changing circumstances by now. After all, you are now a full-fledged member of the team!

Reviews after each checkpoint

Conducting 30 60 90 day reviews after each checkpoint is the best practice when it comes to an effective onboarding process . If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.

You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.

Wandering how you can conduct 30 60 90 day reviews inside Microsoft Teams? Here is a nifty little tutorial!

30-60-90 Day Plan Examples:

Example 1: 30-60-90 day plan for a sales manager:.

30 Day Plan:

• Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
• Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
• Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.

60 Day Plan:

• Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
• Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
• Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.

90 Day Plan:

• Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
• Implement sales training: Implement a sales training program and track team members’ progress against development goals.
• Measure success: Develop metrics to track the success of new strategies and training programs. Share progress with the team and celebrate successes.

Example 2: 30-60-90 Day Plan For a Marketing Manager:

30 Day Plan :

• Meet with team members and key stakeholders to understand the current state of the marketing department, the key challenges and opportunities, and the short and long-term goals.
• Conduct a thorough analysis of the company’s current marketing strategy, including customer segmentation, brand positioning, and market trends.
• Develop a deep understanding of the company’s products, target market, and competitors.
• Review the marketing budget and allocate resources according to the priorities of the business.
• Identify areas for improvement in the marketing plan, such as optimizing the company’s digital marketing campaigns, improving the customer journey, or streamlining the sales funnel.
• Begin to develop and implement new marketing initiatives that align with the company’s goals and objectives.

60 Day Plan :

• Build a strong relationship with the sales team to better understand their needs and how marketing can support them.
• Identify and prioritize key marketing projects that will have the most impact on the company’s growth.
• Analyze the company’s marketing metrics and use the insights to refine the marketing strategy and make data-driven decisions.
• Optimize the company’s website, social media channels, and other digital assets to improve lead generation and customer engagement.
• Develop and execute a content marketing plan that aligns with the company’s messaging and brand voice.
• Explore new marketing channels and tactics to expand the company’s reach and build brand awareness.

90 Day Plan :

• Evaluate the impact of the new marketing initiatives and adjust the strategy accordingly.
• Collaborate with other departments to ensure alignment on messaging and branding.
• Develop a plan for ongoing measurement and analysis of marketing performance.
• Finalize the marketing budget for the upcoming year and ensure that it aligns with the company’s goals and priorities.
• Evaluate the marketing team’s performance and identify opportunities for professional development and growth.
• Present a summary of accomplishments and plans for the future to the leadership team.

Example 3: 30-60-90 Day Plan for a Human Resources Manager

• Get to know the company culture and values: Meet with key stakeholders, including the CEO, senior leadership, and department heads, to understand the company’s mission, vision, values, and culture.
• Evaluate existing HR policies and procedures: Review the current HR policies and procedures to identify areas for improvement or updating. Meet with HR staff and other department heads to get their feedback on what’s working and what’s not.
• Develop relationships with staff: Schedule one-on-one meetings with all HR team members to get to know them and understand their roles. Meet with other key staff to understand their needs and expectations of HR.
• Assess staffing needs: Work with department heads to identify staffing needs and develop a plan for recruiting and hiring new employees.
• Develop an HR strategy: Based on the information gathered, develop a comprehensive HR strategy that aligns with the company’s goals and objectives. Research current HR trends and create a strategy that is up to date.
• Implement HR strategy: Begin implementing the HR strategy, including changes to policies and procedures, and start recruiting new staff members.
• Develop and conduct training programs: Develop and conduct training programs for HR staff and other employees on topics such as performance management, diversity and inclusion, and employee relations.
• Improve employee engagement: Develop and implement initiatives to improve employee engagement, such as employee recognition programs, regular feedback sessions, and career development plans.
• Review compensation and benefits: Review the company’s compensation and benefits packages to ensure they are competitive and in line with industry standards.
• Conduct a compliance audit: Review HR analytics software and procedures to ensure compliance with federal and state regulations.
• Evaluate HR initiatives: Evaluate the effectiveness of HR initiatives implemented during the first 60 days and make any necessary adjustments.
• Develop long-term HR goals: Work with the senior leadership team to develop long-term HR goals and strategies.
• Improve communication channels: Develop and implement initiatives to improve communication channels between HR and other departments.
• Build external relationships: Build relationships with industry organizations and attend networking events to stay up-to-date on HR trends and best practices.
• Review recruitment process: Review the recruitment process and make any necessary changes to improve the quality of new hires.

30-60-90 Day Plan Templates

HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.

This particular 30-60 90-day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job.

This in turn lets the HR manager set expectations and provide clear direction, which can help the employee stay focused and motivated.

The 30-60-90 day plan can be used as a performance evaluation tool as well, allowing the HR manager to assess the employee’s progress and make any necessary adjustments to their training or development.

Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.

The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.

What Are The Benefits Of 30-60-90 Day Plans?

1. Clarifies priorities and goals

Having a 30-60-90 day plan helps you clarify your priorities and goals in the first few months of your new role. The first three months on the job can be intimidating. breaking down your objectives into manageable pieces helps make sure you are focusing on the most important tasks and making progress towards your goals. Taking advantage of OKR software definitely helps here.

2. Demonstrates initiative

Creating a 30-60-90 day plan shows your employer that you are proactive, invested in your role, and willing to take the initiative to succeed. Demonstrating how you are willing to map out the next three months can help you build trust with your employer and position yourself as a valuable asset to the organization.

3. Helps with time management

A 30-60-90 day plan can help you stay on track and avoid feeling overwhelmed by the amount of new information and responsibilities you need to absorb.

Dividing your initial three months at an organization into achievable milestones will help you manage all the difficulties of managing time and responsibilities in your first months.

4. Provides structure and direction

The plan provides a structure and direction to your work, helping you make steady progress toward your objectives. Having a plan in place keeps you focused, engaged, and most importantly, accountable.

5. Facilitates communication

Creating a 30-60-90 day plan can help you communicate with your supervisor and team about your goals, priorities, and progress. You will always have an answer to the question “What are you up to these days?”. That translates into an improved relationship with your management and colleagues.

What Are The Challenges Of 30-60-90 Day Plans?

1. time constraints.

Crafting a comprehensive plan within a short timeframe can be challenging, especially when considering the need for thorough research and analysis. Processes like gathering data, market research, and the evaluation of internal processes can be a tricky balance when you’re trying to meet business needs.

2. Ambiguity

Uncertainty about the role, expectations, and organizational dynamics can make it difficult to create a detailed plan that aligns with the company’s goals and objectives. Lack of clarity at any level in 30-60-90 day plans can lead to misalignments and unmet expectations.

3. Resource Limitations

Limited access to resources, such as data, tools, or personnel, may hinder the development and implementation of the plan. If you don’t possess the right software or other tools, it can be hard to keep the steps on your 30-60-90 day plan smooth sailing and meet objectives in the given time frames.

4. Alignment

Aligning the plan with the organization’s strategic priorities and gaining buy-in from key stakeholders can be challenging, especially in complex organizational structures. It’s not always easy to manage alignment due to competing agendas and schedules in such organizations and it is why effective stakeholder engagement is a must.

5. Measuring Progress

Establishing metrics and key performance indicators (KPIs) to measure progress and success can be challenging, particularly when dealing with qualitative objectives or outcomes. Identifying realistic and objective-related metrics need to come from certain benchmarks of your industry otherwise it can be hard to provide an insightful monitoring during your 30-60-90 plan.

9 Useful Tips For Creating A 30-60-90 Day Plan

To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.

• Set SMART goals 
• Establish your employees’ priorities
• Promote career growth
• Encourage time to reflect on employee strengths and weaknesses
• Create goals for the first month, second month, and third month 
• Collect feedback from your peers and direct reports 
• Create opportunities for continuous learning about the company culture 
• Make adjustments when needed
• Follow up  

When To Use A 30-60-90 Day Plan

What situations will your 30 60 90 day plan be the most effective in? Let’s dive right in.

30-60-90 day plan for an interview 

You can consider creating a 30-60-90 day plan for your interviews if you want to impress your potential employer. For instance, an employee who is applying for a sales role can put together a 30-60-90 day plan which includes what they can focus on in their new position.

30-60-90 day plan for a new job

30 60 90 plans are more frequently used in the employee onboarding process because they help both hiring managers and new hires. It helps you set performance expectations for the next three months.

Performance Management Software

Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.

This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:

That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:

Teamflect is an official Microsoft partner and the best performance management software for Microsoft Teams. With complete Microsoft Teams integration , Teamflect lets users manage tasks, set goals, exchange recognition, and conduct highly effective meetings, without ever having to leave Microsoft Teams.

As a highly efficient task software , Teamflect lets users assign and track tasks from inside even inside team chat, providing the perfect tool to make sure your 30-60-90 day plans are executed to perfection!

Other Teamflect features include but aren’t limited to:

• Employee Engagement Surveys
• An extensive library of customizable performance review templates
• Customizable employee recognition badges
• A strong meeting module with comprehensive meeting agendas
• So much more!

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

What are the benefits of 30-60-90 day plans?

• Clarifies priorities and goals
• Demonstrates initiative
• Helps with time management
• Provides structure and direction
• Facilitates communication

What are some mistakes to avoid with 30 60 90 day plans?

Setting Unrealistic Expectations : While it’s essential to be ambitious, setting unrealistic expectations is a common pitfall. We are after all, only talking about a one to three-month period. That isn’t very long now, is it?

Overloading a 30-60-90 day plan with too many objectives can overwhelm individuals and lead to burnout. Ensure that your goals are challenging but also attainable within the designated time frames.

Neglecting Prioritization : Setting tasks for the upcoming 30-60-90 days is great but your job as a leader doesn’t end with task assignments. A common mistake is failing to prioritize tasks and goals within the 30-60-90 day plans.

Without clear priorities, individuals may find themselves scattered, trying to accomplish everything at once. Establishing a clear order of importance for tasks can help individuals focus on what matters most.

Ignoring Flexibility : What is that old saying about the best-laid plans of mice and men? Circumstances change. Plans go down the drain and new ones need to be made. That is why rigidity can be detrimental to 30-60-90-day plans.

The unexpected can happen, and unforeseen challenges can arise. A mistake to avoid is not allowing room for adjustments and flexibility within the plan. Plans should be adaptable to accommodate changing circumstances.

Short-Term Focus Only : 30-60-90 day plans are designed to provide short-term structure, but another mistake is neglecting the long-term perspective. These plans should ideally align with broader career or organizational goals. It is imperative to ensure that short-term actions contribute to long-term success.

All in all, a well-structured 30-60-90 day plan is a highly powerful tool to use when striving for your goals and objectives. It provides you with a valuable roadmap that gives a clear direction of where you’re headed and how you can get to your envisioned future in your business.

This structured approach of a strategic plan you will craft is not only a key part of your road to success but also a very important asset in your real growth as a person and a business. 30-60-90 day plans promise short-term success and the enablement of continued improvement and sustained success.

Whether you apply it in a personal or professional setting, as an employee or a leader, 30-60-90-day plans prove to be effective in turning aspirations into tangible, measurable outcomes. Use this guide and craft one of your own to start succeeding!

Related Posts:

Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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30-60-90 day plan for new hires (template and examples)

A 30-60-90 day plan outlines the first 90 days of a new team member’s employment and familiarizes them with company policies, teamwork, and goals. This action plan helps your team members check off essential items as they adjust to their new work environment. In this piece, we’ll outline the key components of a 30-60-90 day plan and explain why having one is beneficial.

It’s universally acknowledged that the first 90 days at any company can be intimidating. This isn’t any one person's or program’s fault, either. There’s a lot for your new team members to learn—including using different tools, navigating team norms, and adjusting their own expectations. But when you provide new hires with guidance and expectations, you empower them to hit the ground running from day one.

What is a 30-60-90 day plan?

A 30-60-90 day plan is an outline of a new hire’s first 90 days on your team. It lays out exactly what your new employee should accomplish, from their first week to the end of their third month in a new job. The goal of a 30-60-90 day plan is to give team members a concrete plan for getting up to speed and accomplishing their learning goals. It helps ensure every new hire feels welcomed into the company and understands the responsibilities of their role.

30-60-90 day plans often include the following milestones for each month of onboarding: 

1–30 days: The first month involves intensive training for the employee’s new position. This is when the new hire learns as much as possible about company policies, your company’s products, team structure, and job responsibilities. 

31–60 days: The second month of employment is the new hire’s opportunity to put what they’ve learned into practice by taking on new tasks. This is a key learning period, so it’s ok if your direct reports make mistakes as they get familiar with how things are done. 

61–90 days: The third month of employment is when the new hire starts mastering the skills of their job. This means your employee can now fully meet job expectations and start achieving long-term performance goals .

A 30-60-90 day plan may have similar sections for all new hires, such as company policies and resources. That said, you should also tailor many parts of the plan to fit each individual’s specific role and responsibilities .

Benefits of a 30-60-90 day plan

Creating a 30-60-90 day plan helps improve your onboarding process and set new employees up for success. Onboarding can make or break someone’s experience at a new company, so it’s worth investing in. In fact, research shows that a strong onboarding process can improve employee retention by 82% and productivity by over 70%.

With a 30-60-90 day plan, you can: 

Set goals and create clear expectations for an employee’s first three months on the job.

Space out training sessions and introductions so new hires don’t feel overwhelmed. 

Ensure new team members have the knowledge, resources, and skills they need to be successful in their new role. 

Take time to communicate your core company values . 

Build trust with effective feedback throughout the onboarding process. 

Proactively creating a 30-60-90 day plan can also benefit your hiring process and interview process. Candidates often want to know what their first few months on the job will look like. Having a plan already in place helps hiring managers and recruiters paint a concrete picture for applicants during job interviews. 

What should new hires accomplish in their first 90 days?

Your new hire’s focus in the first 90 days should be to integrate into company culture and master their job description. While there’s time during this initial period for new hires to help with tasks outside of onboarding, your new team members’ initial objectives should revolve around basic acclimation.

Some accomplishments you may ask your new hire to achieve in their first 90 days include:

Learn the company’s mission

Know the organizational structure , including management roles and fellow team members

Understand the responsibilities outlined in the job description

Understand the project roadmap from start to finish

Set short-term objectives toward long-term goals

You should hold a performance review at the end of a new hire’s first 90 days to assess their progress. During this time, you can offer constructive feedback about what they’ve accomplished and how they can continue to improve in their role.

How to write a 30-60-90 day plan

Typically, you’ll write a 30-60-90 day plan before your new hire's onboarding or immediately after they begin their job. As a result, you probably don’t know a lot about your new hire’s personality or strengths. Instead of making your 30-60-90 day plan personal to the team member’s abilities, use your expectations for what you want them to become in their new role to customize each plan.

Step 1: Ask questions

Once you’ve hired someone new, start your 30-60-90 day plan by looking at the big picture and assessing how your new hire fits into that picture. Ask yourself any questions that come to mind about the job role, the onboarding process, and the team. Some questions to begin brainstorming include:

What need do you hope this person will fill? 

What specific problem are you bringing this person in to solve?

What should this person know in order to be successful?

What will the new hire’s daily responsibilities be?

How will the new hire take part in project development?

Ultimately, your 30-60-90 day plan will give your new hire a clear idea of what the first three months will look like. Answering these questions early sets them up for success and helps them build their skills for the role.

Step 2: Set realistic goals

Your 30-60-90 day plan isn’t a day-to-day list of activities your new hire will be working on. Rather, your goal is to give your new hire an overview of their purpose within the company. 

You should also keep in mind when you create your 30-60-90 day plan that a new team member can only do and learn so much in their first few months of employment. While you may have some dire needs to address, try not to throw too much on your new hire’s plate too fast. 

Consider what a reasonable workload should be and minimize that workload for at least the first 30 days. Expect there to be a learning curve. Then, if you find that the team member catches up quickly, you can add work to their plate as appropriate.

Step 3: Create SMART goals

According to a 2014 study by BambooHR, the average company loses one-sixth of their new hires each month for the first three months. Setting concrete goals during onboarding can boost retention, especially if those goals are SMART—specific, measurable, attainable, realistic, and time-bound. SMART goals help clarify expectations and give team members clear stepping stones to follow. That way, new hires are less likely to feel overwhelmed or unengaged. 

The specific goal and success metrics you set for your new hire will depend on their particular role and level within the company. Check out some examples of 90-day SMART goals for different employee positions:

Writer: Successfully publish three articles for one of our clients, which includes taking each article through the entire publishing process from QA to internal edits, client edits, and final edits. 

Customer support: Work with team members to close 30 tickets, which includes learning the internal computer system and solving an array of unexpected tech issues. 

Agency: Collaborate with stakeholders to write one promotional piece. Then promote the piece to bloggers and successfully get it published on at least three websites relevant to the client.

While the new hire’s first 90 days should focus on helping them get comfortable in their new role, adding measurable goals to their action plan can give them a project to work on so they don’t feel like their only purpose is to shadow others. 

Step 4: Give them a mentor

A 30-60-90 day plan isn’t a document you’ll hand over to your new hire and then simply send them on their way to complete their duties. This document should be a reference for your new hire while they collaborate with you and other team members to accomplish tasks. 

When writing your plan, assign the new hire a mentor to give them any advice or guidance they might need. This person will be their go-to guide during the first few weeks for any questions. A good mentor can help orient your new hire so they don’t feel overwhelmed by their new work environment.

Make sure to set your new hire up with a mentor who isn’t their manager. That way, they have someone they can turn to with questions about team synergy and team norms . As their manager, you can focus on providing bigger picture guidance about long-term goals and team collaboration best practices.

Step 5: Set up regular check-ins

An important thing to remember when creating a 30-60-90 day plan is to stay flexible. Even if you feel like your plan outlines exactly what you hope for your new hire to accomplish, there’s no guarantee that the first 90 days will go as expected. 

For example, another team may need help from your new hire a week into their employment, which can derail the SMART goals you initially set for them. It’s also possible that your new hire will learn at a slower or faster pace than you expected. When you understand that the plan is an outline and not a schedule, you’ll feel better about the work you’ve put into it.

Elements of a 30-60-90 day plan

The elements of a 30-60-90 day plan are unique to the team member joining your organization, but the framework of the plan should look similar.

The essential components of a 30-60-90 day plan include:

Company mission: Briefly state your company’s mission at the top of the 30-60-90 day plan to give your new hire an idea of what your company stands for. 

Guiding points: Guiding points may include information about your company culture and elaborate on your business’ core values . For example, these points may include things like: “Ask questions… Value relationships… Have a team mindset… Put your health first…”

Meet the team: In this section, include pictures and blurbs of the people your new hire will work with closely. This can be a good reference for the new hire as they try to learn names and team roles. 

First day overview: The first day overview is the only section of the 30-60-90 day plan that lists out a detailed schedule for the new hire. While this schedule may change, do your best to let your new hire know what to expect on their first day of work , including log-in information or how to set up their email and phone voicemail. That way, they don’t come in feeling lost and unsure about what to do or where to go. 

Top priorities: In the top priorities section of the plan, include an overview of the new hire’s job responsibilities and any needs you hope for them to fill in their new role. 

SMART goals: As mentioned above, the SMART goals you list in the 30-60-90 day plan should be measurable, job-related goals you hope the new hire will achieve within their first 90 days. 

Resources: In the resources section, list links to the company handbook, job description, team directory, and other relevant resources. You can add any resources to this section that you think the team member will find useful as they familiarize themselves with the company and the job.

30-60-90 day plan example

Your new hire will use their 30-60-90 day plan as a roadmap for success as they navigate the challenges in their first months of onboarding. Break down SMART goals and objectives into manageable chunks and include a mix of personal goals and company goals to help new team members settle in.

You should further develop these objectives by including success metrics and KPIs when applicable. This will help people stay motivated and track progress effectively.

Here’s a 30-60-90 day plan example to get you started.

Goal 1: Complete all required onboarding and compliance training modules.

Metric: Completion of all training modules confirmed by human resources.

Example: A new manager at a tech company uses the first 30 days to complete all human resource-led compliance training sessions to ensure they understand the legal and ethical standards required by their new role.

Goal 2: Build relationships with at least 10 new colleagues across different teams and departments.

Metric: Number of introductory meetings or coffee chats held.

Example: A new contributor in a marketing department sets up coffee chats to connect and make a positive first impression with peers in other departments, such as sales and product development.

Goal 3: Develop a solid understanding of the company's products, services, and key processes.

KPI: Score at least 85% on a knowledge assessment test to measure understanding of key information.

Example: A sales manager spends their first month attending product demonstrations and shadowing senior sales calls to observe the nuances of the company's offerings and sales techniques.

Goal 4: Establish a consistent morning routine to improve punctuality and productivity.

Metric: Days arriving at least 15 minutes early tracked over the first month.

Example: A new hire decides to start each day by reading industry news for 15 minutes to stay informed and arrive early to prepare for the day ahead.

Goal 5: Identify and document at least three areas for process improvement or inefficiencies.

KPI: Submission of a detailed report with actionable recommendations for optimization.

Example: A new project manager uses workflow analysis tools to track the time spent on various project stages, identify bottlenecks, and propose solutions to improve efficiency.

Goal 6: Join company-sponsored clubs, sports teams, or volunteer initiatives.

Metric: Participation in at least two different company-sponsored activities.

Example: A new sales manager joins the company's soccer team and the volunteer committee, which allows them to build relationships outside of formal work settings and demonstrate team spirit.

Goal 7: Complete an online course or certification relevant to your role or industry.

KPI: Acquisition of a new certification within the 60-day period.

Example: A new contributor in data analytics enrolls in a certified online course on advanced data visualization techniques to improve their skill set and contribute more effectively to ongoing and new projects.

Goal 8: Establish a healthy work-life balance by scheduling regular exercise or self-care activities.

Metric: Number of weeks adhering to the twice-weekly exercise or self-care schedule.

Example: A human resources manager starts attending yoga classes three times a week after work and using a wellness app to schedule and track sessions.

Goal 9: Propose and implement at least one process improvement or cost-saving measure.

KPI: Documented percentage improvement in efficiency or reduction in costs.

Example: After reviewing existing procurement processes, a new manager proposes a new vendor management system that reduces order times and costs by 15%. They then highlight the direct impact of their initiative on the company's bottom line.

Goal 10: Seek out a mentor within the company who can provide guidance and support.

Metric: Successful identification and commencement of mentorship sessions.

Example: An e-commerce contributor uses LinkedIn to identify and approach a senior leader within the company known for their expertise in developing sales plans and sets up bi-monthly mentorship sessions.

Goal 11: Deliver a training session or knowledge transfer to team members on a specific topic.

KPI: Percentage of attendees who can successfully pass a follow-up knowledge test.

Example: A new manager organizes a workshop on effective sales techniques, using real-world examples from recent successful deals to boost the team's skills and confidence.

Goal 12: Identify and pursue a professional development opportunity outside of work.

Metric: Registration for a relevant professional development activity.

Example: A new hire attends a regional conference on digital marketing trends to network with industry leaders and bring back valuable insights to inform the company's new online marketing strategies.

Not sure where to start? Check out our example 30-60-90 day plan template below for inspiration on how to optimize your onboarding process.

Use this 30-60-90 day outline as a framework to build and customize a plan that works for each new hire that you onboard.

Streamline the onboarding process with work management tools

Printouts and documents quickly become out of date. Keep your onboarding process flexible by creating your 30-60-90 day plan with project management software . Once you share the plan, you can easily monitor your new hire’s progress—plus assign day-to-day action items to keep things on track.

FAQ: 30-60-90 day plan

Why have a 30-60-90 day plan?

Having a 30-60-90 day plan sets clear objectives and benchmarks for personal and professional development over a 90-day period. This type of plan helps individuals organize their priorities, measure their progress, and establish a structured approach to achieving their goals. Whether you're starting a new position, launching a project, or trying to implement a change, having a 30-60-90 day plan can ensure you are focused and hit the ground running.

When should I use a 30-60-90 day plan?

A 30-60-90 day plan is particularly useful when starting a new job, taking on a significant project, or undergoing a transition in a professional role. It helps hiring managers integrate new team members more effectively by facilitating quick acclimatization and productivity. These plans also work well for promoting internal changes or strategies within an organization by acting as a roadmap to align measurable objectives with practical action steps.

What should be included in a 30-60-90 day plan?

A well-crafted 30-60-90 day plan should include specific, measurable goals for each of the three periods. 

The first 30 days are typically focused on learning and integration, where you should include objectives related to understanding company goals, procedures, and tools. 

The next 30 days (the 60-day mark) often shift towards more active involvement, which can include starting new projects and building relationships. 

By the final 30 days, the plan should focus on implementing changes and taking on more significant responsibilities, such as long-term goal setting.

How can a 30-60-90 day plan help you succeed in a new job?

A 30-60-90 day plan can help your success in a new job by providing a clear outline of what to accomplish and when. This strategic plan encourages a proactive approach to learning, relationship-building, and skill development. 

Initially, it helps you quickly absorb the necessary information and company culture. As the plan progresses, it assists in demonstrating your value through early contributions while establishing your presence and impact within the team.

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Free 30-60-90 day plan template for your new job

Starting a new job is an exciting opportunity for both you and your employer to see how well you work together and what each party brings to the role. With a 30-60-90 day plan template, you can set expectations on what you plan to accomplish in your first three months on the job.

If you manage a team or help with the recruitment process, a 30-60-90 day plan template can help you create a consistent, time-bound experience for all new talent joining your organization.

Our 30-60-90 day plan template can be customized to integrate seamlessly into existing onboarding materials. To help get you started, we’ve put together the basics to create efficient 30-60-90 day plans to ensure time to learn as you onboard employees. Let’s start with the essentials.

Get the template

What is a 30-60-90 day plan template?

A 30-60-90 day plan template is the roadmap of goals to meet within the next 90 days. If you’re using a 30-60-90 day plan for your new role, you’ll create clear and achievable goals that align with your team’s overall needs.

A 30-60-90 day plan template makes learning a new role easier, more manageable, and helps you improve the overall work environment for new employees.

Managers onboarding new hires can use the 30-60-90 day plan template as both onboarding and training material. The goal is to create a simple path that maximizes performance and learning in their first 90 days. There’s a lot of information to absorb with a new job so it’s important to make the new hire process as seamless as possible.

Why use a 30-60-90 day plan template?

When you implement a 30-60-90 day plan template, any manager or new employee can adapt it to their needs and reap the benefits that come with it. Primarily, a 30-60-90 day plan template helps employees:

• Track goals and milestones
• Prioritize relevant tasks
• Check in on their progress at regular intervals
• Discover how to manage time using new systems and procedures
• Learn how to integrate into company culture

Whether you’re a new employee or a hiring manager onboarding one, there’s a clear goal of reaching maximum productivity for any new talent. Following a 30-60-90 day plan template helps you achieve this target by ordering tasks by priority and dependencies. This means that you can schedule training and learning sessions before hopping onto a project that requires specific knowledge.

What are some examples of 30-60-90 day plan templates?

New hires have to learn about company values, department goals, and the specifics of the job function itself.

From executive to personal use, a 30-60-90 has several use cases. Let’s go through some of them together.

Executive 30-60-90 day plan template

Taking on the role of an executive comes with additional responsibilities that go beyond personal performance. You’re tasked with elevating those who work under you to new heights through an understanding of the business’s priorities.

A large part of an executive 30-60-90 day plan template is diving in and scheduling meetings with your new team and your direct reports as you learn the ins and outs of the company. You can also use insights from the template as the basis for completing reviews and evaluations while you get to know your team.

Skilled worker 30-60-90 day plan template

Skilled worker plans tend to be more detailed than those created for standard employees who require additional training. Most skilled workers are expected to come in with the knowledge needed to perform their job outside of details unique to the new company. Skilled worker 30-60-90 day plan templates tend to focus more on how existing skills can be applied to new job duties.

Personal 30-60-90 day plan template

Personal goals are crucial to maintaining healthy relationships and personal health while learning a new job. Personal goals may include getting to know coworkers better, establishing a consistent work routine, or staying on top of self-care.

A personal 30-60-90 day plan can be its own template or combined with another. Break large goals into smaller ones and set milestones for achievement. Then, you can prioritize tasks that relate to them and easily see how your day-to-day tasks get you closer to success. When you fail to meet a goal, you can recalibrate with just a few clicks and get back on track.

Simplify the onboarding process with monday.com and a 30-60-90 day plan template

The 30-60-90 day plan takes a unique approach in bringing new employees up to speed for their new role. monday.com Work OS helps all parties find the perfect solution to this through collaborative workspaces that allow every voice to be heard and taken into consideration.

Our Work OS is also an invaluable resource for your recruiting team. Assign each new prospect to a recruiter, integrating the recruitment pipeline directly into a task list within monday.com Work OS. A new task will be assigned once the previous one has been completed, giving recruitment managers a snapshot of where each agent is with their respective tasks.

For the rest of the new employee experience, monday.com has additional templates to help with the most common processes associated with onboarding.

Related templates to 30-60-90 day plan templates

A 30-60-90 day plan template creates the roadmap for new employees, but you can offer additional resources to help them reach the end goal. Ninety days isn’t as long as it seems, so it’s important to leverage as much supporting material as possible—such as the templates below—to keep everyone working toward the same objective. From training plans to recruitment process outlines, here are a few additional templates from monday.com.

Training plan template for employee onboarding

The training plan template for employee onboarding dives down a level deeper than the 30-60-90 day plan template. This template helps you create detailed checklists that each trainer can use to make sure all the necessary information is included, such as reminders to provide constructive feedback for team members and specifics about learning goals relevant to every task.

Employee information template

Our employee information template provides you with a clean, simplified space to store contact information for your employees. Managers can take advantage of this template for quick access to their team’s information.

Recruitment process template

The recruitment process template places your recruitment pipeline in the collaborative spotlight for peak efficiency. You can find all pertinent information attached to each candidate and job description, plus information related to the recruiter to streamline the application and hiring process.

Use each of these templates on their own or in conjunction with a 30-60-90 day plan template. Customizing each template to your needs is as simple as knowing what to include and why.

FAQs about 30-60-90 day plan templates

What should you include in a 30-60-90 day plan.

Your 30-60-90 day plan template supports you by outlining your personal and professional goals, company priorities, and completion schedule and providing a way to measure how successful you were in reaching each milestone. To start, separate your goals into their respective time frame at the 30-, 60-, or 90-day marks. A good starting point is to get to know the company and job in the first 30 days, figure out how you can leverage your skills to bring value to the company in the next 30, and determine how you’ll implement those ideas by the end of the 90 days.

How do you present a 30-60-90 day plan?

Presenting a 30-60-90 day plan to a potential employer shows you understand the role you’ve applied for and that your focus will be on delivering as much value as you can within your first 90 days. When presenting your plan, focus on how you can put your existing skills and experience to use to satisfy the requirements and duties set out in the job posting.

Create a seamless onboarding experience with monday.com

Acquiring new talent or landing a job yourself comes with multiple checklists and tasks. With a 30-60-90 day plan template from monday.com, you can simplify the entire process and focus solely on onboarding new hires or setting the groundwork for a successful tenure straightaway.

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Top 10 90-Day Plan Templates for New Jobs with Examples and Samples

Deepika Dhaka

Are you starting a new job or taking on a new project and feeling overwhelmed by the enormity of the task ahead? According to research by Leadership IQ, over 46% of newly hired employees fail within the first 18 months, often due to a lack of clarity and direction. This is where a 90-day plan can make all the difference. 

A 90-day plan is a strategic roadmap that outlines your goals, priorities, and actions for the first three months in a new role or project. By having a clear plan in place, you'll be able to hit the ground running, make a positive impact, and avoid becoming a part of that harrowing statistic. 

For instance, imagine starting a new role as a Sales Manager. With a 90-day plan, you can set specific targets, prioritize your sales pipeline, and identify areas where you can add value to the team. This helps you succeed in the short term and sets the foundation for long-term success in your career.

10 Best 90-Day Templates for Employees and Hiring Managers

If you are seeking to craft a 90-day plan but struggling to figure out where to commence, explore this blog offering a plethora of popular templates that are currently assisting millions worldwide. These templates are meticulously designed to offer a lucid and user-friendly framework, complete with sections outlining your goals, identifying key stakeholders, and creating 90-day action plans.

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. 

Let’s explore these helpful resources!

Template 1: 90-Day Marketing Plan

Companies that regularly create and implement marketing plans are more likely to see a positive return on investment (ROI) than those that do not. If you're ready to boost your marketing game and drive real results, this PowerPoint Presentation is all you need. It guides you through creating the most effective 90-day plans for the online platform, social media engagement, and outreach. It includes different visual layouts to create a foolproof plan that is easy to communicate. Grab it now! 

Download this presentation

Template 2: 90-Day Executive Plan

Are you an ambitious leader seeking to enhance your performance and achieve exceptional results? Look no further than our 90-Day Executive Plan PPT Set. This comprehensive resource covers all the essential elements, including effective strategies, optimization techniques, and actionable steps for implementing a valuable 90-day plan. Tailored for various job roles, such as marketing, human resources, and project management, this PPT Deck features visually appealing layouts for easy comprehension. Download today!

Template 3: 90-Day Marketing Plan PPT Slide

This PowerPoint Slide can assist you in defining your 30-60-90-day plans in a clear and structured graphic, ensuring that your project goals are in line with the company's overall objectives. The design is both simple and professional, providing enough space to list your tasks and sub-tasks effectively. By downloading this resource, you can enhance your motivation and confidence to excel in your new role. Take the next step and use this helpful tool to align your goals with your company's vision.

Download this template

Template 4: 30-60-90-Days Plan for Sales Improvement

This 30-60-90-day plan for sales improvement can help you achieve your goals by providing a structured approach to your sales strategy. It outlines key priorities for each phase, along with the corresponding key actions you need to take. By breaking down your sales goals into manageable chunks, you can focus on making measurable progress toward your targets. With this plan, you can ensure that you are maximizing your resources, identifying new opportunities, and building strong relationships with your customers. Download now!

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 your organizational skills, strategic thinking, and commitment to your new position. Download now and watch as you exceed expectations and achieve your goals!

Template 6: Scalability Business Model with 30-60-90-Day Plan

Introducing our revolutionary PPT Deck - the ultimate solution for entrepreneurs and business leaders who want to take their ventures to the next level! With our comprehensive 30-60-90-day plan, you'll learn how to optimize your business model for scalability and sustainable growth. It covers essential steps such as setting a baseline, defining an action plan, and then building scalable programs. This PPT Deck is perfect for businesses of all sizes, from startups to established enterprises. Get it today!

Template 7: 30-60-90-Day Plan with Columns and Rows

If you need a simple and effective way to define your activities for the initial phase of your new position, explore this 30-60-90-day plan template created by our expert designers. Featuring rows and columns that allow you to outline your objectives, tasks, and deadlines, this template is the perfect solution for anyone looking to improve their productivity in an organized manner. Plus, with its intuitive design and easy-to-use format, you'll be able to start using it right away. Download now!

Template 8: 30-60-90-Day Plan for Quality Assurance

This 30-60-90-day plan for quality assurance is built around the principle of continuous improvement, which means that it is designed to be adaptable and flexible so that you can adjust your approach as you gather more data and insights into your quality assurance processes. By consistently monitoring your progress and making adjustments as needed, you'll be able to stay on track and achieve your quality goals within time. Download now!

Template 9: 90-Day Plan for HR

This comprehensive PPT Template includes detailed steps and strategies for optimizing your HR processes, such as streamlining recruitment, improving employee engagement, and enhancing communication. With this template, you'll be able to easily collaborate and delegate tasks, ensuring that everyone is on the same page and working towards the same goals. Try it today to build a dedicated workforce!

Template 10: Organization 30-60-90-Day Sales Plan

Showcase your potential as a sales expert with a 90-day plan PowerPoint slide that provides distinct segments for the initial 30, 60, and 90 days of your job duties. Utilize this platform to establish your strategies and essential objectives for delivering projects. This is an excellent opportunity to demonstrate your ability to prioritize tasks and produce tangible results. Get it now!

1, 2, 3 Months

A well-crafted 90-day plan can help individuals and organizations achieve their goals and set them on a path to success. Whether it's personal growth, career development, or business expansion, a clear roadmap and actionable steps can make a significant difference. As Antoine de Saint-Exupéry said, "A goal without a plan is just a wish." Therefore, it's essential to have a plan and work toward it diligently. With a 90-day plan, one can take small steps that lead to significant achievements for reaching the desired destination.

Now that you know why the 90-day plan is crucial, it's time to download these templates to get started. Download them once and use them forever!

P.S . If you are looking for Master Action Plan Templates, here’s a handy guide with popular samples and examples.

FAQs on the 90-Day Plan

How to write a 30-60 90-day plan.

To write a 30-60-90-day plan, you should start by researching the company and the role you are applying for. Identify the key responsibilities and objectives, and break them down into specific tasks for each 30-day segment. Define measurable goals and targets for each stage, and align them with the organization's overall strategy. Be sure to include any relevant training or development activities that you plan to undertake during this period.

What should be included in a 90-day plan?

A 90-day plan should include specific goals and objectives for the first three months on the job. It should outline the key responsibilities and tasks, along with the expected outcomes and deliverables. This plan should also include any training or development activities that will support your success in the role. It should be aligned with the organization's strategy and demonstrate your understanding of the company's goals and priorities.

What is the goal of a 90-day plan?

The goal of a 90-day plan is to establish a clear roadmap for success in a new role. It provides a framework for prioritizing tasks and achieving measurable results while aligning with the organization's overall strategy. A well-crafted 90-day plan demonstrates your understanding of the company's priorities, your ability to prioritize tasks, and your commitment to delivering results.

How do I make a 3-month work plan?

To make a three-month work plan, start by identifying the key responsibilities and tasks required to achieve your objectives. Break these tasks down into specific actions and prioritize them based on their importance and urgency. Assign specific deadlines to each task and define measurable goals and outcomes. Be sure to align your plan with the organization's overall strategy and identify any resources or support you may need to succeed. Review and adjust your plan regularly to ensure you are on track to achieving your goals.

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5 steps for creating a 90-day plan, 7+ 90-day plan templates, 1. 90-day plan template, 2. 90-day marketing plan template, 3. 90-day business plan template, 4. 90-day sales action plan template, 5. sample 90-day business plan template, 6. 90-day weight loss plan template, 7. 90-day action plan template, 8. 90-day business action plan template, plan templates, 7+ sample 90-day plan templates.

Let’s say that there is a specific goal that you need to reach by the end of the first three months. You will need something that will help outline the things that need to be done, who needs to do them, what items are needed, and more. A 90-day plan is exactly the kind of thing that you will need in such a situation and this article will teach you all that you need to know in order for you to properly make one.

Step 1: Know the goal of the plan.

Step 2: see who should be involved., step 3: point out when certain objectives need to be reached., step 4: specify what actions need to be done., step 5: update the plan if necessary..

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THE 90 DAY BUSINESS PLAN…

The incredible power of the 90-day business plan.

Why? Because 90 days is a long enough period of time for you to make serious progress towards your goals. Having said that, it’s not so far in the distance that it creates a disconnect – where your goals seem far too big and unassailable.

Here’s a very small selection of some of the stuff that I’ve done in my 90-day plans.

90-day business plans.

• Redesigned a company website, making it 700% more effective.
• Created a new telesales department
• Hired a new team
• Written three bestselling books
• Launched three new businesses
• Systematised my entire business operations
• Launched a podcast
• Hired a Managing Director
• Created dozens of killer marketing campaigns.
• Optimised our customer journey.
• Sold two businesses .
• Improved our SEO by 350%
• Outsourced Google Ads and Facebook Ads – reducing our cost per lead by 55%
• Written a 250-email nurture sequence
• Became a regular guest on BBC Radio .
• Recorded more than 150 podcasts.
• Found mentors and mastermind groups to push me, and force me to grow.

Personal Finance 90 day Goals:

• Started a Buy To Let property portfolio.
• Got my investment funds working harder – increasing annual returns by around 25%
• Started Angel Investing
• Launched a new corporate fund
• Sourced not one, but TWO fantastic advisers who manage my money.
• Educated myself in how to be a financial routine machine.

90 days in my personal life

• Helped my wife quit her job
• Homeschool my two children
• Book all of our “dream” holidays
• Remodel our house, turning it into our dream “forever home”

Health Improvements After 90 days:

• Got into the best shape of my life
• Given up drinking
• Lost a shedload of weight
• Started Intermittent Fasting
• Implemented new gym routines.
• Learned to play golf (badly, still!)

While I lost a few pounds, got punched in the face, and achieved a (very bad) golf handicap, I barely scratched the surface of what’s possible health-wise in 90 short days.

For example, look at what these guys achieved following Joe Wicks’ 90 day SSS plan :

Then, choose the three tasks that are going to make the biggest impact on your business (or your life) to get it where you want to be. 

If you’ve chosen well, these three “lead dominoes” would cause a chain reaction, causing huge momentum and creating the kind of domino-knocking-over spree not seen since a “Domino Rally” advert.

After that, you’ll then write down a further three “stepping stone” mini-goals for each month, that will keep you moving towards the big three for the quarter. 

So, if “publishing a book” is one of your big three, then you could add “write 40,000 words” as one of your stepping stones for month one, “get the book proofread and edited” as one of month two’s stepping stones, and month three could see “plan book launch” as one of its three tasks.

Three BIG things per quarter. The massive stuff that moves you forward.

Then, three stepping stones per month that help you achieve your BIG three.

In all, nine things in three months that will see your business, and your life, in a much better place just 90 days from now.

Making a 90 day business plan

How do I know that? Because I have kept every single 90-day plan since that date, which shows me not only what I’ve been working on, but what I’ve actually achieved over that time.

Note the evolution, from hand-scribbled on a scrap of paper, to typed-up, to formatted on bright orange paper. Don’t worry too much about making it look pretty – the key to success with 90-day plans lies in writing it down every quarter, and diligently sticking to the plan!

An example 90-day plan.

You know, if sailors ever get lost at sea, they can always find their way back on course by locating the North Star in the night sky. Similarly, if you’ve got real clarity and focus on where your long-term strategy is taking you, then your North Star can guide you too.

Your 90-day plan contains the tactics that are going to get you there.

Crucially, they keep you moving in the right direction towards those annual goals.

You’re going to set three goals every 90 days. They’re going to be pretty big goals (I call them my “big three”). Nothing that you could achieve in a few days.

Naturally, they all require a pretty big effort, and lots of moving parts come together, but they are big things that will move your business or your life forward.

You’ll then break down those “big three” goals down further, into monthly “stepping stone” goals.

That’s three big goals for 90 days, and three stepping stones towards the big three every month.

1. Launch a podcast 2. Write a book 3. Relaunch a website

Now, those are three pretty big goals!

You see, they’re not the sort of things that I could achieve in a weekend or even a week or two.

Oh no, hitting these goals is going to require some pretty hefty work.

So, we’ve got the big three – now, let’s create some stepping stones.

Month one, I can start recording the podcast. I can also get the audio transcribed from the podcasts to create a “first draft” of some chapters for the book. I can also put together a step-by-step list of everything that needs to happen to relaunch the website.

That’s month one’s stepping stone goals – three actionable items that I can take that move me closer to my three 90-day goals, which will then keep me on track for my overall “north star” goals.

In month two, I will launch the podcast. Get it on iTunes etc., and start promoting it. I’ll turn the first six chapters of the book from the draft version (which I got transcribed last month) into finished chapters, and have this month’s podcast episodes transcribed for the same purpose. I’ll then get the design and structure of the website relaunch ready to go.

So you see, we’re now two months into my 90-day plan, and every step I take gets me closer to nailing those big three 90-day goals.

Month three, and it’s time for full-on marketing campaigns for the podcast. 12 chapters of the book are finished, with another four in draft.

Of course, the book’s going to take longer than 90 days, but this 90-day plan gives me the momentum of being at least halfway there with more than 30,000 words written, ready to send to an editor. I’ve also got a full plan to market and relaunch the website, which I can deploy in my next 90-day plan.

My 90 day plan template

Click to download and print!

I know, I know – I said you don’t need a nice pretty templated version of your 90 day business plan – and you really don’t.

Well, take it from me – I’ve built huge businesses, got into the best shape of my life, learnt loads of new skills, and all whilst having an absolute blast – from some hand-scribbled plans on a scrap of paper.

That’s served me well, and it would work just as well for you too.

But, if you do want a nice printed 90 day plan template, then who am I to argue?

Here’s a template that you can print off and just “fill in the blanks”:

And if you want something that’s REALLY pretty, you can even get it in a proper, physical planner that I’ve designed for my clients – “My World Domination Plans – A.K.A. The really useful planner you’ll actually USE”

Can you recommend some 90 day goal setting books?

Here’s my recommended reading list for 90 day business plans:

• Big Ideas… for Small Businesses – John Lamerton
• Routine Machine – John Lamerton
• My World Domination Plans – John Lamerton
• How to fail at almost everything and still win big – Scott Adams
• Total Recall: My Unbelievably true life story – Arnold Schwarzenegger
• The ONE Thing – Gary Keller
• The 12 week year – Brian P. Moran
• 6 months to 6 figures – Peter Voogd

Your 90 day business plan

What could i put in my 90 day business plan.

I’ve listed a load of things above that I’ve achieved in previous 90 day plans. And the place I always start when I’m creating my next 90 day plan, is to consult my “ could-do list ”.

Now, this is the antithesis to the bog-standard to-do list. 

It’s effectively a brain-dump of everything you could do to grow the business. 

I like to complete a full brain-dump every 90 days, and will usually end up with a could-do list that’s several pages long, and have a hundred or more items on it.

There’ll be lots of big scary things on there, as well as some stuff that is really speculative, and may not be worthwhile pursuing. But that’s fine – because I’m not actually committing to doing anything on this list.

It’s a could-do list, not a should-do list.

When it comes time to work on my next 90 day plan, I don’t do the first thing that pops into my brain, or tackle the first email in my inbox. I consult my could-do list, and work out what will give me the best return on investment – the biggest bang for my buck.

You can add to your could-do list at any time.  And you should. 

After all, your could-do list should be your filter for new ideas. 

Add all new ideas to the could-do list. If they’re good enough, the cream will rise to the top and get implemented. If not, they’ll fall by the wayside, and you won’t have wasted a minute pursuing them.

The magic behind this is that it stops you having an idea, and then devoting a stupid amount of time to what could be a damp squib, all the while taking you away from what you should be doing. 

After all, anyone who’s ever suffered from Shiny New Object Syndrome will know all about this!

Best of all, it also ensures that no idea gets forgotten – as soon as one enters your brain, pop it on the could-do list and get back to what you should be doing. It’ll be there waiting for you in 90 days when it’s time to look at your next 90 day plan.

What do you REALLY want?

Try and get as much real clarity as possible on your 90 day plan. 

How much is the deposit for that dream holiday? When would the balance be due? 

Exactly how much is a gardener going to cost? How many hours per month would you need? 

What’s the exact model, spec and colour of your dream car? How much are the monthly payments? 

In order to pay for it, how many new customers acquired, or products sold does that equate to? 

Are you willing to do whatever is necessary to achieve these goals?

In other words, are these actual goals, or just dreams?

Fancy a Five Whys?  

Having a really strong desire holds the key to successful achievement of goals.

Ask yourself not just “What do I want?”, but rather “Why do I want this?”

What difference will it make to your life, and the lives of those you care about? What will happen to them if you don’t achieve it? – because that’s what’s going to keep you  going when the willpower runs out.

When I wrote down my very first 90 day plan back in 2015, I listed my “five whys” – the five core values that matter most to me. The reasons I get out of bed in the morning, fired up and ready to make a difference.

My five whys were:  

These are my core values. Yours will differ.

But you need to know what they are – because when your 90 day business plan is in alignment with your five whys, you’re infinitely more likely to actually do the work and achieve the goals.

When there’s a conflict, you’re much less likely to do the work.

Because “security” is one of my five whys, having a 90 day plan of borrowing a million pounds for an untested new business model probably isn’t going to end well.

Nor is writing a 15,000-word white paper on the history of concrete (that might be your idea of Fun, but it’s not mine!).

But, knowing that when I set my big three for the next 90-day plan, I’m consciously thinking about my five whys, helps keep me “on track”, setting goals that I’m more likely to stick at.

Goals that enable me to spend more time with my family.

• Work that will be fun.
• Carving out time for growth.
• Not “betting the farm” on anything stupid.
• And always remembering my ideal job description – “to do what I want, when I want, how I want, where I want… if I want.”

Should I use a goal setting app?

Well, you could do.

You see, it doesn’t matter whether you use an app, my World Domination Planner, a scrap of paper, or the back of a napkin.

What does matter is that you stick to the plan.

For me, pen and paper works best. I’ve got the template that I print off every 90 days on bright orange paper, fill in the blanks, and keep with me at all times.

It’s literally sat on my desk as I type these words…

Like “the best diet”, or “the best exercise plan”, or “the best morning routine ”, the “best” tool for capturing your 90 day plan is…

The one you stick to.

Or, the one that gets used.

And the one that you’re STILL using 5 years from now.

Do my goals have to be SMART?

If you’ve ever worked anywhere remotely corporate, you’ll no doubt have heard of SMART goals.

Well, I hate acronyms, as I can never remember what they actually stand for (apart from “Never Eat Shredded Wheat” to figure out how to read a compass), and I think SMART goals are a load of rubbish anyway.

I think the “R” stands for “realistic” – but who wants to be realistic?

If I’d only ever done what was “realistic” – what I was actually qualified to do, I’d be sweeping the streets somewhere.

I certainly wouldn’t have launched an internet marketing business, despite knowing nothing about either the internet or marketing, let alone be mentoring ambitious lifestyle business owners , presenting a podcast and writing bestselling books about how to do it.

That’s just not realistic.

I’ve just googled SMART goals to see what they do actually stand for. It turns out that “what do smart goals stand for?” is one of the most frequently-searched terms for SMART goals, so I’m clearly not the only one who can’t remember what the bloody hell it’s supposed to remind you of.

Slow hand clap…

Anyway, SMART goals are – Specific, Measurable, Achievable, Realistic, and Timely.

I bet you don’t remember them all a week from today.

After all, I know I won’t.

And isn’t “achievable” the same as “realistic”?

“Specific” and “Measurable” are pretty damn similar as well, now that I come to think of it.

I believe that your goals need to tick just TWO boxes – you have to know:

• Exactly what you want to achieve, and..
• Exactly when you want to achieve it.

So no more “I want to lose weight” – it’s now “I want to fit into those 30-inch jeans, by the time I go on holiday”.

Instead of “I’m going to work harder at school”, focus on “I’m going to average a B-grade by the end of the spring term”

Rather than having a vague, long-term goal like “I want to lose weight this year”, I prefer to have specific “what + when” goals on my 90 day plan.

Stick with the plan, Stan – every week!

Click to download and print

Any business owner worth their salt talks about “working on the business, not in the business,” but how many of us actually practice what we preach, and block time out every day of every week, just to work on the business?

That’s why I created a weekly planner too, which is one of the simplest documents known to man.

Every week you’ll choose ONE thing that’s the most important task of the week. One that keeps you on track for your three monthly stepping stones, and/or keeps you on track for your BIG three for the quarter.

Write this in the “What’s your ONE THING this week?” box.

If you achieve nothing else except this ONE thing, then congratulations – you’ve beaten the week. You’ve achieved more than most people do given the same number of days and hours.

Sure, others may get to inbox zero. They may have a smaller in-tray. They may even be working harder, wearing their “I  heart Hustle” badge with pride.

But they won’t have actually achieved anything of merit – and 90 days from now, they’ll still be “hustling” and “getting shit done”, but their business and lifestyle will be exactly where it is now, with them still in the hamster wheel, spinning furiously, wondering why they’re not actually getting anywhere.

What else do you want to achieve this week? Are there some things that you truly have to do?

These are the items to pop in the “Anything Else” box. Remember though – Your ONE thing is what really matters. Once you’ve achieved that, then you can move onto this other stuff.

And that’s exactly how you should treat it – This is “other stuff”. You don’t do “other stuff” until you’ve done the important stuff. Your ONE thing is working on your business. Anything else is working in your business.

So, the week is planned out now – time to start planning our days.

I like to plan the week ahead in advance – so I’ll usually complete my weekly planner for the following week on a Friday afternoon, as one of my final tasks for the week.

This week ain’t over ‘till next week is planned!

INCREASE YOUR 90 DAY GOAL SUCCESS BY 350%

Share your 90 day business plan with others.

Did you know, I work with an accountability partner to hold me accountable to do my ONE thing each week?

Doing so, keeps me on track for my monthly stepping stones, and therefore much more likely to achieve my big three every 90 days. 

You see, just the sheer act of telling another human being “I’m going to do x, y, or z” is scientifically proven to result in an improved likelihood of hitting your goal. 

That’s why having a “gym buddy” works. 

It’s why having a “study partner” is encouraged. 

And, it’s also why group accountability such as Weight Watchers and Alcoholics Anonymous has such great success.

You see, in my One Percent Club , we’ve got built-in accountability, to make sure that our One Percenters are smashing their 90-day goals – every single time.

90 Day Goal Setting Quotes

90 + 90 + 90 + 90 = 200%, imagine you’re standing at the top of a huge hill..

It’s snowing, and these wonderful large snowflakes are gently floating to the ground and laying all around you. Shivering, you hold out your hand and one lands in your palm.

Now, hold your hand there for a few moments and then gently close your hand to make a tiny ball of snow.

Then, as the snowflakes keep coming down, make your snowball bigger and bigger, until eventually, it’s the size of a tennis ball.

Next, lay your snowball on the ground at the top of the hill. Then, push and watch your snowball gently start rolling away.

Before long, the hill takes over and does most of the work.

By the time your snowball has rolled down the hill, it’ll be bigger than your house – and it all started with just a few individual flakes and a big hill.

That’s compounding explained in a nutshell (or a snowball, to be precise!).

It’s where the whole is greater than the sum of its parts.

Curiously, it’s why if the stock market were to drop 40%, you’d then need a 60% gain to break even.

And, its also why if you can improve yourself by just 1% every day, in a year from now you’ll be thirty-seven times the person you are right now.

Conversely, it’s also why if you got 1% worse every day for a year, you’d be practically at zero in twelve months’ time.

If the desire was high enough (a gun to your child’s head for example), most people would be capable of doubling their business in a year.

But setting that as a goal? “Impossible” would be most people’s reply.

So, how about growing your business by just 19% in the next three months?

Well, that sounds much more achievable, doesn’t it? Bite-sized. Goldilocks!

Well, grow your business by 19% for four consecutive 90-day business plans, and guess what – you’ve just doubled your business in 12 months!

You see, compounding is the secret sauce that my business hero Warren Buffett has used to become one of the richest self-made men on the planet. It gives a huge amount of leverage and can propel you forward in whatever goals you set, just by continually stacking up these 90-day business plans, one after the other.

90 days from now…

Nothing, and i mean nothing, gets in the way of my 90 day plan. .

That means, all the other “stuff” that happens in every business, has to fit in around those important tasks that keep me moving towards my big three. 

Every day, I do ONE thing that moves me toward my weekly one thing..

Then, my weekly ONE thing helps me achieve the monthly stepping stones, which enables me to hit the 90-day big three. 

And if I hit all three of my 90-day goals, every 90 days?

Then, over the course of a year, I will have achieved 12 HUGE things that really propel my business forward – the stuff that truly makes a difference to the bottom line of my business, and the quality of my family members’ lives.

Goldilocks would be proud.

About the author

John lamerton is a self-styled “lazy” entrepreneur and investor..

Known as the “King of Routine”, John has written three bestselling books , and has run more than sixty small businesses. He also coaches hundreds of small business owners , helping them to grow their companies – without the stress!

Of course, as a regular on BBC Radio, and hundreds of podcasts – John is well known for his “no-nonsense, down-to-earth” style.

• Big Ideas… for Small Businesses
• Routine Machine
• My World Domination Plans
• 90 day planner
• Weekly planner
• One Percent Club
• ALB Podcast #5 – 90 day goal setting

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