How to Create a 30-60-90 Day Plan for Your New Job: Templates & Examples (2025)

Why Your First 90 Days Can Make or Break Your Career

The statistics are sobering: 24% of workers leave their jobs within the first 90 days ¹. Even more concerning, 20% of employee turnover happens within the first 45 days ². If you're starting a new role, these numbers should be your wake-up call.

But here's the flip side: organizations with strong onboarding programs improve new hire retention by 82% and productivity by over 70% ³. The difference between becoming a turnover statistic and becoming a valued team member often comes down to one thing: having a structured plan for your first 90 days.

The problem? Only 12% of employees agree their organization does onboarding well ⁴, and just 29% of companies provide structured 90-day onboarding programs ⁵. This means you can't rely on your employer to set you up for success—you need to take ownership of your own onboarding.

That's where the 30-60-90 day plan comes in. This framework divides your first three months into strategic phases, each with clear objectives that build toward long-term success. Whether you're an entry-level employee or an executive, this guide will show you exactly how to create and execute a plan that positions you for rapid career growth.

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a strategic roadmap that breaks your first three months into three distinct phases:

• Days 1-30 (Learn): Focus on absorbing information, understanding the culture, and building relationships
• Days 31-60 (Contribute): Start applying what you've learned and contributing meaningfully to projects
• Days 61-90 (Lead): Take ownership, propose improvements, and demonstrate strategic value

Research shows that new hires with structured 30-60-90 day plans are 30% more productive than those without one ⁶. Even more compelling, 91% of employees who receive a structured onboarding plan stay past the first year ⁷.

Phase 1: The Learning Phase (Days 1-30)

Your first 30 days should be dedicated almost entirely to learning. Resist the urge to make immediate changes or prove yourself through quick wins. The most successful new hires spend this time building the foundation for everything that comes later.

Understand the Business

Before you can add value, you need to understand how value is created:

• Company strategy: What are the organization's 1-year and 3-year goals?
• Revenue model: How does the company make money? Who are the key customers?
• Competitive landscape: Who are the main competitors? What differentiates your company?
• Organizational structure: How do teams interact? Where does your role fit in?

Master Your Role Fundamentals

Create clarity around what success looks like:

• Job description alignment: Review and discuss expectations with your manager
• Key performance metrics: What numbers will you be measured against?
• Success criteria: What does "great" look like at 3, 6, and 12 months?
• Tools and systems: Become proficient in the software and processes your team uses

Build Essential Relationships

Research from Gallup shows that having a best friend at work makes you 7x more likely to be engaged ⁸. Relationship-building isn't optional—it's strategic.

Week-by-Week Breakdown: Days 1-30

Week 1: Orientation

• Complete all HR and compliance requirements
• Set up your workspace, tools, and systems access
• Meet with your manager to align on 30-day expectations
• Shadow key team members to understand daily workflows

Week 2: Deep Dive

• Review historical documents, project archives, and team wikis
• Understand current projects and where they stand
• Begin 1:1 meetings with team members
• Document questions and observations (you'll forget them later)

Week 3: Active Learning

• Attend all relevant meetings as an observer
• Start understanding the decision-making processes
• Map out key stakeholder relationships and influence patterns
• Identify quick wins that don't require changing existing processes

Week 4: Foundation Check

• Schedule a 30-day check-in with your manager
• Review your initial understanding against reality
• Identify knowledge gaps to address in Phase 2
• Draft preliminary goals for the next 30 days

Phase 2: The Contribution Phase (Days 31-60)

With a solid foundation in place, Phase 2 is about transitioning from observer to contributor. You should now understand enough to start adding value while continuing to learn.

Start Contributing Meaningfully

The key word is "meaningfully." Random contributions don't build credibility—targeted ones do:

• Take ownership of small projects: Look for discrete tasks you can own end-to-end
• Offer solutions, not just observations: When you see problems, come prepared with suggestions
• Document and share: Create resources that help the team (process docs, templates, guides)
• Ask for feedback actively: Don't wait for reviews—request input on your work

Identify Early Wins

Quick wins build credibility and momentum. Look for opportunities that are:

• High visibility: Noticed by leadership or key stakeholders
• Low complexity: Achievable within 2-4 weeks
• Clear impact: Results that can be measured or clearly articulated
• Low risk: Won't damage relationships or create problems if they don't work perfectly

Deepen Your Network

Expand beyond your immediate team:

• Schedule meetings with cross-functional partners
• Attend company events and informal gatherings
• Volunteer for cross-departmental projects or committees
• Build relationships with people at different seniority levels

Week-by-Week Breakdown: Days 31-60

Week 5: Transition to Action

• Take ownership of your first project or significant task
• Begin applying lessons learned from Phase 1
• Start contributing ideas in team meetings
• Establish regular check-ins with your manager

Week 6: Build Momentum

• Complete your first deliverable and gather feedback
• Identify an area where you can add unique value
• Begin documenting processes you're learning
• Expand your stakeholder network

Week 7: Demonstrate Value

• Present findings or recommendations to your team
• Seek opportunities to share knowledge or help colleagues
• Begin identifying longer-term improvement opportunities
• Refine your understanding of success metrics

Week 8: Midpoint Assessment

• Schedule a 60-day review with your manager
• Assess progress against initial goals
• Discuss what's working and what needs adjustment
• Set clear objectives for Phase 3

Phase 3: The Leadership Phase (Days 61-90)

By day 61, you should be operating with significant autonomy. Phase 3 is about demonstrating strategic thinking, taking initiative, and showing that you're ready for increased responsibility.

Take Strategic Ownership

Move beyond task completion to strategic contribution:

• Propose improvements: Identify inefficiencies and suggest data-driven solutions
• Think beyond your role: Consider how your work impacts other teams and company goals
• Anticipate needs: Don't wait to be asked—proactively address emerging challenges
• Share your perspective: Contribute unique insights from your fresh viewpoint

Lead Projects and Initiatives

This is the time to step into visible leadership roles:

• Volunteer to lead a team initiative or working group
• Mentor newer team members (if applicable)
• Present to leadership on your work or area of expertise
• Drive cross-functional collaboration on shared goals

Prepare for Long-Term Success

The first 90 days set the trajectory for your entire tenure:

• Document your achievements and impact (you'll need this for reviews)
• Establish ongoing development goals with your manager
• Build a personal brand as someone who adds value consistently
• Create systems for continued learning and relationship-building

Week-by-Week Breakdown: Days 61-90

Week 9: Strategic Contribution

• Lead your first team meeting or project update
• Propose a process improvement based on your observations
• Begin working on a significant project with clear ownership
• Expand influence beyond your immediate team

Week 10: Demonstrate Impact

• Complete a project that demonstrates measurable results
• Seek feedback from stakeholders outside your direct team
• Identify opportunities for the next quarter
• Begin positioning yourself for stretch assignments

Week 11: Build Your Brand

• Share knowledge through presentations or documentation
• Mentor or support colleagues where appropriate
• Establish yourself as a go-to person for your area
• Network with leaders in other departments

Week 12: 90-Day Review

• Schedule comprehensive review with your manager
• Present your accomplishments and lessons learned
• Discuss goals for the next quarter and year
• Align on development opportunities and career path

30-60-90 Day Plan Templates by Role Type

For Individual Contributors

Days 1-30: Focus on technical proficiency and understanding workflows

• Master all tools and systems used by your team
• Understand how your work integrates with others
• Complete all required training and certifications
• Build relationships with immediate team members

Days 31-60: Start delivering quality work independently

• Take ownership of regular responsibilities
• Contribute to at least one team project
• Document processes to improve team knowledge
• Seek feedback and iterate on your approach

Days 61-90: Demonstrate expertise and initiative

• Lead a project or initiative end-to-end
• Propose an improvement to existing processes
• Mentor or support newer team members
• Establish yourself as reliable and proactive

For Managers

Days 1-30: Assess the team and understand dynamics

• Conduct 1:1s with every direct report
• Understand team strengths, weaknesses, and goals
• Learn the history of team projects and decisions
• Build relationships with peer managers

Days 31-60: Establish your leadership approach

• Implement regular team rituals (stand-ups, reviews)
• Address any immediate performance or culture issues
• Set clear expectations and success metrics
• Begin shaping team strategy and priorities

Days 61-90: Drive results and demonstrate leadership

• Deliver on at least one significant team objective
• Propose improvements to team processes or structure
• Present team progress to senior leadership
• Develop and communicate a vision for the team

For Executives

Days 1-30: Understand the landscape and build alliances

• Meet with all direct reports and key stakeholders
• Assess organizational health and capability gaps
• Understand the competitive environment and strategy
• Build relationships with board members or senior leaders

Days 31-60: Develop your strategic point of view

• Identify 3-5 critical priorities for your function
• Make necessary organizational or personnel decisions
• Begin communicating your vision and approach
• Build your leadership team's alignment and capability

Days 61-90: Execute and demonstrate impact

• Launch at least one major initiative
• Present strategic plan to leadership and board
• Make visible progress on key priorities
• Establish credibility as a strategic leader

Common Mistakes to Avoid

Mistake 1: Trying to Change Everything Immediately

Fresh perspectives are valuable, but respect for existing context is essential. The processes you think are broken often exist for reasons you don't yet understand.

Instead: Document your observations, ask questions about the history, and propose changes collaboratively after building relationships.

Mistake 2: Working in Isolation

Many new hires focus so intently on proving themselves through work output that they neglect relationship building. This creates the perception of being unapproachable or not a team player.

Instead: Balance heads-down work with visibility. Attend team events, take coffee meetings, and make yourself available for collaboration.

Mistake 3: Not Asking for Feedback

Waiting for your 90-day review to learn how you're doing is too late. Small issues can compound, and opportunities for course correction are missed.

Instead: Request informal feedback weekly from your manager and colleagues. Ask specific questions like "What could I do differently?" or "What am I missing?"

Mistake 4: Overcommitting

Enthusiasm can lead to saying yes to everything, resulting in missed deadlines and burnout. This damages credibility more than declining appropriately.

Instead: Under-promise and over-deliver. It's better to excel at fewer things than to struggle with many.

Mistake 5: Neglecting Self-Care

The stress of a new job can lead to overwork, poor sleep, and burnout. Research shows that burnout reduces productivity by up to 63% ⁹.

Instead: Maintain boundaries, prioritize sleep, and build sustainable habits from day one. You're in a marathon, not a sprint.

How to Present Your 30-60-90 Day Plan

Whether you're using this plan proactively or your employer requests one, presentation matters.

Structure Your Document

1. Executive Summary: One-paragraph overview of your approach
2. Phase 1 Goals (Days 1-30): 3-5 specific, measurable objectives
3. Phase 2 Goals (Days 31-60): 3-5 contribution-focused objectives
4. Phase 3 Goals (Days 61-90): 3-5 leadership-focused objectives
5. Success Metrics: How you'll measure progress at each stage

Keep It Concise

Your plan should fit on 1-2 pages. Managers are busy—they need clarity, not comprehensiveness.

Make It Collaborative

Don't present a finished plan—present a draft for discussion. This shows humility and invites your manager's input, creating shared ownership of your success.

How AI Tools Can Accelerate Your Onboarding

Modern AI tools can significantly reduce the learning curve in your first 90 days:

• Research and preparation: Before starting, use AI to research your industry, competitors, and common challenges in your role
• Document comprehension: Summarize lengthy internal documents, policies, or project histories
• Meeting preparation: Get up to speed quickly on stakeholders and their priorities
• Communication assistance: Draft emails, presentations, and updates that match your company's tone

Tools like HiredKit can help you prepare for your new role by practicing common scenarios, refining your communication, and building confidence before critical conversations. The same AI that helps with job search can accelerate your success once you've landed the role.

Your First Week Checklist

Before diving into your 30-60-90 day plan, nail your first week:

• [ ] Complete all administrative onboarding (HR, IT, facilities)
• [ ] Set up your workspace, tools, and system access
• [ ] Schedule a goal-alignment meeting with your manager
• [ ] Get a list of key stakeholders to meet in weeks 2-4
• [ ] Understand your team's current priorities and projects
• [ ] Identify the communication norms (Slack? Email? Meetings?)
• [ ] Learn where to find important documents and resources
• [ ] Find out who to ask when you have questions

The Bottom Line

Your first 90 days are an investment in your long-term success. With 24% of new hires leaving within three months and only 12% of employees rating their onboarding as effective, those who take control of their own transition have a massive advantage.

The 30-60-90 day framework gives you structure when everything feels chaotic, clarity when expectations are ambiguous, and a track record of wins when it's time for your first review.

Remember: Companies with formal onboarding programs see 50% greater new hire retention ¹⁰. If your company doesn't provide that structure, create it yourself. Your career is too important to leave to chance.

The difference between new hires who thrive and those who struggle often isn't talent or experience—it's preparation. With a solid 30-60-90 day plan, you'll be ready to make an impact from day one.