how to build a 90 day business plan

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how to build a 90 day business plan

How to write the perfect 90-day plan

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Jamey Austin

Writer, Editor, Beard Puller

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  • A comprehensive 90-day plan doesn’t just set expectations for new hires, it makes them feel welcome and included.
  • Using the “buddy system” can make a 90-day plan even more effective.
  • Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve. There’s so much to absorb. So many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set that person up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a better sense of team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using the templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

5 science-backed team activities that will actually improve performance

5 science-backed team activities that will actually improve performance

What is a 90-day action plan.

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

Similar to  SMART goals , a 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and check points for follow-ups on their progress. 

At Atlassian, we view someone’s first 90 days as a period of learning, discovery, and relationship building. We don’t view this time as a probationary period during which someone must prove themselves or risk reprimand. Rather, the goal is to make people feel comfortable, informed, and confident.

69 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. Society For Human Resources Management

Ideally, a 90-day plan should:

  • Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
  • Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
  • Orient the new employee to company and team culture by emphasizing relationships and shared objectives
  • Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

  • How can you use this plan to help a new team member succeed?
  • What quick wins can they ship to gain momentum?
  • Who are the key stakeholders this person needs to know about?
  • Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
  • What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use the buddy system like we do at Atlassian. Buddies show new teammates the ropes, introduce them to other Atlassians, act as go-to people for the common questions that arise in the first few months of any new job, and generally help make the transition smoother.

Discover the 7 core leadership styles (and take our quiz to find yours)

Discover the 7 core leadership styles (and take our quiz to find yours)

The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to build a 90-day plan

Generally speaking, there are a few organizing principles to focus on. They’re based in time milestones, i.e. Week 1, Day 30, Day 60, Day-90 wrap up.

Consistent, frequent check-ins are very important, because throughout the plan, you’ll be defining goals for what should be learned or delivered. The power of spelling it all out can’t be overstated. It’s the difference between clarity and confusion or empowerment and ineffectiveness.

Here’s an example. It’s divided by outcomes and action items. These are suggestions, so feel free to tailor as you see fit.

90 plan pdf for employee onboarding

P.S. 90-day onboarding plans are good for your company culture

The practice of a 90-day plan has even more to offer than orienting someone to personal goals. It isn’t just a task list, it’s the foundation for working together, learning together, and understanding the team and company culture.

As mentioned above, at Atlassian we don’t view someone’s first 90 days as a trial period or proving ground. To the contrary, we encourage an emphasis on knowledge gathering and sharing, and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead – not less so.

Which is to say,  don’t overwhelm your newbies.

Regular check-ins, honest feedback (about systems, company habits, points of uncertainty), and the support of learning (and failing), set the groundwork for  open  communication. This is the bedrock of trust, which should underpin all team and company interactions.

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What is a 30-60-90 day plan?

6 benefits of a 30-60-90 day plan, when to use a 30-60-90 day plan, what to include in a 30-60-90 day plan, 30-60-90 day plan template for managers, 9 tips for creating a 30-60-90 day plan.

"The more I help out, the more successful I become. But I measure success in what it has done for the people around me. That is the real accolade." Adam Grant, organizational psychologist and BetterUp Science Board Advisor 

When it comes to setting your people up for success, a little help goes a long way. How are you setting up your workforce to reach its full potential ? 

Well, if you ask any leader, a lot of it comes down to helping your employees think strategically from the start. It’s beyond finishing a project, solving a problem, or completing the menial, day-to-day tasks.

Of course, the day-to-day duties help to get work done. But it’s also helping your employees connect their day-to-day to the larger purpose of work . Why does that purpose matter? How does their work connect to the organization’s goals, mission, or purpose? 

When I first started at BetterUp, my manager shared a fully fleshed-out spreadsheet and Google document as part of my 30-60-90 day plan. In these resources, there were targets to hit, milestones to reach, and tasks to complete. 

But more importantly than the line items was the sentiment: the strategy behind the 30-60-90 day plan helped to set me up for success. It was that extra mile to help out a new hire that allowed me to onboard successfully to my new role. And it was the help I needed to see the larger vision of how my work connected to organizational success , even if I didn’t fully know it yet. 

When we think about helping others around us be successful, having a plan is critical. In fact, 69% of employees are more likely to stay with a company for three years if they had a good onboarding experience.

Having a roadmap for the first three months can help your employees acclimate to the company culture. It'll also help them ramp up to the role and meaningfully connect with others — and ultimately lead to better performance.  

Sure, the plan might change. After all, we’re in a rapidly changing world where plans are often etched in pencil instead of stamped in pen. But if you’re hiring new employees or onboarding teammates, it’s important to give your workforce a sense of where you want to see them go. 

In this post, we’ll walk through what makes a good 30-60-90 day plan. We’ll also talk about the benefits of a good plan — and even give a template example to help you help your employees. 

Download The Connection Crisis: Why community matters in the new world of work

First, let’s understand what defines a 30-60-90 day plan. The 30-60-90 plan is a key part of a robust onboarding process . And in remote and hybrid work environments, the onboarding process is more important than ever. It’s critical that in these early days of onboarding, you’re building culture and connection with your new employees. 

A 30-60-90 day plan is a document or resource that outlines the goals and strategies for a new employee within the first 90 days. It serves as a guide, a resource, and a checklist for your new hires.

When a new employee joins your organization, there’s likely a stage of information overload. In the onboarding process, the employee absorbs a lot of information. They might be networking and setting up coffee chats with other employees. They’re probably in a good chunk of training sessions and other sorts of new hire workshops. 

Depending on how your organization runs the onboarding process, your employees are likely trying to ramp up in their new roles. At the same time, they're also soaking in everything they can about the organization. All while your employees are acclimating to the new role, they’re also making connections. Or, at least, they should be.

In short: it’s a lot. It can feel overwhelming to retain all the information a new hire receives. Sometimes, it can lead to confusion or misalignment on overall goals. 

But with a 30-60-90 day plan, you’re able to clearly outline the expectations you have for your employee. As a manager, it’s a useful resource and tool to help keep the onboarding process on track. It can also serve as an accountability tool, one where you can ensure your employees are meeting your expectations. 

Let’s talk more about what benefits come with a clearly outlined 30-60-90 day plan. 

30-60-90-day-plan-woman-shaking-hands-in-wheelchair

There are plenty of benefits to a 30-60-90 day plan, for both the employer and the employee. Here are six of our favorite benefits to consider. 

  • It helps optimize productivity  

It sets clear expectations 

  • It helps with goal setting  

It can help alleviate the new job jitters 

It empowers employees to self-manage their work , it serves as a reminder of priorities , it helps optimize productivity .

Ashley Ballard, social media manager, BetterUp, shared why a 30-60-90 day helped their productivity in the first three months of work. 

“I'm someone who benefits from an itemized list of expectations so that I’m not hindering my productivity by feeling anxious about my work product. It also keeps everyone on the same page about the meaning behind your role and how you will directly support team goals.” Ashley Ballard, social media manager  

As you’ll notice in some of these benefits of a 30-60-90 day plan, there’s a lot of overlap in what makes an employee productive. For Ashley, it’s clear expectations, alignment on the role, and clear communication about the priorities at hand. One could argue that all the benefits of a 30-60-90 day plan can contribute to overall increased productivity . 

It doesn’t get much clearer than getting a document of expectations in written form. At BetterUp, our 30-60-90 day plans come with a “checkbox” field to notch once you’ve completed the task at hand. 

Clear expectations can be hard to set, especially at the nebulous start of someone’s employment in a new role. But with a 30-60-90 day plan, you’re able to clearly outline your expectations as a manager. 

It helps with goal setting 

On my 30-60-90 day plan, I had a list of more administrative or mundane tasks. For example, I needed to upload my information into our HR management system. I needed to review the necessary policies and documents. I needed to set my email signature with the appropriate information. 

But it also outlined higher-level objectives. As a marketer and writer, I needed to learn the BetterUp voice, tone, and perspective. My manager clearly outlined blogs and resources that I could read, practice assignments that I could take on, and even some videos to watch. In fact, one of my goals was to write a blog within 30 days. 

Many of the new hire checklist items served as foundational tasks to get to me my goal. And by providing me with all the information at once, I could more easily connect the dots to the “why” behind some of the work I was receiving, too. 

Have you ever started a new job and not really know what you’re supposed to do with yourself? 

In my last job, I attended a half-day new hire orientation . I still remember going back to my desk upstairs, meeting my new manager, sitting down, and logging into my computer. I played around with my systems and got myself set up on my laptop. But after about an hour, I found myself spinning my chair around to my new boss and asking if I could help with anything. 

Frankly, I had no idea what I was supposed to be doing with myself. I felt that instant anxiety of not contributing anything meaningful, even though it was just my first day. 

There’s a lot of inherent pressure, stress, and anxiety that comes with starting a new job. New job anxiety is totally normal. It happens to all of us.

No matter how great we felt through the hiring process , on top of the world with our offer letter, as the new kid you can feel at loose ends pretty quickly. You waste time in self-doubt or doing unimportant tasks to look busy and loose confidence and momentum. But one way to help alleviate the jitters your employees are feeling is by giving them a plan. 

Ashley Strahm, content marketing manager, BetterUp, shared why she finds having set milestones in place can help reduce anxiety . 

“I’ve come to experience onboarding as a time where folks are the most hungry, curious, enthusiastic, and eager to please. Having a plan with milestones from the outset means that none of the initial emotions that come with starting a new job overwhelm or cause scattered or inefficient outreach — and anxiety about performance."  Ashley Strahm, content marketing manager

Without a 30-60-90 day plan, you couldn’t possibly have made the connections or digested the right resources to help quell those productivity nerves. And without it, you risk a big loss. Those early days are when new hires have the freshest eyes. It’s the best and most optimal opportunity to ask your new hires to observe and provide feedback. 

I’ve never heard of a manager that wants to hold their employees’ hands through every project. Sure, there are micromanagers who like to stay close to their employees’ work. 

But at BetterUp, we’re big believers in giving employees autonomy to self-manage their work. We talk about this in the context of some of our high-impact behaviors: extreme ownership, bias toward action, craftspersonship, and work to learn. 

30-60-90-day-plan-employee-at-work-smiling

Managers also need their time to focus on high-impact work and priorities. So when it comes to onboarding a new employee, it’s not plausible to walk your new hire through everything they need to know. And if you were to do so, it certainly wouldn't set them up for success. 

A 30-60-90 day plan empowers your employees to self-manage their work. By leveraging a 30-60-90 day plan as part of your onboarding strategy, you’re giving your employees autonomy to build their own schedules. It helps give them the roadmap but how they get to the final destination is up to them. 

Hand-in-hand with self-management comes managing priorities. We all know that work is busy. As your employees become more acclimated to the role, it’s likely their workload is gradually increasing. 

But with a 30-60-90 day plan, your employees are reminded of their priorities. And it’s on your employees to manage their priorities effectively, which is a good life and work muscle to flex. 

So, you might be wondering when to use a 30-60-90 day plan. When is it most effective? What situations will it have the most impact? Let’s dig in. 

30-60-90 day plan for an interview 

Job seekers, this is for you. If you want to knock the socks off a potential employer, consider putting together a 30-60-90 day plan for your interview. Even if it’s just an informational interview , you can show how you’d approach your first 90 days on the job. 

For example, let’s say you’re interviewing for a sales position. From the job description and from your informational interview, you know what markets you’ll be focused on. You also know about some target accounts and have a good sense of the industry.

While you might not know exactly what you are going to be doing, you have a good idea. You’ve worked in software sales for a while, enough to know how to approach breaking into a new market. 

So, you decide to come up with a proposed 30-60-90 day plan. You put together a rough sketch in a Google sheet about what you would focus on in your new role . 

30-60-90 day plan for a new job

More commonly, 30-60-90 day plans are used in the onboarding process. This is useful for both hiring managers and employees. For example, at BetterUp, I received my 30-60-90 day plan on my first day of employment. It helped to set expectations about what I would be focused on for the next three months. 

But some companies also use 30-60-90 day plans for things like performance reviews or even lateral moves within the organization. You can also use 30-60-90 day plans for project-based initiatives. 

First, it’s important to understand that 30-60-90 day plans should be personalized based on the employee. For example, a new employee in an entry-level position will probably have a radically different plan than that of a new executive. 

And 30-60-90 day plans for managers are going to look different than plans for individual contributors. There are nuances to these sorts of plans because of job responsibilities, work goals , expectations, and experience. 

But generally speaking, we can outline four key components of a 30-60-90 day plan. 

Expectations and concrete goals 

Go-to resources and information .

  • New hire checklist or to-do list  
  • Company mission, culture, the purpose of work  

Every 30-60-90 day plan should have clear expectations and concrete goals. As a manager, it’s important to clearly communicate the expectations you have for your employees. For example, my manager has created a couple of documents that very clearly outline the expectations of her employees. 

Oftentimes, expectations serve as the foundation for your working relationships. As part of my 30-60-90 day plan, my manager also asked about my expectations. In a lot of ways, it’s a two-way street.

I filled out a document that outlined my preferred working style, my communication style, and how I  resolve conflict . It helped both parties to essentially get a good sense of how the other works. 

Along the same vein of expectations are goals. My manager expressed some clear goals that she wanted me to reach within my first 90 days. But I also had the opportunity to think about my own personal goals and what I wanted to accomplish.

Together, we iterated on the plan to come up with an action plan. Some of these goals can ladder up to other big milestones that you’d like to have your employees reach along the way. 

30-60-90-day-plan-woman-shaking-hands-with-man

The world of work is a complex one. Especially in today’s day and age, there’s a lot of information that’s probably changing rapidly. 

For example, is your workforce hybrid or remote? What sort of COVID-19 guidelines are in place? How do you submit your expense reports or ask for time off? What systems does your organization use for benefits ? What employee resource groups or culture programs does your organization have? 

A 30-60-90 day plan is a good one-stop-shop for all the resources your new hire will need. It’s a great reference and resources with a wealth of information (and can help your employee become more self-sufficient, too). 

New hire checklist or to-do list 

When an employee joins a company, there are a lot of “tasks” that need to be done. For example, I needed to enroll in my benefits and 401K. I needed to upload my personal contact information into our human resources management system. I needed to upload my Slack photo and put my preferred pronouns on my email signature and Slack profile. 

A 30-60-90 day plan is a great place for all of the one-off tasks that every new hire needs to complete. It also helps keep your employees on track with all the administrative and HR tasks needed within the first couple of months of employment. 

Company mission, culture, and purpose of work 

Last but certainly not least, your employees need to understand the purpose of work. This likely won’t “click” fully in the first 30 (or even 90) days. But it’s important to start drawing connections between their work and the company’s vision early on. 

In a recent Forbes article, Great Place to Work® released new data around employee retention . One of the top drivers? Purpose. In fact, employees at top-rated workplaces in the US reported that if they feel their work has a purpose , their intent to stay at said companies triples.

Don’t dismiss the role that purpose plays in your organization. At BetterUp, we’re on a mission to help everyone everywhere live with greater purpose, clarity, and passion . This can only happen if employees understand their purpose and the role of their work in the company’s mission. 

We’ve created a free draft 30-60-90 day plan template to use for managers. Access the draft template and start using it today. 

Download the 30-60-90 day template

30-60-90 day plan for interviews

As mentioned earlier, there are some situations where an employee may prepare a 30-60-90 day plan as part of an interview. Or, perhaps as part of your company’s hiring process, you ask job applicants to put together their plans. 

With these elements, you’ll be sure the candidate is ready to hit the ground running. Here are some key components you should look for in a job applicant’s 30-60-90 day plan: 

  • Short-term goals (generally achievable, time-bound goals)
  • Long-term goals (that are also measurable goals)   
  • Establishing metrics for success 
  • Outlined priorities (especially for the first week) 
  • Learning new processes 
  • Meeting the new team and team members 
  • Any learning goals (or professional development goals ) 

Of course, your 30-60-90 day play is going to be catered to each individual. We’re all human with different responsibilities needed. Keep these nine tips in mind as you put together your 30-60-90 day plans. 

  • Set SMART goals  
  • Consider what you want your employee to prioritize 
  • Encourage professional development  
  • Encourage reflection time 
  • Outline goals into months: first month, second month, third month 
  • Ask for input from your employees and direct reports 
  • Promote ongoing learning about the company culture and purpose 
  • Adjust (and readjust) as needed 
  • Follow-up on the progress 

You can always work with a coach to help outline what might be needed in your 30-60-90 day plan. A coach will have a wealth of experience in the field and an objective, third-party perspective. With guidance from BetterUp, you can ensure you’re setting up your people for success.

connection-crisis-download-the-report

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How to make a presentation interactive and exciting

Books to grow with in 2022, so you want to be your own boss here's how to do it right, ready for a fresh start 7 best jobs for a career change, 10 examples of principles that can guide your approach to work, take the initiative: a how-to guide in 10 steps, what is networking and why is it so important, the power of professional learning communities, getting a new manager how to (stop panicking and) make the most of it, similar articles, employee onboarding: how a great start leads to great results, how to create a work plan (with template), how to create the perfect onboarding checklist for new hire employees, write a performance improvement plan (pip) that really works, 30 leadership feedback examples for managers, your 6-step guide on how to make an action plan for management, 4 easy ways to make one-on-one meetings more meaningful, strategic plan vs. work plan: what's the difference, new hire job orientation: 5 ways to set employees up for success, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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The Best 30-60-90 Day Plan for Your New Job [Template + Example]

Erica Santiago

Published: December 06, 2023

I remember my first day at HubSpot. I was so nervous and had a million concerns swimming around in my head.

A man organizes sticky notes in front of a calendar as he maps out a 30-60-90 Day Plan

Will I adapt to my new job? How long will it take for me to get the hang of things? Can I manage the workload and maintain a good rapport with my coworkers?

Fortunately, my outstanding manager at the time prepared a comprehensive checklist to be completed over a few months, and it helped me slowly but steadily adapt to HubSpot. Fast forward a few years, and I'm a rockstar at my job.

The checklist was called a 100-day checklist, but it followed the rhythm of a typical 30-60-90 Day Plan.

A 30-60-90 Day Plan, or something similar, is imperative to the success of a new employee as it helps them set and reach attainable goals and acclimate to their new position.

To help set your new employee, or yourself, up for success, here's what you need to know about crafting the best 30-60-90 Day Plan.

Download Now: Sales Training & Onboarding Template [Free Tool]

30-60-90 Day Plan

A 30-60-90 day plan lays out a clear course of action for a new employee during the first 30, 60, and 90 days of their new job. By setting concrete goals and a vision for one's abilities at each stage of the plan, you can make the transition into a new organization smooth and empowering.

Learning the nuances of your new role in less than three months won't be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.

You‘d write a 30-60-90 day plan in two situations: during the final stages of an interview and the first week of the job. Here’s how each type can be executed:

how to build a 90 day business plan

Free Sales Training Template

Use this template to set up a 30/60/90 day sales training and onboarding plan.

  • 30/60/90 Day Goals
  • People to Meet
  • Feedback/Review Process

You're all set!

Click this link to access this resource at any time.

30-60-90 Day Plan for Interview

Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire.

As a candidate, this would sometimes confuse me in the past, but I now understand they just want to see if a potential hire can organize their time, prioritize the tasks they likely take, and strategize an approach to the job description.

For a new hire, a well-thought-out 30-60-90 day plan is a great way to help the hiring manager visualize you in the role and differentiate yourself from all other candidates.

But how can you outline your goals before accepting a new job? How are you supposed to know what those goals are? I've found that starting with the job description is an excellent stepping stone.

Typically, open job listings have separate sections for a job‘s responsibilities and a job’s qualifications. Work to find commonalities in these two sections and how you might turn them into goals for yourself.

Then, stagger those goals over three months.

For example, let‘s say a job requires three years of experience in Google Analytics, and the responsibilities include tracking the company’s website performance every month.

I would use these points to develop an action plan explaining how:

  • I‘ll learn the company’s key performance metrics (first 30 days)
  • Strengthen the company's performance in these metrics (next 30 days)
  • Lead the team toward a better Google Analytics strategy (last 30 days)

30-60-90 Day Plan for New Job

The second situation where you‘d write a 30-60-90 day plan is during the first week of a new job, which I highly recommend whether you’re a new employee or a manager working with a new hire.

If you're the hiring manager, this plan will allow you to learn how the new employee operates, address their concerns or preconceived notions about the role, and ultimately help them succeed.

If you‘re starting a new job and are not asked to craft a 30-60-90 day plan during the first week of that job, it’s still a good idea to write one for yourself.

A new position can feel like a completely foreign environment during the first few months, and having a plan in place can make it feel more like home.

Even though 90 days is the standard grace period for new employees to learn the ropes, it's also the best time to make a great first impression.

How long should a 30-60-90 day plan be?

While there's no set length for a 30-60-90 day plan, it should include information about onboarding and training, set goals that you're expected to hit by the end of each phase, and all the people to meet and resources to review in support of those goals. This can result in a document that's 3-8 pages long, depending on formatting.

The purpose of your plan is to help you transition into your new role, but it should also be a catalyst for your career development.

Instead of just guiding you over your job's learning curve, the goals outlined in your plan should push you to perform up to your potential and raise the bar for success at every stage.

HubSpot's Senior Manager of Content (and my former manager) Meg Prater suggests having a solid template for your plan that allows it to evolve.

“Anytime I onboard someone, I review all training docs and ensure they're up to date,” she says. “I also ask for feedback from the folks on the team who have most recently been onboarded. What did they like? What didn't work for them?”

She also says moving the plan to a more interactive platform proved to be helpful to new employees.

“One of the most helpful shifts we've made recently is moving our 30-60-90 plan (or 100-Days Plan) from a static Google Doc to Asana,” she says. “The plan is organized by week, and each task contains relevant readings and links. It's much easier for folks to move through, and it gives me better insight into where folks are in the plan.”

Meg onboarded me when I started at HubSpot, and I can confirm that my checklist in Asana was a game-changer because it helped me stay on task and visually track my progress.

The checklist below isn‘t mine, but it’s one she set up and follows the same format as the one she created for me.

Free 30/60/90 Day Onboarding Template

Fill out the form to get the template., parts of a 30-60-90 day plan.

An effective 30-60-90 day plan consists of three extensive phases — one for days 1-30, one for days 31-60, and one for days 61-90.

Each phase has its own goal. For example, the goal in the first 30 days is to learn as much as possible about your new job.

The following 30 focus on using learned skills to contribute, and the last 30 are about demonstrating skill mastery with metrics and taking the lead on new challenges.

Each phase also contains components that help define goals and describe desired outcomes. These parts include:

The primer is a general overview of what you hope to achieve during the current 30-day period.

I prefer sitting down with my manager to pinpoint a primer that aligns with my goals and desired company outcomes, and I encourage you to do the same.

This ensures you and your manager are on the same page about expectations early on in your journey with the company.

The theme is a quick-hitter sentence or statement summarizing your goals for the period. For example, your theme might be “find new opportunities”, “take initiative,” or “be a sponge.”

Learning Goals

Learning goals focus on skills you want to learn or improve to drive better outcomes at your job. For example, if you're responsible for creating website content at your company, you should learn new HTML or CSS skills .

At the start of my career with HubSpot, some marketing trends and jargon were unfamiliar, and I wasn‘t used to the company’s writing style.

As a result, my learning goals as a new blogger were to become more well-versed in marketing and to adapt to HubSpot's writing style.

Performance Goals

Performance goals speak to specific metrics that demonstrate improvement. These include making one more weekly content post or reducing the revisions management requires.

For example, I was only writing one article per week when I started HubSpot, but it was my performance goal to be able to write multiple articles by the end of 30 days.

Initiative Goals

Initiative goals are about thinking outside the box to discover other ways you can contribute. This might mean asking your manager about taking ownership of new website changes or upgrades with a specific deadline in mind.

Personal Goals

Personal goals focus on company culture — are there ways you can improve relationships with your team members or demonstrate your willingness to contribute?

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How to Create a 30 60 90 Days Plan: Ultimate Guide with Examples

Kate williams.

16 November 2022

Table Of Contents

  • What is a 30 60 90 Day Plan?
  • What are the Benefits of Creating a 30 60 90 day Plan?

Elements You Need to Create a 30 60 90 Day Plan?

A specific focus, top priorities, smart goals, smart goal: specific, smart goal: measurable, smart goal: achievable, smart goal: realistic, smart goal: timely.

  • How to Create a General 30 60 90 Day Plan?
  • Example of a 30 60 90 Day Plan

30 60 90 Days Sales Plan Example

  • 7 Tips to Create an Actionable 30 60 90 Day Plan
  • Wrapping it up..

Wondering how to create a 30-60-90-day plan to achieve your goals during the first 90 days at your new company? Well, when you land a new job, or when you want to create a business strategy, you feel like you’re on top of the world.

But, this excitement starts to fade once you realize you don’t have a plan to manage your work. You’ll be surprised to know that more than  80% of small business executives don’t have a strategic plan. 

Hopefully, there is a way to create a goal-oriented plan to complete all your work and achieve the right success. It’s popularly known as a 30 60 90 day plan (for employees) or a 30 60 90 business plan(for businesses).

This plan will help you gather information, master new responsibilities, and leave an impact in your professional space. Are you a newbie trying to create a 30 60 90 day plan for your business? Don’t worry! Here’s everything you need to know about a 30 60 90 day plan and how to create one.  

What is a 30-60-90-Day Plan? 

A 30-60 90-day plan is a plan most  businesses and sales managers use and follow to create tangible goals.   You can set goals and structure time with a 30-60-90 plan. Anyone can make these goal-oriented plans to keep track of their progress or to learn something. 

An amazing thing about this plan is that it can be applied to any team, task, or organization. For example, you can create a:

  • 30 60 90 sales plan – for sales managers and executives
  • 30 60 90 business plan – for SMBs or SMEs
  • 30-60-90 plan for managers and team leaders
  • 30 60 90 plan for a new job or an interview

If you are a new employee, setting a 30 60 90 days plan can help you set realistic goals to run smoothly. A quick heads up for the new employees: You can create a 30 60 90 days plan either d uring the final stages of an interview process or during the first week of the job.

What are the Benefits of Creating a 30 60 90 Plan?

  • It shows how focused and serious you are about your role within a company.
  • The 30 60 90 days plan represents how committed you are to contributing to the development of your company.
  • The plan will help you realize and understand your responsibility clearly.
  • The goals you’ll set will ensure your actions will be productive and timely.

Before going further, you may want to know about the elements of a 30 60 90 day plan. Like its name, you have to create a plan into three chunks- 30, 60, and 90 days.

In each 30-day phase, you’ll require: A Specific focus, Top priority, SMART Goals, and Success Metrics.

Before that, things will be smooth if you have an oven-ready template for this.

Here’s a ready-to-use first 30 days in a new job template.

Sign up for FREE to create a similar 30 60 90 plan template!

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You can’t create an actionable plan without a specific focus. If you are a business owner, your focus for the first 30 months should be on learning. You can focus on working towards your goal for the second month. For the final month, your primary focus should be to become a leader.

Similarly, your 30-60 90-day plan focus will revolve around learning, planning, contributing, and finally executing if you are a new employee. However, you can change your focus based on your job role or the company.

Your priorities should always be broader than your goals and more specific than your focus. Within this 30-60-90-day phase, you have to determine your top priorities. Your top priorities could include learning your company’s internal process, completing your role, finding solutions to resolve the company’s problems, etc.

87% of the people fail to gain success because their goals are not SMART. Setting SMART goals and having a well-put 30 60 90 business plan helps you fulfill your priorities with clear motivation and focus. SMART stands for Specific, Measurable, Achievable, Realistic, and Timely. Once you are all set with your priorities, set SMART goals to achieve success.  

Here’s How You Can Create a SMART Goal-

Ask yourself the five ‘W’ questions to set specific smart goals. These questions are-

  • Who:  Who is part of this goal?
  • What:  What do you need to achieve?
  • Where:  Where it will take place? Are you going to target a geographical or digital location?
  • When:  When can you achieve this goal?
  •  Why: Why these goals are important, and why do you need to achieve this? 

For example, a goal would be “I want to be healthy.” A more specific goal would be “I want to start jogging and work out to be more healthy.”

Without measuring criteria, you won’t be able to track your progress.  80% of businesses admitted that their goals are specific and measurable. To make your business goals measurable, ask yourself the following questions:

  • How much/many?
  • How would you know if you have fulfilled your goals or not?
  • What will be the indicator of your performance progress?

For example, “I want to start jogging and work out every day to lose five pounds from my body.”

You must achieve the goals you set. If your goal isn’t attainable or achievable, then it’s not a SMART goal. Make sure to ask yourself these questions:

  • Is this goal achievable?
  • Do you have all the required resources to achieve this goal?

A SMART Goal should be realistic enough for you to achieve it. Ask these questions:

  • Is the goal realistic?
  • Do you have the proper resources to achieve the goal on time?

For example, “I want to lose five pounds within two months.” – This is a realistic goal. “I want to lose five pounds within two days.”- Unrealistic goal.

You have to make your goal time-bound to fulfill it successfully. Ensure your goal has a deadline. If you follow a start and end date, there will be no longer urgency or low motivation to achieve the goal. To set a timely goal, ask these questions to yourself:

  • Does your goal come with a deadline?
  • When do you want to achieve this goal?

For example, “I will start jogging and workout from the 1st of September, and I will lose five pounds by the end of November.” It’s best to break down your SMART goals into three categories: Learning, Performance, and Personal goals. 

Learning Goals

To set a clear learning goal, you can ask these questions to yourself-

  • What skills or knowledge do I need to learn to achieve success?
  • How can I gain those learnings and skills?

Performance Goals

These goals should only focus on things you want to fulfill as a part of your business plan or new job role. You can set the performance goals by asking yourself this question:

  • What progress can I make within the 30-60-90-day period?

Personal Goals

You can set personal goals to build a good relationship with your company or business team. Setting a personal goal will help you to find your position within the company. You can create personal goals by asking yourself:

  • With whom do I have to build relationships?
  • Who are the key people I should network with?
  • How can I create credibility, and trust and foster those relationships?

For each specific goal you made for the 30 60 90 days plan, you’ll need at least one metric to determine progress. For each 30 days goal, set a success metric for yourself that’ll track your improvement. 

You can ask yourself questions to set a success metric. For example, “What is success for me, and how will I measure it?”

How to Create a General 30-60-90-Day Plan?

  • Create a 30 60 90 day Plan Template:  First draft a template (one example is included in this post) to create your 30 60 90 day plan. You’ll get free templates from websites like  HubSpot   and  Pinteres t. 
  • Set Goals:  Decide and categorize SMART goals (learning, performance, personal goals) to make a list on your template.  
  • Set 30-Day Target:  The first 30 days of your new job or business will revolve around learning about the company.
  • Set 60-Day Target:  Implement your learnings from the first 30 days to understand your responsibility in the company.
  • Set 90-Day Target:  The last 30 days will be about leading a team. Use the knowledge you gained during the first 60 days to lead a team confidently. 

Here’s an Example of One Such 30-60-90-Day Plan

Your 30-60 90-day business plan will depend on your work purpose and priority. You can follow the below-mentioned 30-60 90-day plan template to learn how to create an organized business plan.

30 Days (First Month): Focus on Learning

The 30 days of the first month of our 30-60 90-day business plan will entirely be for your learning cycle. During this time, you will learn about the company, your part, and your position in the company. You will learn about your goal and activities within the company.

If you are already working in a company and seeking a promotion, creating a 30-60 90-day business plan won’t be a headache for you. If you are a newbie using a business plan can be a little tricky. You can resolve this by asking your company’s managers and colleagues some questions to create an outline for the plan.

60 Days (Second Month): Plan to be a Worker

In the second month, you have to start implementing the learnings you gathered during the first 30 days of your business plan. You can start working on your goal by using the learning from the first 30 days.

When you try to hone a new skill, you should accept criticism. In this stage, you should seek feedback from your superiors and colleagues. It can be via an online survey as well. In this second month, you can work on landing New clients and working on your weekly goals!

To create intriguing online surveys, you can sign up for SurveySparrow for free.

90 Days (Third Month): Plan to be a Leader

In the final month of your 30-60 90-day business plan, you should be confident about your responsibility and role in the company. In this final month, you will understand how your company runs, your duty, how one thing impacts another, etc.

You would also understand how realistic changes can benefit your company and co-workers. In this phase of your 30 60 90 days business plan, you will take the lead in performing tasks. You will handle essential projects and communicate with your colleagues to bring progress within the company.

Here is a template of  a 30 60 90 days sales plan  for a sales representative. If you want to inspire what goals you should set, consider this plan as your savior!

First 1-30 Days 

Focus:  Learning

  • Learn about your role on the business team and the whole company
  • Understand the expectations your company has for you
  • Learn how the company’s internal and external process works
  • Explore the challenges your company is currently facing

Learning Goals 

  • Please read all the information about the company from its drive or wiki-page
  • Gather articles and reports from the manager to learn more
  • Get access to the company’s emails, CRM platforms, task management platforms
  • Ask for the manager’s recommendation to learn about the leads and clients

Performance Goals:

  • Complete your responsibility like making sales calls to clients
  • Ask for feedback from your manager about your performance

Personal Goals:

  • Meet and network with your managers and co-employees
  • Set up meetings to introduce yourself

Second 31-60 Days

Focus:  Performing

  • Learn how to make a profound impact on the company
  • Learn how to complete your duty with full potential
  • Conduct online training or course to know how to manage CRM platforms
  • Listen to sales calls and document what you’re learning and observing
  • Make sales calls to potential prospects and clients
  • Ask a co-worker or manager to give you feedback about your sales calls
  • Listen to your own sales calls and take notes on how can you make improvements
  • Set meetings with clients or people from the company you haven’t met yet (Ask for lunch or coffee).

Final 61-90 Days

Focus:  Leading

  • Start practicing leadership skills
  • Make goals for the rest of the year
  • Present your personal sales strategy
  • Lead a conference, or development session professionally
  • Write your sales strategy
  • Develop a relationship with clients that results in sales
  • Prepare a well-research sales strategy
  • Lead sales meetings with your co-employees
  • Represent your sales ability in front of your co-employee and manager

Use this 30-60 90-day  plan as an example or template to understand how to create your own sales or business plan. You might need to create online surveys to understand market strategies, employee preferences, and customer feedback  and make a complete plan. SurveySparrow can be your go-to platform for all your online survey needs, business goals and communication, aligned workflows, customer feedback, and employee satisfaction .  

7 Tips to Create an Actionable 30 60 90 Day Plan 

1. Don’t create vague goals. When you create your own 30 60 90 days plan, make sure to think about your overall priorities. Before creating your 30-60 90-day business plan, learn why the company is hiring you. And create your priorities based on that.

For example, if you are getting hired for a senior-level job role, your responsibility will be to lead a team or resolve the company’s problem. Based on this responsibility, you can create your specific SMART business goal . 

2. Asking questions is a crucial thing to creating a specific and realistic goal. Whether you are a new employee or still in the interview phase, ask questions. You can ask your managers or new co-employees about the company and your role. It will help you to create more clear priorities in your 30 60 90 days plan.

3. Make the plan short and skimmable. Don’t write one-two page long extended plans in the 30-60-90-day plan template.

4. Avoid any misinterpretation of your plan by making it specific. Use the date, time, and numbers to make it a SMART goal.

5. Always have a growth mindset while following a business or sales plan. If anything goes wrong or not according to the plan, learn from the mistakes.

6. Developing a healthy relationship with your co-workers, clients, and potential leads is a key factor in your 30-60 90-day plan. If you are a new employee, always look for setting several meetings with your managers, colleagues, clients, potential leads, etc. You’ll get a fair share of experience this way.

For instance, ask questions to know more about them, the company culture, processes, challenges, and other relevant questions. 

7. It’s essential to decide how you’ll measure your success. Some success metrics are quantifiable, for example –  Revenues . And some are qualitative, for example,  customer feedback . Try to use qualitative metrics to measure your success.

Wrapping Up

Your 30-60 90-day plan is a conversational tool you should swear by to bring growth and development for you and your company. This plan will include a specific timeline, objective, and SMART goals to measure success.

The plan will help you understand your responsibility within your company. You will be able to show your skills better and be really productive.  Learning new work roles in just three months can be a hassle! But with our 30-60 90-day plan guidelines and examples, you’re all set to tackle the responsibilities in your new job role.

Happy planning! 

Content Marketer at SurveySparrow

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Teamflect Blog

The Best 30-60-90 Day Plan Templates + Examples of 2023

how to build a 90 day business plan

Don’t you just love it when a plan comes together? We all have a bit of Hannibal inside of us after all. We’re referring to the A-Team and not the Silence Of The Lambs of course. Don’t break out the cianti just yet!

All jokes aside 30-60-90 day plans are amazing performance management tools for large teams and individuals alike. Creating a 30-60-90 day plan ranks among the top best practices when onboarding new hires or promoting existing team members to new roles.

This week, we wanted to provide you with helpful tips on how to write 30-60-90 day plans, alongside helpful 30-60-90 day plan examples and effective 30-60-90 day plan templates! So what are we waiting for? Let’s get right to it!

A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal setting template as well! Don’t worry, just fire this up on a separate tab:

9 Free Goal Setting Templates.

Table of Contents

What is a 30-60-90 day plan?

A 30/60/90 plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your company.

It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

The First 30 Days

During the first 30 days of your new role, your primary focus is usually on getting settled in and learning the ropes. While some could liken this section of the 30-60-90 day plan to the honeymoon phase, completely full of sunshine and rainbows, it does come with some getting used to.

You may find yourself spending time getting to know your team, understanding the company culture and values, and familiarizing yourself with the processes and procedures of your new job.

This period might also be the timeframe when you begin to identify potential challenges and opportunities for improvement, which you can address in the upcoming phases of your plan. This also happens to be a great time to start exchanging positive feedback with your team and boost morale alongside employee engagement .

The First 60 Days

As you move into the 60-day phase of your plan, your focus may shift towards executing key projects and making meaningful contributions to the organization.

You should definitely begin to take ownership of specific initiatives, work collaboratively with colleagues to achieve shared goals, and implement new ideas and strategies that align with the company’s objectives.

Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership.

Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.

If you are looking for some fresh HR-related initiatives: Best HR Initiatives of 2023

The First 90 Days

By the time you reach the 90-day mark, your goal is to have established yourself as a valuable contributor to the company. You should have a clear understanding of your job responsibilities, your team dynamics, and the organization’s priorities.

Having a complete grasp of how everything around you works brings with it a certain amount of confidence that should really impact your performance.

You should also be able to demonstrate your ability to achieve results, innovate, and adapt to changing circumstances by now. After all, you are now a full-fledged member of the team!

Reviews after each checkpoint

Conducting 30 60 90 day reviews after each checkpoint is the best practice when it comes to an effective onboarding process . If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.

You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.

Wandering how you can conduct 30 60 90 day reviews inside Microsoft Teams? Here is a nifty little tutorial!

30-60-90 Day Plan Examples:

Example 1: 30-60-90 day plan for a sales manager:.

30 Day Plan:

  • Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
  • Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
  • Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.

60 Day Plan:

  • Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
  • Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
  • Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.

90 Day Plan:

  • Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
  • Implement sales training: Implement sales training program and track team members’ progress against development goals.
  • Measure success: Develop metrics to track the success of new strategies and training programs. Share progress with the team and celebrate successes.

Example 2: 30-60-90 Day Plan For a Marketing Manager:

30 Day Plan :

  • Meet with team members and key stakeholders to understand the current state of the marketing department, the key challenges and opportunities, and the short and long-term goals.
  • Conduct a thorough analysis of the company’s current marketing strategy, including customer segmentation, brand positioning, and market trends.
  • Develop a deep understanding of the company’s products, target market, and competitors.
  • Review the marketing budget and allocate resources according to the priorities of the business.
  • Identify areas for improvement in the marketing plan, such as optimizing the company’s digital marketing campaigns, improving the customer journey, or streamlining the sales funnel.
  • Begin to develop and implement new marketing initiatives that align with the company’s goals and objectives.

60 Day Plan :

  • Build a strong relationship with the sales team to better understand their needs and how marketing can support them.
  • Identify and prioritize key marketing projects that will have the most impact on the company’s growth.
  • Analyze the company’s marketing metrics and use the insights to refine the marketing strategy and make data-driven decisions.
  • Optimize the company’s website, social media channels, and other digital assets to improve lead generation and customer engagement.
  • Develop and execute a content marketing plan that aligns with the company’s messaging and brand voice.
  • Explore new marketing channels and tactics to expand the company’s reach and build brand awareness.

90 Day Plan :

  • Evaluate the impact of the new marketing initiatives and adjust the strategy accordingly.
  • Collaborate with other departments to ensure alignment on messaging and branding.
  • Develop a plan for ongoing measurement and analysis of marketing performance.
  • Finalize the marketing budget for the upcoming year and ensure that it aligns with the company’s goals and priorities.
  • Evaluate the marketing team’s performance and identify opportunities for professional development and growth.
  • Present a summary of accomplishments and plans for the future to the leadership team.

Example 3: 30-60-90 Day Plan for a Human Resources Manager

  • Get to know the company culture and values: Meet with key stakeholders, including the CEO, senior leadership, and department heads, to understand the company’s mission, vision, values, and culture.
  • Evaluate existing HR policies and procedures: Review the current HR policies and procedures to identify areas for improvement or updating. Meet with HR staff and other department heads to get their feedback on what’s working and what’s not.
  • Develop relationships with staff: Schedule one-on-one meetings with all HR team members to get to know them and understand their roles. Meet with other key staff to understand their needs and expectations of HR.
  • Assess staffing needs: Work with department heads to identify staffing needs and develop a plan for recruiting and hiring new employees.
  • Develop an HR strategy: Based on the information gathered, develop a comprehensive HR strategy that aligns with the company’s goals and objectives. Research current HR trends and create a strategy that is up to date.
  • Implement HR strategy: Begin implementing the HR strategy, including changes to policies and procedures, and start recruiting new staff members.
  • Develop and conduct training programs: Develop and conduct training programs for HR staff and other employees on topics such as performance management, diversity and inclusion, and employee relations.
  • Improve employee engagement: Develop and implement initiatives to improve employee engagement, such as employee recognition programs, regular feedback sessions, and career development plans.
  • Review compensation and benefits: Review the company’s compensation and benefits packages to ensure they are competitive and in line with industry standards.
  • Conduct a compliance audit: Review HR analytics software and procedures to ensure compliance with federal and state regulations.
  • Evaluate HR initiatives: Evaluate the effectiveness of HR initiatives implemented during the first 60 days and make any necessary adjustments.
  • Develop long-term HR goals: Work with the senior leadership team to develop long-term HR goals and strategies.
  • Improve communication channels: Develop and implement initiatives to improve communication channels between HR and other departments.
  • Build external relationships: Build relationships with industry organizations and attend networking events to stay up-to-date on HR trends and best practices.
  • Review recruitment process: Review the recruitment process and make any necessary changes to improve the quality of new hires.

30-60-90 Day Plan Templates

HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.

This particular 30 60 90 day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job.

This in turn lets the HR manager to set expectations and provide clear direction, which can help the employee stay focused and motivated.

The 30-60-90 day plan can be used as a performance evaluation tool as well, allowing the HR manager to assess the employee’s progress and make any necessary adjustments to their training or development.

Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.

The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.

What are the benefits of 30-60-90 day plans?

30-60-90 day plan

1. Clarifies priorities and goals

Having a 30-60-90 day plan helps you clarify your priorities and goals in the first few months of your new role. The first three months on the job can be intimidating. breaking down your objectives into manageable pieces helps make sure you are focusing on the most important tasks and making progress towards your goals. Taking advantage of OKR software definitely helps here.

2. Demonstrates initiative

Creating a 30-60-90 day plan shows your employer that you are proactive, invested in your role, and willing to take the initiative to succeed. Demonstrating how you are willing to map out the next three months can help you build trust with your employer and position yourself as a valuable asset to the organization.

3. Helps with time management

A 30-60-90 day plan can help you stay on track and avoid feeling overwhelmed by the amount of new information and responsibilities you need to absorb.

Dividing your initial three months at an organization into achievable milestones will help you manage all the difficulties of managing time and responsibilities in your first months.

4. Provides structure and direction

The plan provides a structure and direction to your work, helping you make steady progress toward your objectives. Having a plan in place keeps you focused, engaged, and most importantly, accountable.

5. Facilitates communication

Creating a 30-60-90 day plan can help you communicate with your supervisor and team about your goals, priorities, and progress. You will always have an answer to the question “What are you up to these days?”. That translates into an improved relationship with your management and colleagues.

9 Useful tips for creating a 30-60-90 day plan

To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.

  • Set SMART goals 
  • Establish your employees’ priorities
  • Promote career growth
  • Encourage time to reflect on employee strengths and weaknesses
  • Create goals for the first month, second month, and third month 
  • Collect feedback from your peers and direct reports 
  • Create opportunities for continuous learning about the company culture 
  • Make adjustments when needed
  • Follow up  

When to use a 30-60-90 day plan

What situations will your 30 60 90 day plan be the most effective in? Let’s dive right in.

30-60-90 day plan for an interview 

You can consider creating a 30-60-90 day plan for your interviews if you want to impress your potential employer. For instance, an employee who is applying for a sales role can put together a 30-60-90 day plan which includes what they can focus on in their new position.

30-60-90 day plan for a new job

30 60 90 plans are more frequently used in the employee onboarding process because it helps both hiring managers and the new hires. It helps you set performance expectations for the next three months.

Performance Management Software

Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.

This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:

That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:

30-60-90 day plan

Teamflect is an official Microsoft partner and the best performance management software for Microsoft Teams. With complete Microsoft Teams integration , Teamflect lets users manage tasks, set goals, exchange recognition, and conduct highly effective meetings, without ever having to leave Microsoft Teams.

As a highly efficient task software , Teamflect lets users assign and track tasks from inside even inside teams chat, providing the perfect tool to make sure your 30-60-90 day plans are executed to perfection!

Other Teamflect features include but aren’t limited to:

  • Employee Engagement Surveys
  • An extensive library of customizable performance review templates
  • Customizable employee recognition badges
  • A strong meetings module with comprehensive meeting agendas
  • So much more!

Teamflect Image

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

  • Clarifies priorities and goals
  • Demonstrates initiative
  • Helps with time management
  • Provides structure and direction
  • Facilitates communication

What are some mistakes to avoid with 30 60 90 day plans?

Setting Unrealistic Expectations : While it’s essential to be ambitious, setting unrealistic expectations is a common pitfall. We are after all, only talking about a one to three-month period. That isn’t very long now, is it?

Overloading a 30-60-90 day plan with too many objectives can overwhelm individuals and lead to burnout. Ensure that your goals are challenging but also attainable within the designated time frames.

Neglecting Prioritization : Setting tasks for the upcoming 30-60-90 days is great but your job as a leader doesn’t end with task assignments. A common mistake is failing to prioritize tasks and goals within the 30-60-90 day plans.

Without clear priorities, individuals may find themselves scattered, trying to accomplish everything at once. Establishing a clear order of importance for tasks can help individuals focus on what matters most.

Ignoring Flexibility : What is that old saying about the best-laid plans of mice and men? Circumstances change. Plans go down the drain and new ones need to be made. That is why rigidity can be detrimental to 30-60-90-day plans.

The unexpected can happen, and unforeseen challenges can arise. A mistake to avoid is not allowing room for adjustments and flexibility within the plan. Plans should be adaptable to accommodate changing circumstances.

Short-Term Focus Only : 30-60-90 day plans are designed to provide short-term structure, but another mistake is neglecting the long-term perspective. These plans should ideally align with broader career or organizational goals. It is imperative to ensure that short-term actions contribute to long-term success.

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Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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30-60-90 Day Plan: A Guide (With Templates)

how to build a 90 day business plan

A 30-60-90 day plan is essential for onboarding effectively at any company, as it help outlines expectations for an employee to meet when entering a new job.

30-60-90 Day Plan Definition

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should be striving for during the first 30, 60 and 90 days on the job.

Whether you’re starting a new job, or you’re a manager bringing a new employee onboard, we’ve compiled a comprehensive set of tips to create 30-60-90 day plans that will support successful onboarding .

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a document that guides an employee on the expectations and goals they should meet during the first 30, 60 and 90 days on the job. Typically provided for new employees on or before their first day of work, they are a common component of companies’ onboarding processes, as they’re used to set up a new employee for success right away. 

The plan “needs to be some kind of structure that you mutually agree on, a structure that is outcome-focused and that helps people go towards maximizing their contribution to your company as fast as possible,” Rik Haandrikman, vice president of growth at Bitrise , told Built In. “Without a plan, it’s a mess, and 30-60-90 days works.” 

At Bitrise, 30-60-90 day plans tend to be pretty high level, with a few bullet points for each milestone. The first 30 days are all about understanding the context of the business. At the 60 days, employees should be proposing concrete steps to reach an outcome, and by day 90, the company wants to start seeing deliverables.

30-60-90 day plans can also be shaped by both a manager and the employee to fit mutual needs. This is where a manager provides overall support and makes sure company-wide tasks and department-specific KPIs are covered, but leaves enough room for the employee to set their own goals too.

These plans can be so flexible that some companies, like  Instawork , even use a 14-30-60 day plan. “It’s really important to get things going quickly,” said Sumir Meghani, co-founder and CEO of Instawork. 

Adriana Roche, chief people officer at Mural , suggests managers have a 30-60-90 day plan ready for a new employee but to sit down with them to discuss and modify the plan as needed.

“The important thing is that you fill this out before the person starts. So on day one, you sit down with them, and you walk them through this journey,” Roche said. “The person feels like they’ve co-created their onboarding versus just having something handed to them.”

Benefits of a 30-60-90 Day Plan

Makes employee onboarding structured and approachable.

30-60-90 day plans are a digestible way to help an employee transition into their role smoothly, have a vision for their position and not feel too overwhelmed. 

“We’re just trying to distill [work] down to something that’s achievable in the foreseeable future. Most people can get their heads around three months,’” David Ciccarelli, CEO of Voices , told Built In.

Boosts Employee Confidence and Sense of Belonging

These plans can give employees a consistent introduction to the company and help them feel confident about joining.

“If you do it well, you create a sense of cohesion with the people, so creating a sense of belonging, and then getting people ramped up as quickly as possible.” Roche said. “They’re going to feel much more engaged because they’re feeling like they’re having an impact from the get-go.”

Useful for Transitions Into New Roles or After Leaves

30-60-90 plans don’t have to be just for new employees, Ciccarelli said. You can use them to help someone transition into a new role or acclimate again after a leave .

“Any kind of re-entry, the 30-60-90 day plan is a great level set,” Ciccarelli noted. “In consideration of a promotion, that actually is much more meaningful because somebody has the context of what are the big objectives of the year.”

More on Onboarding How 15 Companies Nail The Employee Onboarding Process

To make a 30-60-90 day plan, it’s helpful to know common goals associated with each major milestone. Here’s what you can expect to accomplish or see from employees 30, 60 and 90 days into a new job.

30 Days Into a 30-60-90 Day Plan

Complete common onboarding tasks.

The first 30 days in a new job should be all about creating a foundation of knowledge before diving in head first. These types of tasks can include:

  • Reading company handbooks and guides.
  • Learning company culture and history.
  • Learning company processes around benefits, requesting time off, etc.
  • Gaining access to and learning how to use tools and systems (email, chat, software tools).
  • Attending coffee chats or onboarding sessions offered by your company.

Meet Managers, Team Members and Collaborators

At many companies, part of onboarding can look like having 15- to 30-minute one-on-one meetings with team members or collaborators. It’s especially important to meet with your manager on the first or second day of a new job to discuss what their expectations are. 

“The list of people your manager is getting you to talk to, those are your performance review people,” said Alexandria “Lexi B.” Butler, who has worked in tech for several years and is the founder of Sista Circle: Black Women in Tech . “Literally your manager is telling you, these are the people that I will talk to to see if you get a raise.”

New hires will want to ask their coworkers about what they do, how their jobs impact one another and their overall thoughts on company culture and processes.  

Some companies have a buddy system for new employees, where they can get to know someone else at the company who they can go to for guidance that isn’t their direct manager.

“We make sure that we also have a peer onboarding partner, so really having a buddy with somebody, a safe space where you can ask those questions that you perhaps wouldn’t want to ask of your manager,” Rebecca Port, chief people officer at 10x Genomics , told Built In. “Someone who can help you understand the context of the why behind things.”

Go Over Responsibilities and Company Dynamics

During these first 30 days, take time to go over the responsibilities in the job description and start to think of a plan to tackle them, plus focusing on learning the company dynamics, according to Annabel Maw, director of communications at Jotform .

“It’s mostly just getting a really good framework and foundation for how the company operates and how the product works, and then just understanding the competitive landscape too in the industry,” Maw said.

60 Days Into a 30-60-90 Day Plan

Have steps to reach a goal and start to contribute.

Before the first 60 days, many companies expect that there will be outlined steps for meeting an employee’s initial goals or completing first projects.

By day 60, Ciccarelli said Voices employees are expected to have an understanding of the product and be able to give a product demonstration, which is a rite of passage for new employees. At Bitise, Haandrikman said employees should strive to start making an impact on the business after the first 30 days by outlining specific steps to reach a goal.

Deepen Colleague Relationships and Discuss Projects

Conversations with colleagues should continue after the first 30 days, Butler said, and these conversations should go even deeper to help employees learn about how they are performing against expectations so far.

90 Days Into a 30-60-90 Day Plan

Have an outcome to share and make suggestions.

By the end of an employee’s first 90 days, they are often expected to have an outcome to share with the company, such as completing a key first assignment or goal. It’s also not too early to start making enhancements at the company by day 90, Haandrikman said.

Reflect and Review With Your Manager

At an employee’s 90-day review with their manager, Butler suggests asking these questions:

  • What have I done well? 
  • What can I work on? 
  • How do you see me in this role evolving in the next year?

These questions will help you to understand your strengths and where you stand out — your special skills and abilities that will help shape your career. 

“Now people have gotten to know you. They’ve gotten to see your strengths and your weaknesses because everybody has them,” Butler said. “You start creating your career … people just start seeing it, and in those 90 days, people will start giving you those tidbits.”

30-60-90 Day Plan Templates

While 30-60-90 day plans can be highly personalized to the employee, a template is a proven way to help a manager get started and make sure they don’t forget all of the essential tasks needed for onboarding.

These 30-60-90 day template ideas — whether provided by a company or used for personal progress tracking — can be used to outline and track expectations for new employees.

Simple 30-60-90 Day Plan Template 

A screenshot of Voices' 30-60-90 Day Plan Template.

Voices’ 30-60-90 day plan template, as shared by Ciccarelli, fits on one page and is in bullet form. This type of template is effective for making plan notes in a simple format that can be fleshed out later. It also implements a SMART goal template, which gives employees direction for writing clear goals. 

Visual 30-60-90 Day Plan Template 

Screenshot of Mural's 30-60-90 Day Plan.

As for Mural’s 30-60-90 day plan template, this example is highly visual and maps out a path for an employee to follow over the course of the first three months. Templates like this can keep the 30-60-90 day plan fun and light-hearted, and provide images alongside goals to help employees better visualize what they should accomplish.

Create Your Own 30-60-90 Day Plan Template

It also doesn’t have to be all up to the company to provide a plan to follow.

For Butler when she enters a new job, she creates an Excel document with tabs for 30, 60 and 90 days. She has columns for the tasks she’s working on and the feedback she receives. For items she’s told to keep working on after the first 30 days, she copies them to the 60 day tab, and so on. 

She also said working with software tools like Workday has been a helpful way to keep both the employee and manager accountable with documenting progress.

In many cases, how well an employee follows a 30-60-90 plan can be a strong predictor of their future success at the company.

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a document that outlines expectations or goals new employees should meet within their first 30, 60 and 90 days at a company.

What should be included in a 30-60-90 day plan?

A 30-60-90 plan should include:

  • Defined goals or expectations a new employee should meet by day 30, 60 and 90
  • Information about onboarding, training and key employee documents or systems to access
  • Information about who to contact or what other resources to reference to help reach the defined goals

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How to Build a 30/60/90-Day Marketing Plan

As a demand generation or sales leader, turning business and growth strategy into tactical assignments for your team is a central component of your role. You’re used to building stakeholder alignment, setting clear project management parameters , and pulling together all the platforms and playbooks at your disposal. 

In the case of longer-term demand generation programs and strategic partnerships, starting with a 30/60/90 marketing day plan helps to align your efforts with overall company objectives — on a concrete timeline — so that you can ensure the work is contributing to the business’s bottom line . However, it is important for the plan to balance both short and long-term goals along with technical, creative, and sales functions to align resources and drive revenue performance. The following guide provides an overview of best practices for striking this critical balance and aligning your marketing, sales, and other revenue-generating teams.

However, it is important for the plan to balance both short and long-term goals along with technical, creative, and sales functions to align resources and drive revenue performance. The following guide provides an overview of best practices for striking this critical balance and aligning your marketing, sales, and other revenue-generating teams.

What is a 30/60/90-Day Plan?

A 30/60/90-day plan is typically driven by marketing, and outlines the objective your overall marketing and sales teams are working toward over a three-month period; it also defines the tactics and strategies that need to be accomplished during that time frame in order to achieve your goals.

“[A 30/60/90-day plan] is the prescriptive roadmap for how your marketing team is going to support your organization’s revenue goals,” says Principal Inbound Strategist Alyssa Lowry .

A strategic 30/60/90-day plan will include:

  • Key and leading performance indicators
  • The clear organizational goals you’re working toward
  • Which KPIs you need to hit in the next 90 days to make meaningful progress towards those goals
  • An analysis of your current trajectory toward the goals
  • Key marketing objectives
  • Strategic plans that will help you achieve those objectives
  • Individual tasks and tactics that make up those strategies
  • Accountability across internal and partner stakeholders
  • A comprehensive timeline

Download the Essential Guide to Demand Generation to learn the essentials of  deploying this powerful strategy within your business.

1. Define the goal you’re working toward

The first step of building a successful 30/60/90-day marketing plan is defining the goal you’re working toward. It may include leaving some aspirations on the cutting-room floor as you should be conscious of which KPIs you can reasonably influence.

“Depending on your size and sophistication, you’re not going to be able to encapsulate all the activities that you might need in just a 30/60/90-day plan,” Alyssa says. “When your plan doesn’t have that primary focus, it tends to not be as executable because you’re trying to do everything and anything.”

To set your goal, start by gaining an understanding of what your responsibilities are in relation to your organization’s growth. An important distinction at this point is whether your fundamental objective is one of maintenance vs. introduction. 

Particularly for corporate and enterprise-scale businesses, you'll want your plan to distinguish the ongoing demand generation activities that you need to maintain (what you'd consider the "table stakes" to keep your inbound engine running) from newly introduced strategic plays (such as a product/offering launch, expansion into a new vertical or a pivot from acquisition to existing business revenue). 

For smaller businesses — particularly startups — the challenge is creating the beginning foundations of a demand generation program and all of its platforms and growth playbooks. This juncture can be particularly difficult for businesses of this size, as it demands a great degree of internal alignment on priorities and realism around what you can accomplish with a leaner team and limited resources.

Other goal-setting considerations connect to KPI ownership: Are you responsible for driving a percentage of your company’s overall revenue? Are your efforts only targeted at a specific geographical region or product line?

After defining that goal, analyze your current progression toward that goal and identify what’s stopping you from reaching it. We recommend conducting a funnel gap analysis to decide what areas of the net-new buyer’s journey you need to focus your efforts around.

“A funnel gap analysis helps identify where the immediate needs are. If you’re getting a lot of website sessions but you’re not seeing those visitors convert into leads, that indicates that you should focus efforts on the top of the funnel — it dictates where you should put your focus,” Alyssa says. “Whereas, if you see you’re converting large numbers of visitors into leads and they’re becoming MQLs, you may be frustrated when you see a  drop-off in your MQL-to-SQL conversion rate. That indicates you need a greater focus on generating quality leads and understanding your personas rather than on traffic generation.”

Outside of funnel gap analysis, the goals in your 30/60/90-day plan should also account for sales and company revenue targets over the same period. Key inputs include:

  • Feedback from your sales team, particularly on where they feel they're losing prospects
  • FAQs that arise during the sales process that could be addressed at scale with content
  • Input from your customer success team on the types of customers your business is most likely to retain, renew or upsell, and how that informs your go-to-market strategy

2. Determine strategies

After identifying what areas of your business need the greatest level of demand generation attention over these 90 days, identify which strategies you want to employ that map up to your goals. 

Keep in mind that each strategy should include specific actionable tactics. This will help your team execute them with the utmost accuracy, and provide you with more measurable outcomes at the conclusion of each 30/60/90-day cadence

For example, if the top of the funnel is your primary focus for new customer acquisition, your strategies could include content creation, paid advertising, SEO, affiliate marketing, social media, and PR. If converting leads from MQLs to SQLs at the bottom of the funnel is your focus, strategies like sales enablement and email nurturing would be more applicable.

For a full-lifecycle example that’s outside of your new business pipeline, perhaps a determined strategy is to expand product usage, adoption, and account penetration among existing customers. Your tactics here might include heightened engagement with your customer success team and better talk tracks designed to hit these customer-centric KPIs .

In addition to identifying what strategies you’ll be focusing on to progress you toward your goal, you should also identify what evergreen strategies you’ll be continuing to employ. At New Breed, we often find that businesses could do more to layer two important focus areas into their 30/60/90-day plans: automation and reporting. 

When it comes to automation, how can you tech-enable your team so they can do their jobs more efficiently, or scale an engagement touchpoint with your prospects or customers? For reporting, is there data you’re missing that would help you create more impactful digital experiences to attract, convert and delight your community of customers and prospects?

3. Balance technical, strategic, and production resources to form your tactical plan

Once you’ve chosen what strategies you’ll employ, you need to determine the specific tactics you’ll use to implement those strategies — this includes the work that will be done in each month of your plan. 

Effective revenue performance depends on high-quality creative, efficient production, error-free implementation, sales enablement, and clear-cut reporting, so it is wise to account for all of these in considering your tactics.

For example, if SEO is central to your strategy, what specific keywords are you going to target? To rank for those keywords, will you start with optimizing existing content, or create new content? If RevOps optimizations are important to complete in the early phases of your plan, do you have the right internal resources or strategic partners in place, and do they have a detailed brief on the work to be done? 

“To make sure your plan is executable, define upfront what your tactics, timeline, and teamwork, including cross-collaboration team points, will look like. It makes it easier to follow through on that plan,” Alyssa says.

The origins of tactical excellence throughout your plan are consistency and transparency. Comprehensive demand generation programs contain multiple strategic components, all with a long list of tasks and scopes. This will take serious coordination, project management talent , and internal alignment between accountable parties. Look to build a 30/60/90-day plan in which project coordination and administration don’t draw resources away from the campaign activities where you’re seeking ROI

4. Measure impact, repeat

The final stage of a successful 30/60/90-day plan is measuring the impact of your efforts to inform your next 30/60/90-day plan. 

A differentiator between “impact” and what most people think of as “results” is that impact aligns with the outcomes as a result of executing your strategy — not the outcome of individual tactics. These either directly or indirectly impact the goal and KPIs for the 90 days or support your ability to measure and manage strategy. 

Effectively measuring and reflecting upon the impact of your efforts will help you determine which tactics to continue the allotted effort to, and which tactics do not deliver outcomes that are worth your efforts.

In order to maximize the benefit of this stage of your 30/60/90-day, be as specific as you can and consider all variables that contributed to the outcome of your methods.

The Takeaway

Within your 30/60/90-day marketing plan, it’s likely you’ll be running multiple strategies simultaneously. If your plan is built out correctly, it will serve as a strategic ‘tentpole’ for months worth of high-impact activities, and enable you to easily manage all of the moving parts so that your organization can stay on track to achieve its goals. 

The 30/60/90-day marketing planning structure works exceptionally well for companies running on a quarterly basis, especially since business objectives are typically reviewed at the company-wide level each quarter. So, as you wrap up one 30/60/90-day plan, it’s important to move right into a new three-month plan in order to consistently maintain alignment between your marketing strategy and your organizational needs.

“Remember — you may not see the results of 30/60/90-day plans until you hit that 60- to 90-day mark,” Alyssa says.

“You need to understand that there’s that ramp up as you’re building out projections, et cetera. Often, month one focuses on creating the goals, strategy, and assets that will support the campaigns you’re launching. Month two is focused on asset production to be able to launch the project. Month three is when you can see that run time and start to see those results. In all cases, the more marketing and sales leaders can align on monthly targets and expectations, the more effective the plan will be in guiding the organization.”

Demand Generation Guide

Al is the Director of Marketing for New Breed. He has spent the last 15+ years as a B2B and SaaS marketer, and he is passionate about helping companies leverage the digital space to reach and engage their audiences effectively and efficiently.

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30 60 90 Day Plan for Business Development Manager – Explained

 Stepping into a new role can be like navigating uncharted waters, and having a clear, structured plan is akin to having a trusted compass. 

A Business Development Manager (BDM) is crucial in an organization for identifying new business opportunities, building relationships with potential clients, and driving revenue growth.

For a new BDM, a structured plan is essential to navigate the competitive landscape effectively, establish clear goals, and make for an impactful business growth.

30 60 90 day plan for Business Development Manager is that structured plan that isn’t just checklist but a strategic guide to help a new BDM not only acclimate to the new position but also to thrive in it.

Whether you’re a seasoned professional BDM looking to refine your approach or a newcomer eager to make your mark, this plan is designed to set you on a path to success, making your first three months as impactful as possible. 

So, let’s get started on this exciting journey.

What is 30 60 90 day plan approach?

The 30 60 90 day plan is a strategic framework used primarily by professionals starting in a new role or by those seeking to revitalize or refocus their work in an existing position. 

First 30 Days – The Learning Phase:

This initial phase is primarily about orientation and absorption. It involves understanding the company’s culture, products, services, systems, and structures.

Newcomers familiarize themselves with the team, management, and their specific role. It’s about asking questions, observing workflows, and starting to identify areas of potential improvement or change.

The goal is to build a solid foundation of knowledge about the organization and its processes.

Next 30 Days (31-60) – The Integration Phase

This period is about starting to integrate more deeply into the organization by beginning to apply the knowledge gained in the first month.

In this period, professionals need to develop deeper relationships with colleagues, start to implement initial ideas and strategies, and take on more significant responsibilities. It’s a time to start setting short-term goals and demonstrating value.

Final 30 Days (61-90) – The Execution Phase:

This phase is centered on fully executing and optimizing the strategies and plans formulated in the first 60 days.

This is the time to establish oneself as a valuable and effective member of the organization who is capable of driving results and achieving set goals.

This phase is all about implementing key initiatives, refining strategies based on feedback, and starting to measure outcomes. It’s also a time to set longer-term goals and solidify one’s place in the team.

Benefits of 30 60 90 Day Plan Approach:

Here are some key benefits of 30 60 90 day plan:

  • It offers a clear roadmap for the first three months, helping to manage time and priorities effectively.
  • Helps in setting realistic, achievable goals for each phase, ensuring that one’s efforts are aligned with the company’s expectations and needs.
  • By breaking down the first 90 days into phases, it becomes easier to track progress and make adjustments as necessary.
  • This approach helps in managing the often overwhelming experience of starting a new role by providing a step-by-step plan.
  • Successfully achieving the milestones set in the plan can build confidence and establish credibility with colleagues and management.

What is role of Business Development Manager?

The role of a Business Development Manager is multifaceted and pivotal to the growth and success of an organization. 

They are strategists, relationship builders, researchers, and negotiators all rolled into one, and their work directly impacts the business’s bottom line and future prospects

Here are the key responsibilities and functions of this role:

Identifying New Opportunities: One of the primary roles is to identify new business opportunities. This could include finding new markets, new partnerships, new ways to reach existing markets, or new product or service offerings to better meet the needs of existing markets.

Building and Maintaining Relationships: They are responsible for building relationships with potential clients, partners, and sometimes even competitors. This involves networking, attending industry events, and setting up meetings to explore potential collaborations.

Market Research and Analysis: Conducting thorough market research and analysis to understand trends, identify opportunities and threats, and gain a competitive edge is a critical part of their job. This information helps in making informed decisions and developing strategic plans.

Developing and Implementing Growth Strategies: Based on their research, Business Development Managers devise growth strategies. This includes setting goals, defining target markets, and determining the best approach to reach these markets.

30 60 90 Day Plan for Business Development Manager

Embarking on a new role as a Business Development Manager can be both exhilarating and daunting, and this is where the 30 60 90 day plan comes into play and it acts as a crucial roadmap for success.

Let’s read in detail about 30 60 90 day plan for Business Development Manager:

The First 30 Days for Business Development Manager  

The first 30 days are about acclimating to the new environment, understanding the foundational aspects of the company and the role, and preparing for active contribution in the subsequent months. It’s a period marked by observation, learning, and strategic planning.

Week 1-2: Orientation

Understanding Company Culture and Values

In the first week or two, a Business Development Manager (BDM) should prioritize understanding the company’s culture and values. Understanding the culture includes learning about the company’s mission, vision, and the values it espouses.

This knowledge is crucial because it shapes how the BDM will approach business development, ensuring their strategies and communication align with the company’s ethos. It also helps in understanding the behavioral expectations within the company, how decisions are made, and what drives success in this particular environment.

Familiarization with Company Products/Services

Alongside understanding the company’s culture, the BDM needs to familiarize themselves thoroughly with the products or services the company offers. This involves not only understanding the features and benefits of these products/services but also gaining insights into how they meet the needs of the current market.

The BDM should spend time learning about the unique selling propositions of the products/services, how they compare with competitors, and any existing customer feedback or case studies.

Introduction to Team Members and Key Departments

The initial weeks are also the time for the BDM to be introduced to team members and key departments within the organization. Building these relationships is vital, as business development often requires cross-departmental collaboration.

Understanding the roles and responsibilities of different teams and how they contribute to the organization’s overall goals aids in identifying potential internal resources and support systems. This step is about more than just putting names to faces; it’s about starting to build a network within the organization that the BDM can collaborate with and rely on for information, support, and to drive initiatives forward.

Week 3-4: Integration

Initial Meetings with Key Stakeholders

During weeks 3 and 4, a Business Development Manager (BDM) should start having initial meetings with key stakeholders. These stakeholders can include senior management, major clients, and important partners who have a significant impact on the business’s development and growth.

The purpose of these meetings is to build relationships, understand their expectations and perspectives, and gain insights into how the business development role can best support and align with their objectives.

These discussions provide valuable information about the company’s strategic direction, priorities, and challenges, which are crucial for the BDM in shaping their strategies and initiatives.

Begin to Understand the Sales Process and Client Management Systems

At this stage, the BDM should also begin to get a grasp of the company’s sales processes and client management systems. This involves understanding how the sales team operates, the stages of the sales cycle, and how clients are acquired and retained.

Familiarity with the client management system is important, as it is often the repository of crucial client information and history. Understanding these processes and systems is essential for the BDM to identify areas where business development efforts can align with and support sales activities, and to spot opportunities for improving client engagement and acquisition strategies.

Initial Analysis of Current Business Development Strategies

The BDM should now start conducting an initial analysis of the company’s existing business development strategies. This involves reviewing current strategies, assessing their effectiveness, and identifying areas for improvement. It’s important to understand what has been working well and what hasn’t, and why.

This analysis will help in formulating new strategies or refining existing ones to better meet the company’s goals.

Setting Personal Performance Benchmarks

By the end of the fourth week, it’s time for the BDM to set personal performance benchmarks. These benchmarks should be specific, measurable, achievable, relevant, and time-bound (SMART).

They will serve as a personal gauge for measuring the effectiveness and impact of their work in the role. This could include targets related to the number of new client relationships established, improvement in sales metrics, successful launch of new business initiatives, or enhancement of client satisfaction levels.

Setting these benchmarks early helps in maintaining focus and drive, and provides clear goals to strive towards in the coming months.

Learn more about: Key Performance Indicators for Business Development Manager

The Next 30 Days (31-60) for Business Development Manager 

For a Business Development Manager, the key objective for days 31-60 is to focus on developing a strategy and make a plan for initial implementation of that strategy.

Week 5-6: Strategy Development

Deep Dive into Market Research and Competitive Analysis

During weeks 5 and 6, the Business Development Manager (BDM) should focus on conducting an in-depth market research and competitive analysis. This involves gathering and analyzing data about current market trends, customer needs and preferences, and identifying key competitors and their strategies.

Understanding the market landscape is crucial for recognizing opportunities and threats. The BDM should look for gaps in the market that the company can exploit, trends that can be capitalized on, and competitive weaknesses that can be turned into advantages.

Identifying Potential Clients and Partners

Another critical task for the BDM in these weeks is to identify potential clients and partners. This process should be guided by the insights gained from the market research. The BDM should focus on prospects that align with the company’s strategic objectives and where the company’s offerings can provide significant value.

This involves segmenting the market, identifying key decision-makers, and understanding their needs and challenges. Additionally, exploring partnership opportunities can open new avenues for business growth. This could include alliances with complementary businesses, channel partners, or industry influencers.

Developing a Tailored Business Development Strategy

Armed with comprehensive market insights and potential client and partner information, the BDM should now focus on developing a tailored business development strategy. This strategy should outline clear objectives, target markets, value propositions, and the tactics to reach and engage potential clients and partners.

It should also include plans for leveraging existing relationships and networks. The strategy should be aligned with the overall business goals and should detail the resources required, timelines, and key performance indicators (KPIs) for measuring success.

Week 7-8: Initial Implementation

Begin Outreach to Potential Clients and Partners

In weeks 7 and 8, the Business Development Manager (BDM) should start active outreach to the potential clients and partners identified earlier. This involves initiating contact through various channels such as emails, phone calls, networking events, or direct meetings.

The purpose of this outreach is to establish communication, introduce the company and its offerings, and explore opportunities for collaboration or sales. This step is crucial in expanding the business’s client base and forging strategic partnerships.

The BDM should use personalized approaches tailored to each potential client or partner, emphasizing how their needs can be met through the company’s services or products.

Start Implementing Developed Strategies

With the groundwork laid in the previous weeks, the BDM should now begin implementing the developed business development strategies. This includes putting into action the plans and initiatives designed to reach new clients, enter new markets, or launch new products or services.

Implementation might involve overseeing campaigns, managing new initiatives, or directly engaging in business development activities. It is important to ensure that the execution of these strategies is in line with the set objectives and is carried out efficiently.

Initial Review of Strategies’ Effectiveness

Towards the end of this phase, it’s crucial for the BDM to conduct an initial review of the strategies’ effectiveness. This involves assessing the outcomes of the implemented strategies against the set KPIs and objectives.

The BDM should look for indicators such as an increase in leads, engagement levels with potential clients, feedback received, and any initial deals or partnerships formed. This review helps in understanding what is working and what isn’t, providing an opportunity for early adjustments and refinements.

The Final 30 Days (61-90) for Business Development Manager

The next days 61-90 are crucial for solidifying the gains made in the initial phases and setting a trajectory for ongoing growth and success in the role of a Business Development Manager. They combine strategic expansion with a focus on sustainability and long-term planning.

Week 9-10: Strategy Optimization

Analyzing Outcomes and Feedback from Initial Strategy Implementation

In weeks 9 and 10, the focus for a Business Development Manager (BDM) shifts to analyzing the outcomes and feedback from the initial strategy implementation. This is a critical assessment phase where the BDM evaluates the effectiveness of the strategies that were put into action during the previous 30 days.

The BDM needs to review key performance indicators (KPIs), sales data, client feedback, and any other relevant metrics. This analysis helps in understanding which aspects of the strategy are working well and which ones are not delivering the desired results. It’s also an opportunity to gather insights on market response, client satisfaction, and overall impact of the business development efforts.

Refining Strategies Based on Data and Feedback

Based on the analysis conducted, the next step is to refine and adjust the business development strategies. This refinement process should be data-driven, taking into account the insights gained from the analysis.

The BDM should identify areas that require changes or improvements – this could include tweaking the approach to client engagement, modifying outreach methods, or adjusting the value proposition to better meet market needs.

Further Integration with Sales and Marketing Teams

Further integration with sales and marketing teams is essential during this phase. The BDM should continue to work closely with these teams to ensure that the refined strategies are well-supported and effectively executed.

This collaboration might involve coordinating joint efforts, sharing market insights, aligning on messaging and campaigns, and working together on client acquisition and retention strategies. The BDM’s role in bridging the gap between business development, sales, and marketing is crucial for creating a cohesive approach to achieving the company’s growth objectives.

Week 11-12: Expansion

Scaling Successful Strategies

During weeks 11 and 12, the Business Development Manager (BDM) should focus on scaling up strategies that have proven successful in the initial implementation phase. This involves expanding these strategies to reach a broader audience or to deepen market penetration.

For instance, if certain approaches in client acquisition or partnership development have yielded positive results, the BDM should look at ways to amplify these efforts. This could mean increasing the resources allocated to these strategies, extending them to new geographical regions, or applying them to different market segments.

Exploring New Market Opportunities

Another critical objective for the BDM at this stage is to explore new market opportunities. Based on the insights gained from the earlier market research and the success of initial strategies, the BDM should identify and assess potential new markets for expansion.

This could involve diversifying into different industries, targeting new demographic segments, or offering new products or services. Exploring these opportunities requires careful analysis to understand the market dynamics, competition, customer needs, and potential barriers to entry.

Setting the Stage for Long-term Growth and Partnerships

In the final weeks of the 90-day plan, the BDM should focus on laying the groundwork for long-term growth and sustainable partnerships. This means not just looking at immediate gains but also planning for future development.

It involves establishing relationships that can evolve into long-term partnerships, creating strategies that are scalable and adaptable over time, and building a robust pipeline for continuous business opportunities. Additionally, the BDM should also consider how to maintain and nurture existing client relationships and partnerships, as these are crucial for long-term success.

Final words

30 60 90 day plan for Business Development Manager is one of the most effective planning framework and tool for any new professional in this challenging role. Remember, the key to truly excelling in this role lies in your ability to adapt, learn continuously, and stay agile in the ever-evolving business landscape. Keep revisiting and refining your strategies, nurturing those valuable relationships, and always keep an eye on new opportunities. Most importantly, don’t forget to take a moment to appreciate your progress and the milestones you’ve achieved. Your first 90 days are a blueprint for your career path ahead, and from here, the possibilities are limitless. So, go ahead, make your mark, and keep soaring to new heights in the world of business development!

About The Author

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Tahir Abbas

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How to Use a 90-Day Plan to Explode Your Productivity

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One of the biggest changes I made in 2016 was to implement a 90-day plan in my business. I did this for the last quarter of 2016 (and still do it today ) and it has exploded my productivity, not to mention my creativity.

I'm not sure why, but I believe it has something to do with the visual aspect of the 90-day planning process I use. By being able to see, at a glance, exactly where I'm at in my business and my plan, I can also see how I'm tracking towards my overall goals for the year.

It's empowering.

If you want to feel the same way in 2021, I encourage you to create your own 90-day plan and see how it works for you.

Creating a 90-Day Plan

What I really love about setting 90-day goals is that I only have to focus on a few things over this period and it stops me from getting overwhelmed with ALL. THE. THINGS.

If you get overwhelmed, then you're gonna love implementing the 90-day plan.

The point of a 90-day plan is that it stops you from focusing on all your goals for the year. Instead, the 90-day plan allows you to take your goals for the year and then break them down into 90-day stretches, 30-day stretches and then 2-week sprints.

Ready? Let's get started!

Step 1: Review your goals

Take your goal card (if you don't have one yet, check out this blog post to create your own), look at what your main goals are for the next 12 months and then think about how you’re going to achieve them.

Write down everything you’ll need to do to reach your goals. This might include writing books, creating courses, promoting your services etc.

Your goals should be no more than 3 for an entire 12-month period, and then you'll break down those goals into all the steps needed to achieve them… those become part of your 90-day stretches.

Step 2: Review your strategic plan

Before you can create your first 90-day plan, you'll need to review your strategic plan as well. This tells you what you've got planned for the year, but doesn't go into all the nitty-gritty details.

If you don't have one created yet, then you'll need to do this first. Check out this blog post to start your own strategic plan.

how to build a 90 day business plan

It will change the way you approach your business!

Step 3: Put it all together into a 90-day plan!

Once you’ve reviewed your goals and strategic plan, think about the next quarter and what you want to focus on to achieve your 2-3 main overarching goals.

Pick 1-3 steps to focus on for the next 90 days. Remember, don’t try to do it all!

In fact, you shouldn't be doing any more than 3 main things over the next 90 days.

Break these down further into 30-day stretches. You should end up with 30 days, 60 days and then 90 days worth of goals.

Get a copy of the 90-day planning template that I use in Trello here: The 90-Day Plan

Make sure you leave time in your 90-day plan to repeat this exercise for every quarter as well.

90-Day Planning in a Planner!

how to build a 90 day business plan

You should include all the nitty-gritty details in your 90-day plan. Work backward… Start with your overall goal(s) for the next 90 days and then break this down into all the steps you need to take to achieve it.

Don't forget to schedule in your downtime too. I've found that if I don't have at least 30 minutes a day carved out in my calendar for ‘me' time, then it doesn't happen. This is one of my non-negotiables.

Once you do this, it makes creating your 90-day plan a lot easier. You can then create all your to-do tasks as well and add them to your Google Calendar or Todoist app .

Now it's Your Turn…

90-day planning isn't about rigid structure, it's about seeing what's ahead and planning accordingly. It allows you to pivot and be flexible and achieve the goals you set for yourself, rather than getting to the middle of the year and wondering where the last six months went…

Make sure you grab the 90-day plan Trello board and get started today.

How to create a 90 day plan

Founder of Hustle & Groove and your creative business strategist. If you want to get notified of new posts just like the ones you see here, then make sure you join the awesome H & G community — Join Now!

7 replies to "How to Use a 90-Day Plan to Explode Your Productivity"

[…] it a step further and plan out how you’ll reach those goals in 90-day sprints, and you’ve got yourself a nice little success plan to ensure 2017 is your […]

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I like the advice but for us visual interpreters, can you give examples like if someone’s 90 day goal was losing 20 lbs

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Hi Ali, thanks for your comment. If you access the free 90-day plan I link to in the blog post (right at the bottom) you’ll be able to see how you can implement this for yourself.

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Hi! I loved this post. I tried to register on several devices to get the 90 day plan but I get the same response : please fill out all required fields. They are all complete

Hi Elena, I’m glad you enjoyed the post. I’m sorry that you had trouble accessing the 90-day plan. I entered your details in and had no issues… hopefully it shows up in your email shortly!

Thank you so much! I got it! Your blog is awesome

[…] Let’s make some bold move next year as mothers. Let’s set Realistic goals for different aspects of our lives for each quarter of 2024. […]

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Table of Contents

Steps for creating a 90 day plan, 6+ 90 day plan templates, 90-day business plan template, 90-day plan example, 90 day sales action plan template, 90-day sales plan template, 30 60 90 day sales plan template, 30 60 90 day action plan template, sample 90 day action plan, plan templates, how to make a 90 day plan [ 6+ templates to download ].

Let’s say that you had a particular goal that you would like to meet within a span of 90 days. To make sure that you are actually able to reach it, then you will need to come up with a 90-day plan document . This article will teach you all that there is to know for you to be able to make an effective one.

how to build a 90 day business plan

Step 1: Start by Knowing Its Purpose

Step 2: know what goal you need to reach, step 3: know your priorities, step 4: realize your strengths and weaknesses, step 5: come up with your strategies, step 6: measure your progress, step 7: come up with the deadline.

0 day business plan

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30 60 90 payment plan template, sample 100 day plan template, 100 day executive plan template, 90-day plan template for new job, 30 60 90 day action plan sample template, 30 60 90 day sales action plan template, hr 30-60-90-day plan template, 30-60-90-day new hire plan template, 30-60-90-day marketing plan template, creative 30-60-90-day plan template.

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30-60-90 Day Sales Plan: The Complete Guide

30-60-90 Day Sales Plan: The Complete Guide

Sales reps who use the 30-60-90 Day Sales Plan are  30%  more successful than those who don’t. This clearly supports the fact that without a structured plan, you might face stress and the risk of not meeting your targets, which can be frustrating.

Don’t know where to start?

This guide provides a step-by-step 30-60-90 Day Sales Plan. It helps you set clear goals, understand important strategies, and use the first three months effectively to achieve long-term success. Let’s dive in and boost your sales journey!

  • What is a 30-60-90 Day Sales Plan?
  • Empowers Sales Reps with a 30 60 90 Day Sales Plan
  • Maximizes Resources with a Strategic 30 60 90 Sales Manager Plan
  • Fosters Team Unity through Transparent 30 60 90 Day Objectives

Interviewing for a New Sales Position

On a new job, assignment to a new territory, creating a leadership strategy, leveling up sales skills, 30-day sales plan (day 1–30), 60-day sales plan (days 31–60), 90-day sales plan (days 61–90), 90 day sales plan (day 61-90).

  • 30-60-90 day plan: Manager example
  • 30-60-90 day plan: New sales territory example

Not including details

No plan to measure success, making an unclear plan, a fixed mindset, not following up with your manager, exceeding expectations with the 30-60-90 day sales plan, what is a 30-60-90 day sales plan .

A 30-60-90 Day Sales Plan is a plan that new salespeople use for their first three months on the job. It helps them set goals and know what to do.

Days 1- 30:  In the first month, new reps focus on learning about the company, its products, and how sales work.

Salespeople start by making connections with coworkers and customers. They learn what customers need and get to know the tools and resources they can use for sales.

Days 31-60:  During the second month, sales reps implement their strategies more. They identify target clients, develop sales techniques, and refine their pitch.

In the second month, they talk to more customers and find more people who want to buy things.

Days 61-90:  In the third month, the focus shifts towards expansion and refinement. Sales reps concentrate on closing deals, meeting targets, and exceeding customer expectations.

They improve by listening, assessing their progress, and planning.

During this time, they set bigger goals and prepare for the coming months.

What are the benefits of creating a 30-60-90 day plan? 

What are the benefits of creating

Following are some benefits of creating a 30-60-90 day plan:

1. Empowers Sales Reps with a 30 60 90 Day Sales Plan

A 30-60-90 Day Sales Plan serves as a transformative guide for sales reps new to the field. This structured approach breaks down the initial three months into distinct phases, offering a comprehensive sales plan template adaptable to various sales scenarios. It empowers reps with examples and templates, aiding in the creation of tailored plans for sales territories and individual growth.

The plan isn’t just about numbers; it’s a strategic 60-day sales business plan merged with a 90-day action plan, enhancing the performance of sales teams. It fosters skill development, boosts confidence, and aligns with strategic sales goals. Moreover, it supports the creation of free sales plan templates that encourage team collaboration, ensuring all team members contribute to the shared objectives.

2. Maximizes Resources with a Strategic 30 60 90 Sales Manager Plan

For sales managers, the 30-60-90 Sales Manager Plan optimizes resource allocation. It streamlines tools, training, and support, precisely matching them with outlined tasks and objectives. This plan empowers managers to curate sales action plans, enhancing team performance and driving toward set sales goals within the designated 30-60 90-day sales plan template.

The flexibility of this plan lies in its adaptability to diverse sales scenarios: a 90-day sales plan, a 30-60 90-day plan for sales territory management, or even a free sales plan template encouraging creative approaches. It doesn’t just assign tasks; it fosters collaboration, empowering managers to facilitate collective problem-solving among sales team members.

3. Fosters Team Unity through Transparent 30 60 90 Day Objectives

The cornerstone of our approach is the creation of a transparent 30 60 90 Day Plan that aligns with team objectives. This plan establishes shared goals and examples, encouraging open communication among sales team members. It nurtures a collaborative environment where discussions flow freely, aiding in the creation of effective sales plans and problem-solving strategies.

Transparent goal-setting ensures accountability, encouraging sales team members to take ownership of their responsibilities within the 30-60 90-day sales plan. 

When To Use A 30-60-90 Day Sales Plan? 

When To Use A 30-60-90 Day Sales Plan

You can use the 30-60-90 Day Sales Plan at different career stages as a sales professional in various situations. It helps you succeed and grow.

Here’s how and when you can use this plan:

When applying for a new sales position, a well-crafted 30-60-90 Day Sales Plan can impress potential employers. 

It showcases your preparedness and strategic thinking, making you a standout candidate.

For new hires, this plan acts as a roadmap, easing the transition into the new role. 

It provides precise tasks and goals for the first three months, ensuring a smooth onboarding process.

As a sales rep in a new area, you can use this plan to learn about the market, make connections, and become well-known. 

It assists in adapting strategies according to the specific needs of the new territory.

As a sales manager and leader, you can use the 30-60-90 Day Sales Plan to guide your teams. 

It helps in setting clear objectives, aligning sales efforts, and achieving team-wide goals.

If you are looking to enhance your sales skills, this plan acts as a self-improvement tool. 

It enables focused learning, goal setting, and skill development within a structured timeframe.

How Do You Create A 30-60-90 Day Sales Plan? 

Creating a 30-60-90 Day Sales Plan is a strategic process that sets the stage for your success in a new sales role. Here’s a step-by-step guide to building a plan tailored to your specific goals and the demands of your position:

Begin by understanding your current situation. Assess your strengths, weaknesses, and the unique challenges of your sales role. 

Identify key areas that need improvement and consider the goals you want to achieve within the next 90 days.

Understand Your Environment: 

Dive into your new workplace. Familiarize yourself with the company culture, products, and services. 

Learn about your colleagues, customers, and competitors. Understanding your environment is essential for effective sales strategies.

Build Relationships: 

Make friends with your coworkers, both in your sales team and in other parts of the company. 

Building relationships creates a foundation for trust and future business.

Master the Basics: 

Ensure you have a solid grasp of sales techniques, product knowledge, and internal processes. 

This foundational understanding is crucial for effective communication with clients and team members.

Improve your way of talking: 

Look at how you talked to customers at first and make it better based on their responses.

Identify what works and what doesn’t. 

Adjust your approach to align with customer needs and preferences.

Strengthen your existing connections and expand your network further. Attend industry events, conferences, or networking sessions. 

Expand Your Network: 

A broader network opens doors to new opportunities and potential clients.

Focus on Productivity: 

Streamline your workflow, use sales tools, and focus on tasks. Improve your time management skills to maximize productivity. 

Efficient use of resources ensures you can handle a larger volume of clients.

Optimize Strategies:  

Analyze the results of your previous efforts and optimize your strategies. Identify successful techniques and emphasize them in your approach. Address any challenges or roadblocks.

Set Ambitious Goals: 

Based on your understanding of the market and your performance, set ambitious yet achievable goals for the upcoming months. 

These goals should challenge you and drive your continuous improvement.

Seek Feedback: 

Request feedback from clients, colleagues, and supervisors. This is because constructive criticism helps you refine your skills and approaches. Act on the feedback received to enhance your performance.

30-60-90 day plan examples 

Here are two examples that show how people can adapt this plan for different roles.

30-60-90 day plan: Manager example  

First 30 Days (Day 1-30):

  • Conduct one-on-one meetings with team members to understand strengths and challenges.
  • Go through historical sales data to identify trends and areas for improvement.
  • Start team training sessions focusing on product knowledge and advanced sales techniques.

Goals: Boost team collaboration, enhance product expertise, and address immediate sales hurdles.

Next 30 Days (Day 31-60):

  • Analyze team performance data and adjust strategies.
  • Introduce a new sales method based on market trends and customer feedback.
  • Track individual progress and provide tailored coaching to team members.

Goals: Increase sales by 15%, make the team work better, and use two new successful sales methods.

Final 30 Days (Day 61-90):

  • Conduct a team review session to gather feedback on implemented changes.
  • Refine sales strategies based on team and market responses.
  • Develop long-term sales goals and action plans for the upcoming months.

Goals: Keep selling more, make things better all the time, and plan for success in the long run.

30-60-90 day plan: New sales territory example 

  • Immerse in the new territory, understanding local market dynamics and customer preferences.
  • Nurture existing relationships and identify potential clients.
  • Focus on building a trustworthy bond with clients.
  • Learn more about the product to sell it better.
  • Use existing connections to get new customers and grow.
  • Install targeted marketing strategies tailored to local details.
  • Deepen market penetration and increase brand visibility.
  • Collaborate with local businesses and engage in community involvement for enhanced reputation.
  • Gather customer feedback for necessary adjustments and ensure satisfaction.
  • Build lasting relationships and offer customized solutions to clients.
  • Establish the company as a trusted entity within the territory.

Goals: Ensure steady revenue streams, create future opportunities, and solidify the company’s reputation.

4 Mistakes to Avoid When Building A 30-60-90 Day Sales Plan 

A 30-60-90 Day Sales Plan is powerful, but certain mistakes can negatively affect its effectiveness. Here are the common errors you should avoid:

Not including details

One of the primary mistakes is creating an unclear plan lacking specific details. Not explaining what you want to achieve, how you plan, and the steps to take can confuse your team and make them less productive.

No plan to measure success

With a defined method to measure success, it’s easier to test the plan’s effectiveness. Setting quantifiable targets and implementing key performance indicators (KPIs) is crucial. This data-driven approach ensures you can track progress and make informed adjustments.

Making an unclear plan

An unclear plan often results in misunderstandings and misaligned efforts. It’s vital to express your expectations. Lack of clarity can result in team members working at cross-purposes, diminishing the plan’s impact.

A fixed mindset

A rigid approach, unwillingness to adapt, and resistance to change can hinder growth. Embrace flexibility and openness to new ideas. A fixed mindset limits innovation and obstructs the plan’s ability to adapt to evolving market demands.

As a sales rep, lack of communication with your manager is a significant pitfall. Regular updates and feedback sessions are crucial. Not telling your manager how you’re doing, what problems you face, and what you’ve achieved can make it harder for everyone to work together.

In the fast-paced sales world, the 30-60-90 Day Sales Plan is a smart strategy. 

This guide reveals the details of this helpful approach, whether you’re new, leading, or improving in sales. It empowers you to succeed.

It’s not about setting goals; it’s about crafting a tailored journey to success. With a clear understanding of products and strong customer connections, you’re set for success. 

With this guide as your companion, step into the sales arena with confidence.

And don’t forget to thank us later. 

Q1: What is a 30-60-90 Day Sales Plan?

A 30-60-90 Day Sales Plan is a framework designed to guide sales professionals in their first three months on a new job. It outlines specific tasks and goals for each phase, ensuring a structured approach to success.

Q2: Who can enjoy a 30-60-90 Day Sales Plan?

Salespeople, managers, and those starting new roles or in new areas can enjoy this plan. It offers a clear guide, helping improve skills, set goals, and use effective sales strategies.

Q3: How do I create a personalized 30-60-90 Day Sales Plan?

To make your plan, consider what you’re good at and what needs work. Learn about your surroundings, set goals, and adjust your methods based on feedback and outcomes. The guide provides detailed steps for crafting your unique plan.

Published On: February 14, 2024

Written by: sushant shekhar, categories: sales sales tips, you might also like.

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How to start a small business at home in 2024

Blair Travers

Sierra Campbell

Sierra Campbell

“Verified by an expert” means that this article has been thoroughly reviewed and evaluated for accuracy.

Published 8:07 a.m. UTC Feb. 16, 2024

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Starting a small business at home can help you turn your passions, skills or ideas into financial prosperity. There are some unique perks and challenges to consider when deciding to start a home-based business. 

You’ll also want to have a solid plan and follow some key steps to get your business off on the right foot. It’s helpful to know where you can find ideas, answers to your questions and other resources you need to run an at-home business successfully.

Should you start a business at home?

There are many factors to consider when deciding to start a small business at home. On the one hand, it’s important to make sure there is demand for your business. On the other hand, you want to be able to handle the amount of business you receive. Gauging things like demand, profit margins and the ability to scale your business early on can help you avoid trouble down the road.

Across the country, at-home businesses make up a large portion of small businesses. C.E. “Tee” Rowe is the president and CEO of America’s Small Business Development Centers (SBDC), which provides free or low-cost support for small businesses in partnership with the U.S. Small Business Administration. “Here at America’s SBDC, we have seen an uptick in home-based businesses that started during the pandemic but continues to date,” said Rowe. 

Pros of a home business

Here are some key benefits to starting a business at home:

  • Increased flexibility: Set your own hours, freeing you up for other commitments as needed.
  • Less commuting: Save time and money by skipping the drive to work.
  • Comfortable work environment: Design your workspace how you want it. After all, it is your home.
  • Money-saving perks: Pay lower startup costs compared to larger businesses by avoiding costs like renting retail or office space. Take advantage of tax breaks for at-home businesses.
  • Reduce risk: Protect yourself by limiting your liability and avoiding the cost and risk of maintaining commercial space.
  • Rewards for your hard work: Work hard for your business, and your business reaps the benefits instead of some other employer.

Cons of a home business

These are some of the disadvantages of starting a business at home:

  • Limited space: You give up part of your home, and even then, you may still need more space for your business.
  • Distracting work environment: Crying babies, barking dogs and loud neighbors can all be distracting when running a business at home.
  • Professional boundaries: Some people may feel awkward about meeting to discuss business at your home or a public location.
  • Increased mental health risks: Running a home business can feel isolating for some. A lack of social interaction, time outside, work-life balance or effective time management can also threaten mental health.
  • Growth restrictive: If your home-based business scales too rapidly, you may outgrow your workspace quickly. In this situation, success creates a problem for home businesses to solve.
  • Increased costs: Whether you’re paying new employee salaries or wages or forking over more money for higher utility bills, you may feel the financial squeeze.

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7 steps to start a home business

After considering the pros and cons, does the idea of taking the reins and starting a home business appeal to you? You’re not alone. 

“When we work with individuals seeking to start a home-based business, it is frequently based on a desire to control their own circumstance and success, which are great reasons, but it always needs to be thought out carefully,” Rowe explained.

Planning is key. From creating a business plan and determining your business structure to securing funding and setting your marketing strategy, there’s a lot to think through. Follow the steps below to get on the right track to starting a small business at home.

1. Find your niche

Plenty of successful at-home businesses arise from emotion: a passion to do what you love, a frustration with the status quo or excitement to seize on a timely opportunity.

If you’re struggling to find your niche, ask yourself:

  • What do you love to do that others may find challenging?
  • What is a need that no business currently has the right solution for?
  • What are you good at? What do people ask for your help with?
  • What high-demand skills or services do you have to offer?

2. Draft a business plan

Having a business plan is essential for running your business effectively. As Rowe pointed out, “Every business needs a solid, comprehensive plan to guide them to success. That plan needs to focus on skills, finance, revenue and marketing.”

A business plan outlines the direction of the business — its goals, strategies, structure, ways of measuring success and plans for dealing with things like change and risk. Simply put, it’s the roadmap to success for your business.

When creating your business plan, include key sections such as an executive summary, a business description, market analysis and financial projections. For more on what to cover, check out this step-by-step guide to drafting a business plan .

3. Select a business structure

According to the IRS, the most common business structures are sole proprietorships, partnerships , corporations and limited liability companies (LLC) . Each business structure comes with its own set of operational, legal, financial and tax considerations. 

A sole proprietorship is a business owned and operated by a single individual, while a partnership is jointly owned by two or more individuals who share responsibilities. 

In contrast, corporations — like C corporations and S corporations — are independent legal entities. C corporations limit shareholder liability but are highly complex. S corporations feature pass-through taxation, distributing income (and losses) to shareholders.

While sole proprietorship is a common structure for just starting out, LLC is another popular option for at-home businesses. It combines elements of a corporation and a partnership, offering limited liability to its members and the flexibility of pass-through taxation. Members of an LLC can choose to be taxed as a sole proprietorship, partnership, C corporation or S corporation.

4. Register your business and get an EIN

After you choose a business structure, you’ll need to register your business with state and federal governments. Select a business name , pay fees and provide required documents, which vary by state.

After getting registered with your state, you can then apply for an Employer Identification Number (EIN) from the IRS. Once you’re approved, you’ll receive this unique nine-digit number that is essential for all sorts of business purposes, from filing your taxes to hiring employees. 

Not all businesses need an EIN, such as sole proprietors and single-member LLCs with no employees.

5. Get any required licenses and permits

Depending on your industry and federal, state and local requirements, you may also need to obtain licenses and permits for your business. 

Here are some examples of licenses and permits you may need, depending on your business:

  • Occupational, professional or trade licenses.
  • Online business permits.
  • Sales tax permits.
  • Health department permits.
  • Safety permits.
  • Home-based child care licenses.
  • Zoning, signage, environmental and other permits to operate an at-home business, as required by local government, HOA or deed restrictions.

6. Obtain funding for your business

Many owners fund their businesses using their own savings. Self-funding is a viable choice if you can get up and running without much money, can come up with the needed funding from your own accounts or can ask for help from family or friends. 

You can also apply for a business loan . Banks will likely want to see a rock-solid business plan, strong financial projections, good personal and/or business credit history and any collateral you’ll use for your loan. If you are a good candidate for lending, make sure that shows in your application so that you can get the best funding and terms for your business.

If you don’t have much personal or business credit history, it may be easier to get a business credit card . This gives you benefits like payment flexibility, credit card rewards and essential early or emergency spending power. It will also help your business establish or strengthen its credit so you can get favorable terms on future loans and other credit.

7. Launch and market your business

You’ve planned out your business, defined its structure and gotten your business registered, licensed, permitted and even paid for. Now it’s showtime. For many who seek to start a small business at home, the launch is the most exciting part of the journey. You are now ready to conduct business.

It’s also important to get others excited about your small business — and keep them engaged. Here are some of the most common marketing strategies for small home-based businesses:

  • Social media marketing: Reach potential customers on platforms like Facebook, Instagram, TikTok and X (formerly Twitter) by sharing engaging content and updates.
  • Business website: More than just a place to sell your products or services online, your business website should help users find what they want to meet their needs. It should also help achieve business objectives by offering features like payment services or e-commerce functionality .
  • Advertising: Platforms such as search engines and social media can help you reach your target audience.
  • Content marketing: Write blog posts, produce videos or create helpful graphics to explain what your business offers and to establish trust and authority.
  • Email marketing: To keep business coming back, build an email list to communicate using promotions, newsletters and updates.
  • Word of mouth: In the early stages, many small home-based businesses rely on word of mouth. You can also ask for customer reviews on platforms like Google and Yelp.

Weigh the costs and benefits when deciding on your marketing plan, so you choose what’s best for your business.

Top home business ideas

Check out these home business ideas to find the right fit for you:

  • Retail: Sell products you make — including crafts and customized gifts — or resell products you get for less than what you pay for them.
  • Case-based services: Open up an in-home daycare, provide home-based care for adults or even take care of pets by offering pet sitting and mobile grooming.
  • Events: Plan weddings and events. Create the perfect look as a makeup artist or stylist. Play music in a band or take your place on the 1s and 2s as a DJ.
  • Art and creative services: Capture the moment as a photographer, or maybe you’d rather bring your vision to life as an artist. More of a words person? Write, edit or translate content. 
  • Education: Teach the next generation how to do math, play an instrument or learn a new language. Provide adults with specialized training in arts and crafts, life coaching or test preparation.
  • Health and wellness: Become a personal trainer to get people in the best shape of their lives or a mental health counselor to help them find their inner peace.
  • Home and real estate: Transform homes by organizing, decorating or even staging. Produce virtual home tours for real estate agents, or become a realtor yourself.

Resources to start a business

For more resources and guidance on how to start a small business at home, check out these guides and articles:

  • Follow our step-by-step guide on how to start a business from the ground up.
  • Learn how to start an LLC if that’s your chosen business structure.
  • Discover how to start a business with no money so funding doesn’t hold you back.
  • Skip the overhead that comes with brick-and-mortar stores and find out how to start an online business .
  • Explore options to accept payments online and start making money in your sleep.
  • Find the cheapest payroll services to pay your employees and contractors.
  • Build a successful business by attracting loyal, repeat customers. 

Frequently asked questions (FAQs)

The cost of starting a business at home varies widely and depends on several factors. Some businesses, including sole proprietorships, can get away with paying little to no money to start their business. Other home-based businesses, including those with manufacturing or inventory expenses, could have considerably higher startup costs.

Yes, you can use your home address to register a business. However, you’ll want to make sure that usage does not go against local laws, HOA bylaws or property covenants. It’s also a good idea to check with your mortgage and homeowners insurance companies to make sure that running a business out of your home does not introduce unforeseen headaches.

Blueprint is an independent publisher and comparison service, not an investment advisor. The information provided is for educational purposes only and we encourage you to seek personalized advice from qualified professionals regarding specific financial decisions. Past performance is not indicative of future results.

Blueprint has an advertiser disclosure policy . The opinions, analyses, reviews or recommendations expressed in this article are those of the Blueprint editorial staff alone. Blueprint adheres to strict editorial integrity standards. The information is accurate as of the publish date, but always check the provider’s website for the most current information.

Blair Travers

Blair Travers is a business writer and content strategist with over a decade of experience breaking down complex problems to help businesses move forward with confidence. He brings a wide range of technology, banking and retail expertise. Blair enjoys helping businesses figure out complex processes and make choices that are right for them. His work has been published in U.S. News & World Report and Carfax.

Sierra Campbell is a small business editor for USA Today Blueprint. She specializes in writing, editing and fact-checking content centered around helping businesses. She has worked as a digital content and show producer for several local TV stations, an editor for U.S. News & World Report and a freelance writer and editor for many companies. Sierra prides herself in delivering accurate and up-to-date information to readers. Her expertise includes credit card processing companies, e-commerce platforms, payroll software, accounting software and virtual private networks (VPNs). She also owns Editing by Sierra, where she offers editing services to writers of all backgrounds, including self-published and traditionally published authors.

How to start a small business: A step-by-step guide

How to start a small business: A step-by-step guide

Business Eric Rosenberg

IMAGES

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