30-60-90 day plan template: Complete guide with examples

New employees often face challenges as they settle into a new job, while their managers have to work hard to support a smooth transition. A 30-60-90 day plan helps by providing a clear roadmap for the first three months in the new role. It helps new hires start strong by outlining clear goals and expectations from the first day.

Ideal for onboarding and role transitions, 30-60-90 day plans break the initial stage of employment into manageable phases, making it easier to set priorities, track progress, and adjust strategies when required. 

A well-designed 30-60-90 day plan lays the foundation for productive working relationships, accelerates learning, and builds momentum. In this article, you’ll learn how to create an effective 30-60-90 day plan with tips and free templates to help your new hire excel while making the hiring process more efficient for you and your team.

What is a 30-60-90 day plan?

A 30-60-90 day plan is a strategic document that divides the first three months of a new job into three distinct phases, each lasting 30 days. Each phase has specific, measurable goals and milestones defined for each period. 

The main purpose of a 30-60-90 day plan is to give new hires and their managers a structured guide for what they need to learn, accomplish, and contribute during their first 90 days, ensuring a smooth transition and early impact. 

In a standard 30-60-90 day plan, the breakdown typically looks like:

• Days 1-30:  learning and understanding the company
• Days 31-60: contributing and applying new knowledge
• Days 61-90: taking initiative and driving results

This approach helps new employees prioritize tasks, build relationships, and align with organizational goals, while also enabling HR managers and teams to spot issues early and pivot as needed.

Benefits of 30-60-90 day plans

A well-thought-out and properly executed 30-60-90 day plan delivers meaningful results for both businesses and employees. Here are five key benefits:

1. Enhanced productivity 

By providing a clear structure and actionable steps, 30-60-90 day plans help your new hires focus on important goals, while reducing downtime and getting them up to full productivity faster.

2. Alignment with the organization's objectives

30-60-90 day plans help employees connect their goals and tasks to the company’s mission and strategic priorities, building early alignment and a shared sense of purpose across teams.

3. Early identification of gaps

A well-structured plan helps you identify skill or knowledge gaps early in a new hire’s onboarding journey, enabling you to provide timely support, focus on targeted development, and facilitate a smoother transition into the role.

4. Stronger relationship-building

The early days in a new job are a great opportunity for building connections. A solid 30-60-90 day plan usually includes milestones for meeting key people and encouraging collaboration, helping new hires become trusted team members more quickly and naturally.

5. Improved accountability and feedback

Clear milestones and regular check-ins give both new hires and their managers a chance to share feedback, track progress, and make changes during the onboarding process, building a culture of accountability and continuous improvement.

5 key components of a 30-60-90 day plan

A properly structured 30-60-90 day plan is essential for effective onboarding, setting new hires up for early wins and long-term success. The following components are key to creating an effective plan that drives clarity, focus, and measurable progress:

Goal setting

Setting clear, actionable goals is central to creating a successful 30-60-90 day plan. It’s important that these goals are tailored to the employee and their role while staying aligned with your organization's priorities. Using the SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound) helps set realistic, trackable objectives, giving both the new hire and their manager or supervisor a clear picture of success at each onboarding stage.

Prioritization of tasks

New employees often juggle limited time and a steep learning curve, so managers must assist them in distinguishing between what’s urgent and what’s important. Prioritizing tasks enables them to focus on the duties and workflows that deliver the most value early in the onboarding process. By focusing their efforts, new hires build momentum, stay on track, and see how their work connects to your company's broader business goals.

Learning objectives

An effective 30-60-day plan should define clear learning goals for each stage. This includes understanding and mastering internal tools, getting a feel for your company’s culture, and gaining role-specific knowledge. Prioritizing early learning helps new hires gain the context and skills needed to contribute effectively and adapt quickly to their new workplace.

Performance metrics

Establishing your criteria for success is essential. Performance metrics, such as project completion rates, sales targets, or customer satisfaction ratings, provide clear indicators of your new hire’s progress. Tracking these metrics on a regular basis keeps expectations transparent while providing timely feedback. This helps new employees fine-tune their abilities and gain confidence as they settle into their role.

Feedback and review checkpoints

Regular feedback and check-ins help new hires stay focused and engaged. Review checkpoints allow you to celebrate early successes, tackle any challenges, and adjust goals as necessary. Regular reviews also encourage ongoing and open dialogue between new employees and their managers, building trust and maintaining alignment during the entire onboarding process.

How to create an effective 30-60-90 day plan

Now that we’ve seen the benefits of a well-designed 30-60-90 day plan, it’s time to create your own. When HR managers develop plans with specific goals and employee input, they lay the groundwork for long-term growth and success. Here’s how to create a 30-60-90 day plan:

Step 1: Assess your role and company culture

Start by defining what success looks like for the new hire based on their role and your company’s culture. Review the new employees' position and what sets your company’s culture apart. Evaluate the job description, responsibilities, and how the position supports the organization’s goals. Assess what skills, practices, and values are key for success in your workplace. Consider departmental and team structure, internal communication, and other factors that influence everyday workplace activities. Interviewing current team members, reviewing onboarding feedback, and analyzing the role’s impact can offer insights tailored to your organization.

Step 2: Outline clear objectives for each phase

Divide the plan into three distinct phases: the first 30 days (learning and understanding), the next 30 days (active contribution), and the final 30 days (initiative and optimization). For each phase, outline strategic goals that reflect both the new hire’s responsibilities and your company’s objectives. For example, the first month might center on training and building relationships, followed by a focus on managing projects and delivering improvements in the second and third months. Make sure your objectives are realistic and account for a typical learning curve. 

Step 3: Develop specific, measurable goals

Next, you need to turn each phase’s objectives into concrete and measurable goals using the SMART framework’s criteria for effective goal-setting. Steer clear of vague goals such as ‘get up to speed quickly’ or ‘learn the company culture.’ Aim for clear, measurable goals like ‘complete one-on-one meetings with team members and supervisor’ or ‘deliver your first project update.’ Connect each goal to key performance indicators (KPIs) or real business results whenever possible. The approach sets clear expectations and makes it easier to measure progress and celebrate early milestones.

Step 4: Establish communication and feedback loops

Build regular check-ins and other feedback opportunities into your 30-60-90 day plan. Set up weekly or biweekly meetings between the new hire and their manager to go over progress, answer questions, and adjust priorities. Pair the new hire with a mentor or buddy for day-to-day support. Encourage open communication and provide clear channels for the new employee to ask for help or clarification. Many teams use shared documents to track progress and structured feedback templates to stay consistent.

Step 5: Adapt and refine the plan as needed

Expect your 30-60-90 day plan to evolve as circumstances change, and be ready to make adjustments as your new hire advances through the plan. Remain flexible and prepared to adjust timelines, goals, and support, as needed. Feedback from the new employee and their team can help you refine the plan for future use. This flexible approach helps overcome unexpected challenges and keeps the plan aligned with your goals, ensuring it stays relevant and motivating during onboarding. 

30-60-90 day plan examples

Let’s look at some real-world examples of 30-60-90 day plans. Here are four sample plans covering different roles and sectors. These basic use cases illustrate how well-structured onboarding can help new hires gain momentum, set clear goals, and align with your company’s objectives.

Example for a sales position

Key objectives: Focus on product knowledge, prospecting, and closing initial deals.

30 days:

• Complete onboarding and product training
• Research target markets and competitors
• Shadow senior sales reps and attend team meetings
• Create a list of 60 leads

60 days:

• Qualify at least 20 leads through client engagement
• Set up introductory meetings with new prospects
• Take part in product presentations and apply three new sales strategies
• Complete initial sale, with a goal of reaching 20% of the quarterly sales target

90 days:

• Turn three leads into active prospects
• Head a team effort to optimize an element of sales operations
• Meet 50% of the quarterly sales goal
• Deliver a report with suggestions for enhancing sales strategies

Example for an HR role

Key objectives: Focus on understanding culture, streamlining processes, and launching initiatives.

30 days:

• Meet with HR team and key players
• Review current policies, recruitment and hiring processes, and regulatory documentation
• Assess company culture and pinpoint key areas for improvement

60 days:

• Administer an employee satisfaction survey
• Determine top five HR process gaps and develop improvement strategies
• Develop and roll out a new training process or onboarding checklist 

90 days:

• Launch a new HR initiative (e.g., a wellness program or refreshed employee handbook)
• Deliver a report outlining initial successes and upcoming departmental priorities
• Monitor improvements in the onboarding process and employee engagement

Example for a marketing manager

Key objectives: Focus on learning brand voice, analyzing campaigns, and heading new projects.

30 days:

• Meet with team and stakeholders
• Analyze recent marketing campaigns and review brand guidelines
• Review analytics tools and reporting systems

60 days:

• Evaluate current marketing channels and identify opportunities
• Create and deliver a plan for the upcoming campaign
• Start managing content calendar and coordinate with creative teams

90 days:

• Launch and oversee a new marketing campaign
• Measure and report on campaign performance
• Develop long-term strategies for brand growth

Example for a podcast producer

Key objectives: Focus on prioritizing workflows, building relationships, and completing episodes. 

30 days:

• Learn the podcast’s editorial style and technical workflows
• Meet hosts, editors, and marketing teams
• Review previous episodes and audience feedback

60 days:

• Shadow the production process from planning to episode release
• Suggest improvements to episode planning or editing workflows
• Manage guest bookings and outline scripts for upcoming episodes

90 days:

• Oversee the production of an entire episode
• Analyze download and engagement metrics
• Present a plan to boost listener engagement and simplify production

Free 30-60-90 day onboarding plan template

A 30-60-90 day plan gives new employees clear goals and structure as they onboard. While this template offers a strong starting point, tailor it to fit your team, role, and company culture.

Streamline employee performance management with Rippling

Rippling’s performance management software turns employee performance reviews from a once-a-year task into a continuous, customizable process tailored to each employee's needs. Built on a single source of truth, Rippling simplifies the management of onboarding and HR functions, including automated, end-to-end performance management. 

With Rippling, your HR team can seamlessly track, manage, and optimize employee performance, supporting data-driven decisions and enabling a transparent, goal-oriented workplace. Team leaders can set clear, measurable objectives that align individual efforts with broader organizational goals, ensuring that employees understand how their contributions impact the company. 

Rippling enables fully customizable review cycles that support structured feedback collection, giving managers a clear, comprehensive view of each employee’s performance and areas for growth. The platform's custom reporting enables HR teams to generate insights tailored to specific needs, making it easy to track performance trends and measure progress.

From onboarding to performance management and more, Rippling empowers HR teams to foster a culture of accountability, recognition, and development—all in one place.

FAQs on 30-60-90 day plans

What are the phases of the 30-60-90 day plan?

A 30-60-90 day plan for managers is divided into three separate phases. Each phase of the three-month plan has a distinct focus and milestones. In the first 30 days, new hires concentrate on onboarding, familiarizing themselves with company policies, understanding their roles, and engaging with co-workers. This phase is about learning and integration. During the next 30 days (31–60), the focus shifts to applying acquired knowledge, assuming additional responsibilities, and beginning to contribute to team projects or sales targets. In the final 30 days (61–90), the emphasis is on demonstrating independence, streamlining workflows and processes, and achieving more advanced goals. Progress is tracked continuously, often using SMART goals and regular check-ins with managers to ensure alignment and success.

What is an alternative to a 30-60-90 day plan?

Alternatives to a 30-60-90 day plan may include broader onboarding programs or custom performance management and development plans. Instead of strict monthly milestones, these might use performance review cycles, mentorship, or phased training modules. Some companies implement personalized onboarding processes that focus on continuous learning, regular check-ins, and evolving goals rather than a fixed day plan template. These strategies still stress clear goals and progress tracking but may be more flexible, aligning with the new employee’s pace and your organization’s culture. 

Does a 30-60-90 day plan include weekends?

A 30-60-90 day plan typically counts calendar days, so weekends are included in the timeline. The plan refers to 30, 60, and 90 consecutive days rather than business days. That said, action items and milestones are usually scheduled around standard workdays. 30-60-90 day plans are used as progress outlines, not a strict daily checklist, so including weekends helps set goals and track phase completion.

Should I bring a 30-60-90 day plan to an interview?

While bringing a 30-60-90 day plan to an interview can be a good way to demonstrate initiative, it’s probably best to present it in later interview rounds as it could make you seem overconfident and a bit too forward. However, it can be a good idea for manager positions, and you should bring one if the interviewer requests it.

Should HR managers use a 30-60-90 day plan template when onboarding new hires?

Yes. HR managers can use a 30-60-90 day plan template, if desired, to streamline onboarding and set new hires up for success. A structured day plan provides a clear roadmap that outlines essential tasks, establishes priorities, and integrates SMART goals to guide performance. By breaking the plan into phases with both short-term goals and long-term goals, HR managers can more easily track progress, adjust expectations, and support development. Using SMART goals within the day plan also creates alignment between managers and employees, helping both sides stay focused on goals. Using a template also encourages reviewing completed tasks and refining future long-term goals, all while keeping progress measurable through clear SMART goals.

This blog is based on information available to Rippling as of May 20, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.