Isha still remembers her first job interview for the position of an HR assistant. She was asked about her 30-60-90 day plan and she froze. She didn’t know what it meant and even if she did, she had no plan in mind that she could talk about.

She read up on it and successfully answered a similar question in her next interview. In many ways, the 30-60-90 day plan and what it can do for proving one’s credibility in the work environment changed Isha’s life. It showed her the importance of having a vision and expressing it with confidence and clarity.

 

What Is A 30-60-90 Day Plan?

 

A 30-60-90 day plan is an outline of how to be productive and efficient in the first 30, 60 and 90 days of starting a new role at an organization. A 30-60-90 plan provides a clear course of action for fresh recruits, allowing them to negotiate the period of transition with ease and begin with a concrete vision.

 

The Different Types Of A 30-60-90 Day Plan

 

There are usually two types of a 30-60-90 day plan for employees to consider. They’re explained as follows:

  1. The first is the plan that prospective employees are asked to come up with during the final stages of an interview. This plan needn’t be exhaustive or something that employees will actually follow word for word if they’re  hired. Instead, this plan is supposed to act as a rough guide to how an employee thinks and how well they understand their potential role in the organization.
  2. The second type of 30-60-90 plan is what’s  technically called the 30-60-90 day plan for managers. This is the plan that new employees come up with after they’re  hired, the plan they’re  supposed to follow during their first few months. This type of a plan must be detailed but also remain open to gradual changes based on circumstantial needs. The most important aspect of such a plan is that it must reflect the values of the organization.

 

The Three Stages Of A 30-60-90 Day Plan For Managers

 

What exactly should employees keep in mind while coming up with the 30-60-90 plan for managers? Are there any broad guidelines to keep in mind? Read on to find out the answers:

1. Discovery

The first 30 days of the 30-60-90 plan for managers are about absorbing as much information as possible. The onus is on the employee to discover the key aspects of their new surroundings, get familiar with the work culture at the organization and identify the key principles that the organization believes in.

2. Implementation And Execution

The first 60 days of the 30-60-90 day plan are about applying the most important lessons one has picked up during the first 30 days. This is the time for employees to dig deeper into their initial research about the organization and start producing tangible impact, be it saving costs, increasing profits or widening customer base.

3. Growth

The first 90 days of the 30-60-90 plan for managers are about finding ways to stabilize and optimize growth. Growth here doesn’t just mean achieving greater things professionally, but also means personal development.

 

Examples Of A 30-60-90 Day Plan For New Managers

 

The following examples help explain what a 30-60-90 day plan should look like:

  1. One way of approaching the 30-60-90 day plan for managers is to meet as many associates and review as many documents as possible within the first few months of employment. The meetings can either be one-on-one or the new employee can attend demos, optional briefing sessions and pitches in other departments. The documents reviewed can be budgeting or accounting papers, project statements from the past or any other material that can give new managers a more detailed idea about how things work at the organization.
  2. An example of a 30-60-90 day plan that never fails is a comprehensive analysis of an organization’s customer base and/or its target audience. The idea behind such a plan is that it gets the employees up to speed with what’s required in ways that no amount of seminars or workshops can.

The above examples reflect key aspects of a 30-60-90 day plan for new managers and not the plan as a whole. A 30-60-90 plan won’t be sufficient if it only focuses on one element or task, but prioritizing which aspects are the most important is also something that new managers must keep in mind.

 

How To Ace The 30-60-90 Day Plan

 

To be executed properly, the 30-60-90 plan requires considerable insight and improvisation. New managers can’t be expected to figure out how to make such a plan overnight. Harappa’s First Time Manager Program equips new managers with all the tools they need to ace their 30-60-90 plan with the help of frameworks like the Dual Concern Model, System 1 and 2 Thinking and the Leadership Equation. Through this program, your employees will not only learn persuasion techniques and the ability to define problems with clarity, they’ll  also pick up a series of must-have Thrive Skills, such as influencing stakeholders, dealing with conflict and owning full projects. To help your new managers ace the 30-60-90 day plan, enroll them for the First Time Manager Program right away!


Explore Harappa Diaries to learn more about topics such as General Manager Skills, Managerial Roles And Skills, Interpersonal Skills For Managers and Project Manager Skills that will help organizations tap into employee potential.

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