30-60-90 Day Plan + Functional Role-Based Examples

Have you ever wondered where the idea of a 30-60-90 day plan came from? The concept was first used with new sales professionals as a way to structure their ramp up period before they started selling. It was then used as a way to train new leaders and executives, and further popularized in the book “The First 90 Days” by Michael Watkins. Today, the 30-60-90 day plan is a cornerstone of onboarding for new hires at every level of an organization, providing a clear roadmap of success.

In this blog we’ll break down the benefits of creating a 30-60-90 day plan, how to create one, and provide some examples of 30-60-90 day plans by function.

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a structured framework that outlines specific goals for a new hire to achieve in their first three months in their role – with key milestones at 30 days, 60 days, and 90 days.

The most effective 30-60-90 day plans are built collaboratively, with alignment between the new hire, their direct manager, and the HR team. However, the primary owner of the 30-60-90 day plan is the new hire. By owning the plan, they demonstrate initiative and understanding of how their role aligns with company goals.

Who Benefits Most from a 30-60-90 Day Plan?

Everyone involved in onboarding a new hire benefits from a clear 30-60-90 plan – including the new hire themselves! Clear milestones at 30, 60, and 90 days helps new hires prioritize their time so they’re working on the right tasks that will help them achieve their goals. A well structured 30-60-90 day plan provides clear expectations and builds confidence by focusing on achievable goals.

A 30-60-90 day plan is also incredibly helpful for hiring managers because it helps align their new hire’s tasks with broader organizational goals. It also provides a clear structure for coaching and feedback along the way.

And finally, the company benefits from a structured 30-60-90 day plan because it ensures faster ROI for new hires. When a new hire can start producing and adding value in 90 days (or less), they’re more likely to be engaged and satisfied, reducing the risk of early turnover.

How to Create an Effective 30-60-90 Day Plan

So what goes into an effective 30-60-90 day plan? First, it helps to start with a clear job description so everyone is on the same page as to the tasks and responsibilities required for the role. All set? Now onto creating the plan!

Define Clear Goals for Each Phase

Here’s how we think about the goals of each phase:

30 days: The first month is all about orientation and building a solid understanding of the team’s ways of working, relationships, and priorities.
60 days: Month two delves deeper into knowledge transfer, building more autonomy, and active contribution in team discussions.
90 days: By month three a new hire should have the confidence to contribute openly by sharing their unique perspectives to team challenges.

Align Expectations with Managers and Teams

Once you have a draft of your 30-60-90 day plan, the new hire, hiring manager, and HR should work collaboratively to ensure everyone is aligned with key tasks and milestones within the plan. Here are some tips to keep everyone aligned:

Schedule weekly check-ins between a new hire and manager to report on progress and gather feedback.
Align KPIs within the plan with company objectives.
Encourage open communication to address challenges early so you can pivot if needed.

Use a Flexible Framework to Adapt to Role Needs

Finally, make sure your 30-60-90 day plan is personalized to your new hire, based on their role and individual needs. For example, you can customize goals for hybrid and remote workers by emphasizing digital collaboration and communication. A new hire should not only be able to own the plan, but also incorporate their strengths and career aspirations where appropriate.

30-60-90 Day Plan Examples by Function

Curious what a 30-60-90 day plan looks like for functional onboarding, such as onboarding for customer service and sales onboarding? Check out some examples for specific roles below.

Tech & Software Development

First 30 Days – Learning & Integration

Complete technical onboarding and set up a development environment.
Learn company coding standards, software architecture, and workflows.
Shadow team members and participate in code reviews.
Work on small, low-risk bug fixes or internal tools.

Days 31-60 – Contribution & Collaboration

Develop and deploy a small feature or enhancement.
Engage in agile stand-ups, sprint planning, and retrospectives.
Gather feedback from peers and improve coding efficiency.
Start contributing to documentation and process improvements.

Days 61-90 – Ownership & Impact

Take ownership of a feature, module, or technical initiative.
Optimize existing code or propose improvements.
Begin mentoring new hires or junior developers.
Present learnings or innovations in a team meeting.

Customer Service Representatives

First 30 Days – Learning & Shadowing

Complete customer service training (policies, systems, scripts).
Shadow senior reps and listen to customer interactions.
Handle basic customer inquiries with supervision.
Develop a solid understanding of product/service offerings.

Days 31-60 – Handling Inquiries Independently

Start handling a majority of inquiries independently.
Improve response times and customer satisfaction scores.
Learn and practice conflict resolution and de-escalation techniques.
Participate in feedback sessions with managers.

Days 61-90 – Ownership & Process Improvement

Handle complex customer issues with minimal escalation.
Contribute to internal knowledge bases or training materials.
Take on peer mentorship for new hires.
Propose process improvements for better efficiency.

Sales Representatives

First 30 Days – Learning & Prospecting

Complete sales training (CRM, scripts, value propositions).
Learn about customer personas and sales cycles.
Shadow senior sales reps on calls and demos.
Start researching and reaching out to potential leads.

Days 31-60 – Selling & Closing Small Deals

Conduct sales calls and demos independently.
Improve objection handling and negotiation skills.
Close small to mid-sized deals with guidance.
Build relationships with key accounts.

Days 61-90 – Ownership & Scaling

Close larger deals and exceed sales targets.
Optimize sales pitch and conversion rates.
Identify long-term opportunities in the pipeline.
Mentor new sales reps and share best practices.

Leadership & Management

First 30 Days – Observing & Learning

Meet with team members 1:1 to understand challenges and goals.
Learn about company culture and vision.
Analyze current team dynamics, processes, and performance metrics.
Align with senior leadership on key priorities.

Days 31-60 – Strategic Planning & Execution

Implement initial team improvements based on observations.
Set clear performance expectations and coaching strategies.
Drive team engagement and communication improvements.
Identify and support high-potential employees for development.

Days 61-90 – Leadership Impact & Optimization

Implement long-term strategies for team efficiency.
Lead cross-functional initiatives that align with business goals.
Deliver performance reviews and feedback sessions.
Advocate for team growth through hiring or upskilling initiatives.

Optimize Your 30-60-90 Day Plan with Enboarder

In order for your 30-60-90 day plan to actually make an impact, it needs to be more than a static checklist. This shouldn’t be a document you hand your new hire on their first day and hope they stay on track.

Enboarder’s onboarding software brings your onboarding plan to life with prebuilt (and customizable) ramp up journey templates. We help you guide new hires and managers through the process of creating a plan, providing helpful nudges to check in, provide feedback, and track engagement along the way.

Ready to see faster time-to-productivity in your onboarding process with Enboarder’s Employee Journey Platform? Book your demo today!