The new hire was brought on to support broader team and company objectives. The template and example will set you on the right course, but here are a few more important things to remember as you hash out these plans with new team members. At least three new prospects in the pipelineĪ 30-60-90 day plan doesn’t need to be exhaustive and detailed in order to be helpful – it simply needs to give a new employee a clear understanding of what to do as they get started with your organization.Closed reorders with at least three existing customers.Passing grade on the Salesforce proficiency test.Establishing your own process for nurturing existing business.

Updating your own accounts in Salesforce.

Presentation from each of our major vendors.

One-on-one meetings with each of the sales staff.

Personal meetings and introductions to each of your key sales accounts.

Understanding our various vendors and suppliers.

Building rapport with the rest of the sales team.

Forging relationships with key sales accounts.

Surface level understanding of Salesforce.

Completed enrollment in benefits and other HR systems.

Detailed understanding of who does what on the team.

Navigating Salesforce system and processes.

Completing new hire enrollment and paperwork.

Learning about each department’s role and members.

Reviewing the employee handbook and company policies.

Position: Sales Development Representative If you’re looking for a starting point, here’s a helpful 30-60-90 day plan template and an example of what it can look like when you fill in the details.

You might need to update it as the employee gets up to speed or as plans change. The 30-60-90 day plan is a living document accessible by the employee, the manager, and the human resources department. So think of the 30-60-90 day plan as a high-level overview of what they need to work through – rather than an in-depth resource where everything is spelled out in detail. New hires are already buried under piles of paperwork, policies, and handbooks.

Success indicators: How will you and the employee know when they’ve been successful? What metrics do they need to meet, or what boxes do they need to check?.What are the expectations for each month? What should the employee work on? Goals or objectives : This is the meat of the plan.Setting an overall theme or focus for the month helps to provide some structure and clarity. Monthly vision or theme: Starting a new job involves an avalanche of information.A new sales hire might have specific sales targets to reach, while a new engineer might be focused on understanding the development environment or other learning objectives.Īt a basic level, a solid 30-60-90 day plan will cover: Exactly what’s included can run the gamut depending on the specific role, company, or industry. Much like any other career development plan, there isn’t a one-size-fits-all mold for a 30-60-90 day plan. This gives them an opportunity to establish trust, forge a solid bond, learn about each other, and ensure they’re on the same page about what the next few months will look like.Īfter the employee and manager complete the plan, they should store it in a place that’s accessible to both of them and also share it with human resources so that there’s a record of what was agreed upon. However, it’s most effective when it’s a collaborative effort between the employee and their new manager. This plan can be created by the employee’s manager, the employee themselves, or the human resources department. It details what the employee is expected to focus on as well as what they are expected to achieve by day 30, 60, and 90 of their employment. Best practices for designing a 30-60-90 planĪ 30-60-90 day plan is a written document that outlines the objectives and milestones for an employee's first three months with the company.It’s a lot – and a 30-60-90 day plan helps managers and new hires align expectations and tackle those crucial early days with a clear sense of direction. And that’s all before they touch any of their actual job responsibilities. They need to learn the systems and software. They need to be briefed on the company’s mission, vision, values, and policies. New hires need to learn who does what (and everybody’s name). While both the new employee and their manager are eager to reach the point of self-sufficiency and full productivity, there’s a steep learning curve to get there. Starting a new job feels a lot like drinking from a firehose.

90 day plan template for new job