![]() In the lines below, we will provide four examples of 30-60-90-day plans for new employees, team managers, HR managers, and executives. You can only control as much, so be prepared to take in reality and adapt fast. Use SMART objectives and planning techniques but leave some room for annotations, mistakes, and delays. Remember, you are in a new workplace, surrounded by people you don’t know and following procedures you are not familiar with. ![]() Nonetheless, your 30-60-90-day plan should be flexible. But if you have to wait for someone to provide you with the documents you’re supposed to read, the plan should reflect the reality. For example, it will be much faster and easier to catch up with HR documentation if you benefit from dedicated HR software, employee self-service, shared depositories, and quick access to work-related documents. They may share valuable insights about how much effort each task requires, internal HR procedures, and available tools. The onboarding process is different for each company, and so are their expectations.Īlso, take time to discuss with your colleagues and managers before writing the 30-60-90-day plan. So, ask directly what you are supposed to accomplish in three months. You can’t set realistic goals and metrics if you don’t know what is expected from you. You will also need to put time and effort into personal achievements, peer communication, and establishing good work relationships.Īnother tip for writing a successful 30-60-90-day plan is to ask everything you need to know. For example, don’t include only professional goals and activities. So, keep it simple and on topic, focus on a broad perspective rather than on details, and try to include all aspects of your new job. After three months, your manager or employer should clearly understand your productivity and performance.īecause you want to prove trustworthy and efficient, you should have completed your 30-60-90-day plan at the end of the three months.
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