The 30-60-90 Day Plan For Managers
Isha still remembers her first job interview for the position of an HR assistant. She was asked about her 30-60-90…
August 19, 2021 | 4 mins read
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.
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.
There are usually two types of a 30-60-90 day plan for employees to consider. They’re explained as follows:
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:
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.
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.
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.
The following examples help explain what a 30-60-90 day plan should look like:
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.
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.