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30 60 90 Day Plan: A Comprehensive Guide with Practical Examples

30 60 90 Day Plan: A Comprehensive Guide with Practical Examples

With such a traumatizing time for the economy, planning for the thir decade of the 21 century is getting more hectic. Learning, implementing, and executing goals is becoming harder as people grapple with these harsh living times. That’s why it is essential to have a workable plan for facing the inevitable. 

One of the best ways to see a strategy to fruition is to utilize the 30-60-90-day plan. This type of plan divides objectives into segments of 30-day goals: Moreover, it has sub-sections containing the goals for the three segmentation periods.

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Read on to discover why the 30-60-90-day plan is so prevalent in the business world. 

What is a 30 60 90 Plan

A 30-60-90-day plan is a document containing the goals of its creator and the strategies to apply in beating the deadline of achievements. These goals are segmented into time frames of 30 days each hence the name 30-60-90-day plan.

The main characteristics of these objectives are: 

  • achievability 
  • specification
  • manageability 

One can create such plans at the beginning of their achievement plan: They can also utilize them whenever a new need arises that requires achievement within a specific timeframe. 

Furthermore, businesses are free to utilize one in their achievement plans, making it easier for workers to board and work towards achieving the goals.

To best utilize the plan, know its benefits and how to create a flexible template that easily adapts to your objectives. 

Let’s start with the benefits of 30-60-90-day plans.

Why are 30 60 90 Plans Useful

For directors

Directors can utilize the 30-60-90-day plan in their directory role. 

They can develop goals that propel the business forward and segment them into actionable, achievable goals. Then they can settle on the timeframe to achieve these objectives within a stipulated period. 

Directors may finally create and document the 30-60-90-day plan for accountability purposes.

For managers 

Managers stand to benefit a lot from the 30-60-90-day plan. 

They can easily break down the organization’s objectives into manageable tasks. Then, they can redistribute these tasks to the respective workers. 

Managers can use the 30-60-90-day plan to assess how effectively the workers pursue the stipulated objectives. 

For internal promotion 

A 30-60-90-day plan might be a handy tool for evaluating candidates for internal company promotion. 

How? By asking promotion contenders to achieve a particular goal using this segmented-days plan. 

Through their created plans, the recruiter can access the capabilities of the individual. Such assessments can be in terms of priority setting,time management, and the ability to plan effectively.  

For Interview presentation

Hiring managers may ask the potential candidate to think about their objectives. Then, the manager might request the candidate to explain how they will achieve their goals using the 30-60-90-day plan. 

This task usually gauges how the potential employee might strategize their approach to the job roles, how they’d organize their time, and how they would prioritize their tasks.

Thus, for a job seeker, it is best to formulate such plans in your career development: They will save you the nerve-racking discomfort of trying to develop one in an interview.

What You Should Include in a 30 60 90 Day Plan 

Knowing the elements of a 30-60-90-day plan is essential before putting ink to paper and creating one. They include: 


Each section of a 30-60-90-day plan must contain high-priority objectives. 

For example, the plan should have priorities for different phases, such as:

  • learning internal processes of implementation
  • proposing required solutions to specific problems
  • determining the role to perform

These priorities need to be more specific than the focus element.


Typically, any new plan should have a period for learning, implementation, and execution of achievement methods. 

It is also advisable to have room for flexibility in shifting or changing the project’s aims. This is to accommodate any new findings obtained during the learning and implementation stage of the 30-60-90-day plan. 

Remember, focus can shift due to the unforeseeable circumstances of life itself. 


Objectives are simply another name for goals. 

It is essential to set specific aims to achieve any objective. These goals should blend into the priorities and focus element of a 30-60-90-day plan. 

Therefore, break your goals into the following categories for a more straightforward implementation:

  • Learning objectives should have goals that impact skills and knowledge to achieve the ultimate objective. They might also contain methodologies for acquiring and absorbing the information learnt.
  • Performance goals: such goals include the tangible things one desires to accomplish at the end of the plan. To set them, settle on what to achieve in a 30-day segmentation of the 90 days. 
  • Personal aims: these objectives aim to determine your plan’s goal and help determine the viability of achieving the dream. 


Metrics are the systems of measurements that aid in tracking the progress of your 30-60-90-day plan. 

Without them, it would be impossible to determine the plan’s success.

How to Write a 30 60 90 Day Plan and Examples 

Having goals in your 30-60-90-day plan is the first hurdle to overcome. 

Thus, it would help if you had quantifiable and actionable goals. Furthermore, the goals should be SMART (specific, measurable, achievable, relevant, and time-bound). 

Below are some questions to aid you in setting the objectives of your plan:

  • What exactly are my plans?
  • Which goals are the main priorities?
  • Are there methods that I can use to measure my progress?

After establishing them, it is time to write your plan down. Below are the steps of how to go about it:

1.Draft an overall template

Create a template for your 30-60-90-day plan. If you find difficulty in formulating one, don’t worry. There is an example included towards the end of this article. 

You can twerk it to become a (workable) template for you.

Nevertheless, a template should have segments for the 30,60 and 90 days. 

It should also have a corresponding section for your goals and the actions to conduct.

2.Establish the goals

As said earlier, the goals need to be SMART. In other words, they should propel you to focus on achieving specific objectives at the end of your planned journey. 

Such goals can be performance goals, learning objectives, or personal purposes

Thus, create a general list of these objectives and categorize them into your template’s appropriate segment. 

3.Determine 30-day targets

This 30-day period should be primarily for learning how to implement the actions to achieve the goals. 

Hence, list the goals that involve learning about the process as you test what works and what to discard. 

4.Identify the 60-day objectives

This next section should have the goals that relate to contributions. Here, the objectives need to be about implementing the observations obtained during the first 30 days. 

In other words, this section contains the initiative goals. 

5.Determine the 90-day goals

The 90-day is all about identifying the goals that are polishing up on the purpose (s) of the 30-60-90-day plan. Here is where you cater to your overall personal goals.

If the final days are for effectively and appropriately finishing the plan, they should focus on utilizing the experience and knowledge from the elapsed 60-days. 

6.Implement the actions to undertake 

First, confirm your goals by date and type. Then, make a list containing the actions you will use to assess the results of your objectives.

Example of a 30-Day Plan for New Employee



  • Understand the roles of a given job position. 
  • Look into the expectations of what the business has for that work description. 
  • Learning the processes and procedures of conducting work in that organization.

Learning Objectives:

  • Go through the company’s documentation and the employee handbook.
  • Enquire from colleagues and supervisors about the company procedures and processes regarding work.
  • Access the company’s database and try seeing how everything fits together to achieve the mission and vision of the business.

Performance goals:

  • Request feedback from the boss and the subordinates. (Metric: the scorecard of the input)
  • Settle on a task to complete within a stipulated period. (Metric: The completion of the mission within the period)

Personal aims:

  • Schedule a meeting with the company’s H.R. and get to learn more about the job roles. (Metric: met with the H.R. until the positions become second nature)
  • Set up meetings with work colleagues with whom you’ll constantly collaborate throughout your work. (Metric: understanding the interconnection of the colleagues’ roles with your rules)

Example of a 60-Day Plan for New Employee

Focus: Implementation

Priorities: fully integrated into the active role, having a reduced desire for guidance. Look into how best I can impact the business within the given function of the job position. 

Learning objectives:

  • Complete a training course or tutorial on enhancing productivity in each job role. (Metric: course completed)
  • Look for a role model to emulate that seems to do their tasks effortlessly, mastering their craft. (Metric: contacting a role model and agreeing to work together)

Performance goals:

  • Ask a seasoned workforce member to observe and evaluate my work within 30 days. (Metric: obtaining valuable feedback from the member)
  • Look into the critical performance index regarding how I have performed in the active role. (Metric: the scorecard 

Personal aims: 

  • Have a meeting with any other colleague that I haven’t gotten to interact with. (Metric: objective achieved)

Example of a 90-Day Plan for New Employee

Focus: Execution of improvisations

Priorities: start looking into the other goals set for the rest of the year. See how best to incorporate strategies that seem productive at the end of the day.

Learning objectives:

  • Analyze the scorecard of my performance while identifying the areas that need improving. (Metric: observing the values of the scorecard) 
  • Learn about my strong points and plan my tasks according to how best I can complete them efficiently and effectively. (Metric: the creation of a work schedule that blends seamlessly with my abilities and shortcomings)

Performance goals:

  • Improving how I perform my core roles at a higher level than the scorecard indicates. (Metric T.B.D.)
  • Formulate a new strategy that improves the working processes of an organization. Later, pitch the improvements to my superiors. (Metric: presenting my ideas and obtaining relevant feedback about them)

Personal aims: 

Sign up for extracurricular activities enacted within the business. (Metric:
Actual signing up of the events)


What should a 30-60-90-day plan include?

As stated in the elements section of this article, a 30-60-90-day plan should have:

  • The set objectives
  • Metrics for gauging the performance of the plan
  • Set priorities of the required tasks
  • The focus point of conducting the plan

What template works best for creating a 30-60-90-day plan?

No 30-60-90-day plan is set in stone. 

You may look at examples of existing plans and exchange their content for your own. Nevertheless, looking for an example that best portrays your desired objectives is best.

What’s Next

A 30-60-90-day plan should establish guidelines that propel you to achieve both short- and long-term goals. 

So, take your time and evaluate the goals you want to achieve. Then, align the 30-60-90-day plan to your mission. Commitment is key!

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