30 60 90 day plan: New-hire guide, template + examples

The first 90 days at any company can be intimidating. There's a lot for new team members to learn, including different tools, team norms, and shifting expectations. But when you provide new hires with clear guidance, you empower them to hit the ground running.

A 30-60-90 day plan is a new hire's guide through the onboarding process. In this piece, we'll cover what a 30-60-90 day plan includes, how to write one, and provide templates and examples to get you started.

What is a 30-60-90 day plan?

A 30-60-90 day plan is a structured onboarding document that outlines what a new employee should learn, accomplish, and contribute during their first three months on the job. It gives team members a concrete roadmap for getting up to speed while helping managers set clear expectations. The result: new hires feel welcomed and understand their responsibilities from day one.

30-60-90 day plans often include the following milestones for each month of onboarding:

• 1–30 days: The first month involves intensive training for the employee's new position. This is when the new hire learns as much as possible about company policies, your company's products, team structure, and job responsibilities.

• 31–60 days: The second month of employment is the new hire's opportunity to put what they've learned into practice by taking on new tasks. This is a key learning period, so it's ok if your direct reports make mistakes as they get familiar with how things are done.

• 61–90 days: The third month of employment is when the new hire starts mastering the skills of their job. This means your employee can now fully meet job expectations and start achieving long-term performance goals.

A 30-60-90 day plan may have similar sections for all new hires, such as company policies and resources. That said, you should also tailor many parts of the plan to fit each individual's specific role and responsibilities.

Types of 30-60-90 day plans

While 30-60-90 day plans are most commonly associated with new hires, they're versatile tools that support various professional transitions. Understanding the different types helps you choose the right approach.

Each type shares the same foundational structure but emphasizes different priorities. The key is tailoring your plan to match the specific challenges and opportunities at hand.

Benefits of a 30-60-90 day plan

Research shows that strong onboarding can improve employee retention by 82% and productivity by over 70%. A 30-60-90 day plan, combined with onboarding checklists and templates, is one of the most effective tools for achieving these results.

With a 30-60-90 day plan, you can:

• Set goals and create clear expectations for an employee's first three months on the job.

• Space out training sessions and introductions so new hires don't feel overwhelmed.

• Ensure new team members have the knowledge, resources, and skills they need to succeed in their new roles.

• Take time to communicate your core company values.

• Build trust with effective feedback throughout the onboarding process.

Creating a 30-60-90 day plan can also benefit your hiring process and interview process. Candidates often want to know what their first few months on the job will look like. Having a plan already in place helps hiring managers and recruiters paint a concrete picture for applicants during job interviews.

What should new hires accomplish in their first 90 days?

Your new hire's focus in the first 90 days should be on integrating into the company culture and mastering their job description. While there's time for new hires to help with tasks beyond onboarding, their initial objectives should focus on basic acclimation.

Some accomplishments you may ask your new hire to achieve in their first 90 days include:

• Learn the company's mission

• Know the organizational structure, including management roles and fellow team members

• Understand the responsibilities outlined in the job description

• Understand the project roadmap from start to finish

• Set short-term objectives toward long-term goals

You should hold a performance review at the end of a new hire's first 90 days to assess their progress. During this time, you can offer constructive feedback about what they've accomplished and how they can continue to improve.

How to write a 30-60-90 day plan

Typically, you'll write a 30-60-90 day plan before your new hire's onboarding or immediately after they begin their job. As a result, you probably don't know a lot about your new hire's personality or strengths. Use your expectations for what you want them to become in their new role to customize each plan.

Step 1: Ask questions

Once you've hired someone new, start your 30-60-90 day plan by looking at the big picture and assessing how your new hire fits into that picture. Ask yourself any questions that come to mind about the job role, the onboarding process, and the team.

Some questions to begin brainstorming include:

• What need do you hope this person will fill?

• What specific problem are you bringing this person in to solve?

• What should this person know in order to be successful?

• What will the new hire's daily responsibilities be?

• How will the new hire take part in project development?

Ultimately, your 30-60-90 day plan will provide your new hire with a clear understanding of what the first three months will entail. Answering these questions early sets them up for success and helps them develop the skills necessary for the role.

Step 2: Set realistic goals

Your 30-60-90 day plan isn't a day-to-day list of activities your new hire will be working on. Instead, your goal is to provide your new hire with an overview of their role within the company.

Keep in mind that a new team member can only accomplish and learn so much in their first few months. While you may have dire needs to address, try not to throw too much on your new hire's plate too fast.

Consider what a reasonable workload should be and minimize that workload for at least the first 30 days. If the team member catches up quickly, you can add work to their plate as appropriate. A study schedule template can help outline these early milestones and balance learning goals with day-to-day responsibilities.

Step 3: Create SMART goals

According to Enboarder's 2025 HR Leader survey, 20.5% of organizations report that half of their new employees leave during their first 90 days, underscoring the critical importance of structured onboarding plans. Setting concrete goals during onboarding can boost retention, especially if those goals are SMART, specific, measurable, attainable, realistic, and time-bound. SMART goals clarify expectations and provide team members with clear stepping stones, so new hires are less likely to feel overwhelmed or unengaged.

The specific goal and success metrics you set for your new hire will depend on their particular role and level within the company. Check out some examples of 90-day SMART goals for different employee positions:

• Writer: Successfully published three articles for one of our clients, which includes taking each article through the entire publishing process from QA to internal edits, client edits, and final edits.

• Customer support: Work with team members to close 30 tickets, including learning the internal computer system and resolving an array of unexpected tech issues.

• Agency: Collaborate with stakeholders to write one promotional piece. Then promote the piece to bloggers and secure publication on at least 3 relevant websites.

While the new hire's first 90 days should focus on helping them get comfortable in their new role, adding measurable goals to their action plan can give them a project to work on so they don't feel like their only purpose is to shadow others.

Step 4: Give them a mentor

A 30-60-90 day plan isn't a document you'll hand over to your new hire and then simply send them on their way. This document should serve as a reference for your new hire as they collaborate with you and other team members to accomplish tasks.

When writing your plan, assign a mentor to the new hire to provide any advice or guidance they might need. This person will be their go-to guide during the first few weeks for any questions. A good mentor can help orient your new hire so they don't feel overwhelmed by their new work environment.

Make sure to set your new hire up with a mentor who isn't their manager. That way, they have someone they can turn to with questions about team synergy and team norms. As their manager, you can focus on providing broader guidance on long-term goals and best practices for team collaboration.

Step 5: Set up regular check-ins

An important thing to remember when creating a 30-60-90 day plan is to stay flexible. Even if you feel your plan outlines exactly what you hope your new hire accomplishes, there's no guarantee the first 90 days will go as expected.

For example, another team may need help from your new hire a week into their employment, which can derail the SMART goals you initially set for them. It's also possible that your new hire will learn at a slower or faster pace than you expected. When you understand that the plan is an outline and not a schedule, you'll feel better about the work you've put into it.

Elements of a 30-60-90 day plan

The elements of a 30-60-90 day plan are unique to the team member joining your organization, but the structure of the plan should look similar.

The essential components of a 30-60-90 day plan include:

• Company mission: Briefly state your company's mission at the top of the 30-60-90 day plan to give your new hire an idea of what your company stands for.

• Guiding points: Guiding points may include information about your company culture and elaborate on your business'core values. For example, these points may include things like: "Ask questions… Value relationships… Have a team mindset… Put your health first…"

• Meet the team: In this section, include pictures and blurbs of the people your new hire will work with closely. This can be a good reference for the new hire as they try to learn names and team roles.

• First day overview: The first day overview is the only section of the 30-60-90 day plan that lists out a detailed schedule for the new hire. Do your best to let your new hire know what to expect on their first day of work, including log-in information or how to set up their email and phone voicemail.

• Top priorities: In the top-priorities section of the plan, include an overview of the new hire's job responsibilities and the needs you hope they will fill in their new role.

• SMART goals: The SMART goals you list in the 30-60-90 day plan should be measurable, job-related goals you hope the new hire will achieve within their first 90 days.

• Resources: List links to the company handbook, job description, team directory, and other relevant resources.

30-60-90 day plan example

Your new hire will use their 30-60-90 day plan as a roadmap for success as they navigate the challenges in their first months of onboarding. Break SMART goals and objectives into manageable chunks, and include a mix of personal and company goals to help new team members settle in.

You should further develop these objectives by including success metrics and KPIs when applicable. This will help people stay motivated and track progress effectively.

Here's a 30-60-90 day plan example to get you started.

Days 1-30

Goal 1: Complete all required onboarding and compliance training modules.

• Metric: Completion of all training modules confirmed by human resources.

• Example: A new manager at a tech company uses the first 30 days to complete all human resource-led compliance training sessions to ensure they understand the legal and ethical standards required by their new role.

Goal 2: Build relationships with at least 10 new colleagues across different teams and departments.

• Metric: Number of introductory meetings or coffee chats held.

• Example: A new contributor in a marketing department sets up coffee chats to connect and make a positive first impression with peers in other departments, such as sales and product development.

Goal 3: Develop a solid understanding of the company's products, services, and key processes.

• KPI: Score at least 85% on a knowledge assessment test to measure understanding of key information.

• Example: A sales manager spends their first month attending product demonstrations and shadowing senior sales calls to observe the nuances of the company's offerings and sales techniques.

Goal 4: Establish a consistent morning routine to improve punctuality and productivity.

• Metric: Days arriving at least 15 minutes early tracked over the first month.

• Example: A new hire decides to start each day by reading industry news for 15 minutes to stay informed and arrive early to prepare for the day ahead.

Days 31-60

Goal 5: Identify and document at least three areas for process improvement or inefficiencies.

• KPI: Submission of a detailed report with actionable recommendations for optimization.

• Example: A new project manager uses workflow analysis tools to track time spent across project stages, identify bottlenecks, and propose solutions to improve efficiency.

Goal 6: Join company-sponsored clubs, sports teams, or volunteer initiatives.

• Metric: Participation in at least two different company-sponsored activities.

• Example: A new sales manager joins the company's soccer team and the volunteer committee, which allows them to build relationships outside of formal work settings and demonstrate team spirit.

Goal 7: Complete an online course or certification relevant to your role or industry.

• KPI: Acquisition of a new certification within the 60-day period.

• Example: A new contributor in data analytics enrolls in a certified online course on advanced data visualization techniques to improve their skill set and contribute more effectively to ongoing and new projects.

Goal 8: Establish a healthy work-life balance by scheduling regular exercise or self-care activities.

• Metric: Number of weeks adhering to the twice-weekly exercise or self-care schedule.

• Example: A human resources manager starts attending yoga classes three times a week after work and using a wellness app to schedule and track sessions.

Days 61-90

Goal 9: Propose and implement at least one process improvement or cost-saving measure.

• KPI: Documented percentage improvement in efficiency or reduction in costs.

• Example: After reviewing existing procurement processes, a new manager proposes a new vendor management system that reduces order times and costs by 15%. They then highlight the direct impact of their initiative on the company's bottom line.

Goal 10: Seek out a mentor within the company who can provide guidance and support.

• Metric: Successful identification and commencement of mentorship sessions.

• Example: An e-commerce contributor uses LinkedIn to identify and approach a senior leader within the company known for their expertise in developing sales plans and sets up bi-monthly mentorship sessions.

Goal 11: Deliver a training session or knowledge transfer to team members on a specific topic.

• KPI: Percentage of attendees who can successfully pass a follow-up knowledge test.

• Example: A new manager organizes a workshop on effective sales techniques, using real-world examples from recent successful deals to boost the team's skills and confidence.

Goal 12: Identify and pursue a professional development opportunity outside of work.

• Metric: Registration for a relevant professional development activity.

• Example: A new hire attends a regional conference on digital marketing trends to network with industry leaders and bring back valuable insights to inform the company's new online marketing strategies.

Not sure where to start? Check out our example 30-60-90 day plan template below for inspiration on how to optimize your onboarding process.

Use this 30-60-90 day outline as a way to build and customize a plan that works for each new hire that you onboard.

Streamline the onboarding process with work management tools

Printouts and documents quickly become outdated. Keep your onboarding process flexible by creating your 30-60-90 day plan with project management software. Once you share the plan, you can easily monitor your new hire's progress, plus assign day-to-day action items to keep things on track.

30-60-90 day plan for managers

A new manager's 30-60-90 day plan differs from an individual contributor's. Managers need time to assess their team, understand existing dynamics, and establish their leadership approach before making changes.

Days 1-30: Observe and learn

The first month should prioritize listening and understanding. New managers should:

• Schedule one-on-one meetings with each direct report to understand their roles, challenges, and goals

• Meet with cross-functional stakeholders to learn how the team collaborates with other departments

• Review existing processes, projects, and performance metrics

• Understand the team's current priorities and any ongoing challenges

Days 31-60: Identify opportunities

During the second month, managers can begin synthesizing their observations:

• Document areas where processes could be improved

• Identify quick wins that can build trust with the team

• Start implementing small changes based on early findings

• Build stronger relationships with key stakeholders

Days 61-90: Take strategic action

By the third month, new managers should be ready to lead more actively:

• Present a strategic vision for the team's direction

• Implement larger process improvements

• Set team goals aligned with organizational priorities

• Establish regular feedback loops and communication rhythms

Key insight: Resist the urge to make sweeping changes too quickly. Taking time to understand the team's existing strengths and challenges is a hallmark of what makes a good manager and leads to more effective, sustainable improvements.

Common challenges to avoid

Even well-designed 30-60-90 day plans can fall short if you don't anticipate common pitfalls. Here are challenges to watch for and how to address them:

• Setting unrealistic expectations: Overloading a new hire's plan with too many goals can lead to frustration and burnout. Focus on a manageable number of priorities for each phase.

• Lack of flexibility: While structure is important, rigid plans don't account for unexpected changes. Build in room for adjustments as priorities shift.

• Insufficient check-ins: A plan without regular feedback becomes just a document. Schedule consistent touchpoints to discuss progress and address obstacles.

• Focusing only on tasks: Don't neglect relationship-building and cultural integration. New hires who feel connected to their team are more likely to succeed in the long term.

• Vague success metrics: Goals without clear success measures make it difficult to assess progress. Define what success looks like for each objective.

By anticipating these challenges, you can create a more effective onboarding experience that sets new team members up for lasting success.

Streamline onboarding with Asana

A 30-60-90 day plan is only as effective as your ability to track progress and keep everyone aligned. With Asana, you can transform your onboarding plans from static documents into flexible, collaborative workspaces.

• Create templates: Build reusable onboarding plans for different roles

• Assign tasks: Set clear due dates and owners for each milestone

• Automate check-ins: Keep new hires on track without constant status meetings

• Track progress: Give managers visibility while providing new team members with a clear roadmap

Ready to improve your onboarding process? Get started with Asana today.

Frequently asked questions about 30-60-90 day plans