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Crafting an Effective 30-60-90 Day Plan for Job Interviews: Examples + Templates

Some job interviews entail making or presenting a plan to show what can the new recruit offer the organization once he/she is hired. Depending upon the job title, there are various types of plans that one might require making such as perhaps a communications plan or project plan. However, the most common plan one might require making is a 30 60 90 day plan .

What is a 30 60 90 Day Plan?

Benefits for job applicants, benefits for employers, when to use a 30-60-90 day plan, key elements of a job interview 30-60-90 day plan, 30 days – learning phase, 60 days – evaluation phase, 90 days – optimize, start with an introduction, the first 30 days – learning goals, the first 60 days – initiative goals, the first 90 days – transformation goals, timeline & scorecard, make it readable, set smart goals, identify the company’s mission, meet the key stakeholders, be flexible.

• Determine How You Will Measure Success

Mintzberg’s 5Ps

Addie model, final words, 30 60 90 day plan templates for powerpoint.

Some employers ask candidates to present a 30-60-90 day plan. This helps employers understand the candidate’s skills, ability to create and manage measurable goals, foresight and willingness to be accountable for his/her work. The plan includes a roadmap to how the candidate aims to learn, add value and play a transformational role within the organization.

Source: 30-60-90 Day Plan PowerPoint template

Organizations usually expect candidates to not only put in an effort to understand and evaluate the organization, projects and working environment; but to also add value, optimize procedures and bring positive change.

Benefits of Creating a 30 60 90 Day Plan

Whether your employer has asked for a 30 60 90 day plan or you take one along without any prior request from the potential employer, there can be a number of benefits for making such a plan. Similarly, the employer can better screen candidates if they ask for a 30 60 90 day plan.

Clarity in Job Expectations

One of the benefits of making a 30 60 90 day plan is that it provides clarity regarding what you might want from the new job. Furthermore, by dwelling into specifics of the advertised job description, you can also better understand the nature of the job and what you might have to offer to your potential employer.

If you’re someone rather new in your career or at an intermediate stage, making 30 60 90 day plans when trying to move up the career ladder can also be a way to sharpen your skills. You can see it as a tool that improves performance and productivity in the long run.

Better Preparation for a Job Interview

By making a 30 60 90 day plan, you can better prepare for a job interview. Many candidates can make the mistake of not paying attention to the job descriptions for dozens of jobs they might apply for. Once they receive an interview call, it can be tempting to skip the fine details. This is where you can fail during a job interview. Many times, it’s not the tough questions that can ruin your job prospects but a simple question that you failed to prepare for.

A Reflection of Professionalism

Some job applications create a 30 60 90 day plan even if the employer has not asked for it. This shows intent and determination, where a potential candidate has taken the time to better understand the job role and provide practical suggestions. Such an approach can make your potential employer see that you aren’t coming in with a casual approach. It also reflects on your professionalism in a positive way and can help you score some extra points.

Helps Thoroughly Screen Candidates

Many candidates can be good at expressing their views but not all that good at implementing action plans. A 30 60 90 day plan template can help employers screen candidates more closely by analyzing the candidate’s capabilities and asking tough questions.

Enables Gauging the Experience of Candidates

When a potential candidate presents a 30 60 90 day plan , it’s not just a reflection of his/her ideas but also a reflection of the experience and expertise they bring along. Some candidates might be suitable based on their expertise and experience for the job compared to others. For example, when choosing between two candidates for social mobilization of rural communities, one might have experience working with large organizations, but the other candidate might be more suitable based on his/her expertise at the grassroots level. Such a distinction might mean the difference between someone who is more in touch with the environment he/she needs to work in compared to the other.

Can Help Attract Better Candidates

Arguably, asking for a 30 60 90 day plan can help weed out candidates with a casual approach who might not even want to put in the time to make such a plan. Such candidates might not even apply for the position, leaving room for better candidates.

30/60/90 plans are often required at the time of job interviews and after an employee joins an organization. Such a plan is a reflection of how the employee intends to move forward during the first 90 days at the job, including how he/she shall learn, adapt, and perform at the workplace.

To put it in a nutshell, you should create a 30 60 90 day plan when applying for a job and it is quite likely you will need one when starting your new job. However, as mentioned earlier, even if the employer hasn’t asked for one, you can always create and bring along such a plan, be it a simple document or PowerPoint presentation. This is because such a move will give you clarity in your job role, will help you plan better for the job interview, and might even help you win a few extra points.

We also recommend you to read: The First 90 Days: Critical Success Strategies for New Leaders at All Levels by Michael D. Watkins to get some insight into how a 90 days plan can lead to success at the workplace. The book reflects upon leadership and career transitions. Joining a new job with a better salary and a few extra perks should not ideally be a goal. Negotiating with your new employer, moving up the career ladder, and ensuring success at the workplace requires leadership skills, your ability to bargain with your employer, team, and external stakeholders, is equally important.

How to Create a 30 60 90 Day Plan for a Job Interview?

If you have a job interview where you might require using a PowerPoint presentation to reveal your 30-60-90 day plan, you should focus on the key elements of the plan.

The key elements of a 30-60-90 day plan for a job interview entail understanding processes, people, procedures, products and competition, evaluating processes and provide an action plan for optimization and transformation within the organization.

The first 30 days entail the learning phase, where you must understand the processes, procedures, your team, product and the competition.

Process, People and Procedure

The first 30 days are to get acquainted with your new job. The objective is to understand the team, processes and procedures. Understanding how things work within the organization would be key to moving things forward. Many project managers can become disconnected from company processes and their own team, leading to bad decisions and subordinate resentment. During your job interview don’t try to show that you know everything, since everyone needs to learn about the new company before they can take meaningful steps.

Product and Competition

During the first 30 days you will also be required to understand the product or service, its key features, the clientele and how competitors might be a threat to it.

As evident from the aforementioned, the first 30 days, therefore, are all about learning the basics, followed by the next 30 days where you would move forward to the evaluation phase.

Evaluate Current Processes

The next 30 days (60 days) will include assessing current processes to understand how things work and to identify room for improvement. You might want to create a SWOT analysis to determine strengths, weaknesses, opportunities and threats. This will also help you allocate resources in the best possible manner to optimize your impact.

Evaluate Changes

Once you have evaluated processes, you now must try to evaluate grounds for bringing meaningful change. For example, you can identify cost-saving initiatives, methods for reducing waste, improving processes, lower per unit cost, etc. During this time, you would also be acquainted with the team (during the first 30 days) to determine what kind of change might be rational and what changes might lead to employee resentment and a possible backlash.

The next 30 days (90 days) would conclude 3 months, which is also usually the probation period for employees. This is the time when you need to deliver, or you might find yourself looking for a new job. If you set out with SMART goals, you should be fine during this time.

Initiate Action Plan

Based on your specific, measurable, attainable, realistic and time-bound (SMART) goals, you will require initiating your action plan. This will be a detailed plan with timelines and a scorecard to measure the success of your strategies.

Implement New Strategies and Procedures

During the last 30 days of the 30-60-90 day plan, you should start rolling out your new strategies and procedures. For example, a new process might be rolled out during this time or initiatives to cut costs and improve efficiency might be initiated.

Practical Example: How to Create a 30-60-90 Day Presentation for a Job Interview?

Now that we have discussed the basics of a 30-60-90 day plan, let’s take a look at how to create a 30-60-90 day plan example presentation to show your potential employer how you intend to add value and improve the processes, procedures, and project delivery.

There is no point jumping right into the topic. You should start with a brief introduction of the topic at hand and explain what the plan is about. This is the section of the presentation that starts with a brief explanation of the topic.

You should incorporate your goals within your presentation, starting with the learning phase or the first 30 days. You should briefly explain how you intend to learn about the processes, procedures, people and corporate culture, product or service and the competition to evaluate room for improvement. If you don’t have a lot of information regarding the organization, you can create sample goals based on hypothetical examples.

Many people can end up joining a job and thinking they have made a mistake. You need to have absolute clarity that the new job is something you are interested in, are looking to take the initiative to move forward with and can add value to the organization. Speak with clarity regarding your goals and if necessary, use hypothetical examples to give an example of what you might bring to the table.

You can also discuss strategies used by competitor organizations and even present a SWOT analysis in your presentation. Your information during this time might be limited regarding the organization, since you are unlikely to know specifics. But that’s alright, since employers expect the candidate to put in an effort in their plan and not know everything regarding the organization at the time of the job interview.

Based on the learning phase (first 30 days), you must set goals for taking initiative. As mentioned earlier, this is the evaluation phase where you would look for bringing changes to processes, procedures and perhaps team orientation to set out an outline for what might be rationally achievable. You can set SMART goals with indicators in the form of a scorecard for this purpose.

This part of your First 90 Days in a New Job presentation will focus on the change you intend to bring and the way you ensure it. You can explain how you intend to integrate your team with your organizational mission, vision, core values and bring improvement to existing processes, procedures and methods. You can also refer to a SWOT analysis to explain how your methods might be the right way forward for the organization. For example, in case the company is facing declining sales, you can incorporate a plan for improving market share, competing more effectively against competitors who pose a threat to the business and how you intend to capitalize on available opportunities (e.g. brand goodwill or making better use of existing marketing resources).

Make sure that you incorporate a timeline and scorecard in your 30-60-90-day presentation. This will allow your potential employer to assess your capability of organizing your goals and get an overview of what your plan might look like at a glance. The scorecard will enable you to show how you intend to measure success and achieve your goals. This will help give a positive impression regarding your capabilities and clear out any possible confusion that your audience might have regarding your plan.

Tips for Making Your First 90 Days in a New Job Presentation

Making a plan for your first 90 days in a new job presentation is too complicated might confuse your potential employer. One of the key aspects of making a robust 90 days plan is that it should be easy to understand. Try to keep the layout of the plan easy enough for your audience to understand and pay special emphasis on legibility. If it’s a document, use standard fonts. If you need to present your plan, do away with flashy templates and over-the-top animations and try to keep the layout easy to read and simple enough to present. And of course, avoid death by PowerPoint.

It goes without saying that the goals you set out should be SMART, i.e. specific, measurable, achievable, realistic, and time-bound. You can analyze your goals once your plan is complete to ensure that they comply with SMART goals . Since this is a 90 days plan, you should try to focus on goals that are based primarily on the first 90 days, even if you plan to discuss a few long-term goals. You can also use a template that can help you easily layout your plan in the form of PowerPoint slides. For more information, we also recommend our section of SMART goals templates .

To create a 30/60/90 plan that is well received, you should ensure that your plan is in line with the company’s vision and mission. You can do a bit of research regarding that prior to your job interview. If you are making a plan after being hired, it is even more critical to ensure you don’t make a plan that can end up colliding with the corporate culture of the organization. To ensure this, you need to better understand the vision and mission statements of the company and any other frameworks they might have in place related to them.  

While it’s unlikely that you will be able to meet the key stakeholders at the time of the job interview, when making a 90 days plan after joining a job, you can meet the key stakeholders to help refine your plan. This would include both internal and external stakeholders such as peers, senior management, line managers, vendors, partner organizations, etc.

While you might think you have a robust 30 60 90 day plan. It isn’t necessarily going to be perfect for your potential employer. You need to leave room for flexibility and adapt to potential challenges and suggested changes. Be it at a job interview or when making a plan after being hired, you need to ensure your plan isn’t rigid and can be adapted to unforeseen circumstances.

Determine How You Will Measure Success Example

To measure success, you will require adding a few KPIs (Key Performance Indicators). For example, if you are hired as a communications expert in the development sector, you will be required to elaborate upon how you can use digital technology to benefit the organization. Are you looking to overhaul the company’s social media presence? Are you looking to change the website design of the company website with a responsive UI? Do you plan to reach a specific number of targeted beneficiaries under a human development program using digital technology? Your KPIs should be in line with your SMART goals and should be realistically achievable during the laid-out timeline.

Alternatives to 30-60-90 Day Plans

There are a few alternatives to the 30-60-90 day plan. Let’s briefly take a look at a few 30-60-90 day alternatives.

Mintzberg 5Ps have been around since 1987. These 5Ps were the brainchild of Henry Mintzberg and include; Plan, Ploy, Pattern, Position and Perspective. These 5Ps serve as a roadmap for making a business strategy to make the most out of an organization’s strengths.

ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. Being an Instructional Systems Design framework, the ADDIE model is used by instructional designers and training developers for developing courses.

Source: ADDIE Model PowerPoint template by SlideModel

The GROW Model is used by executive coaches. The model is meant for setting goals and problem-solving . The model can be understood simply by its name, which stands for Goal, Reality, Obstacles, Options and Way Forward.

Even if you are not asked to bring a 30-60-90 day plan, it might not be a bad idea to bring along one to improve your chances of scoring a job. A 30-60-90 day plan is essentially meant to assess the capabilities of a potential employee and what change he/she might bring to an organization. When making such a plan for a job interview, you should gather as much information regarding the organization as possible. You should also look into competitors, weaknesses in procedures, financial outlook of the organization, etc. This information is usually available on the organization’s website, via news articles and from companies dealing with trends related to the industry.

Your 30-60-90 day plan needs to be rational, with SMART goals and measurable success. You should not jump to conclusions but rather focus on rational approaches which might be implemented should you get the job. You should also account for aspects like a rigid corporate culture, possible non-cooperation of coworkers and procedures which might make it hard to implement your goals. In such a case you can mention pre-conditions for your 30-60-90 day plan to be successful. This is because many such plans can fail due to the bad working environment prevalent in particularly large organizations, where petty politics and slow procedures can be the bane of newly hired employees looking to implement strategies which might otherwise look rational.

If you are looking to create a professional plan for your new job interview, check out our 30 60 90 Day Plan Templates .

1. Free 30 60 90 Day Plan PowerPoint Template

Free 30 60 90 Day Plan PowerPoint Template is a 3-slide presentation for planning presentations. You can utilize slides of 30, 60, and 90 days planning to visualize goals and set realistic deadlines. Together, you can present a strategy for success in the first 90 days on job or a new project.

Use This Template

2. 30-60-90 Days Plan PowerPoint Template

This is our most popular 30 60 90 Day Plan Template for PowerPoint, the most recognized by jobseekers and expected by employers. This is a powerful tool in the final stages of a job interview process.

3. Simple 30 60 90 Day PowerPoint Template

The Simple 30-60-90 Day Plan Template for PowerPoint is an infographic layout of business and management concepts. This tool helps recruitment officers to analyze candidate’s interpersonal skills, clear understanding of job descriptions, and passion for work.

4. 100-Day Plan PowerPoint Template

The 100-Day Plan Template is a timeline and planning presentation. This template includes 5 slides of colorful diagram design. This template also includes a Gantt chart format of time scheduling for management plans.

5. 30-60-90 Day Planning Template for PowerPoint

The 30-60-90 Day Planning Template for PowerPoint is a strategy and planning concept presentation. The timeline of days is represented by a blue ruler shape containing entries of days instead of centimeters. The circular shapes give an effect of a magnifying glass on 30 – 60 – 90 day milestones.

6. 30-60-90-120 Day Plan Slides for PowerPoint

The 30-60-90-120 Day Plan Slides for PowerPoint is a tabular layout to present an action plan in any managerial capacity. It is a one-step further to 30-60-90 day plan to map project goals and deliverables within four milestones, including the 120 day plan option.

7. 30-60-90 Day Plan Slides for PowerPoint

The 30-60-90 Day Plan Slides for PowerPoint is a business planning template to map out main goals. In terms of 30, 60, and 90 days, you can highlight the deliverable of a project, operation, or job. Business owners, startups, and entrepreneurs use a 30-60-90 day roadmap template to highlight the company’s course of action.

8. 90 Day Plan Template Slides for PowerPoint

The 90 Day Plan Template Slides for PowerPoint illustrate a line gauge of tens. It is a timeline & planning PowerPoint template for all types of industry strategies. The concept can be applied to projects for organizing and prioritizing processes.

9. 90-Day Plan PowerPoint Template

The 90-Day Plan PowerPoint Template is a planning presentation tool used by business professionals. This template lets users personalize their 30-60-90 days plan of success for executive meetings. New managers and leaders use the 90-day plan template to showcase their first 30, 60, 90 days plan on a new job.

10. 30-60-90 Day Planning PowerPoint Template

This 30 60 90 day plan template is a clear example of how to generate a planning in three simple steps. This template is 100% editable, allowing the user to customize the content and visual appearance.

11. 30 60 90 Days Plan Timeline Template

The 30 60 90 Days Plan Timeline Template is a very useful template for project management. It will allow you to present your 30 60 90 day plan with a weekly planning of each task and a specific Gantt chart generating a clear roadmap.

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30-60-90, Interview, Planning, Strategy Filed under Business

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5 steps to writing a ‘First 90 days in the job’ presentation

Written by Iain Flinn

Helping business leaders in the enterprise software, Cloud/SaaS/PaaS and emerging technology sectors to identify talent and build high performing teams across EMEA.

Table of Contents

Writing a ‘First 90 days in the job’ presentation doesn’t have to be daunting, follow our guide and create a presentation that gets you the job of your dreams.

Are you preparing for the final stage of an interview for your dream job? Don’t let the thought of creating a ‘First 90 days in the job’ presentation overwhelm you. This presentation is your opportunity to showcase your skills, demonstrate your understanding of the business, and impress your potential employer. In this guide, we’ll show you how to create a presentation that stands out from the crowd .

Like a honeymoon, only you’re much easier to ditch

The first 90 days of a new role is a grace period, You’re getting to know the people, the business and the culture. But this crucial first 90 days on the job is also the time that lasting impressions are made. Remember, you’re a risk to the business and your employer will be using this period to establish whether they made the right decision. That’s why the ‘first 90 days in the job’ presentation is as much for you, as it is for your future employer. You stand to gain a lot from laying down the foundations for the first three months.

That’s why it’s important, here’s how to write one:

Start researching in your first interview.

If you’re already past this stage, it’s fine, just try to recall the information and don’t be afraid to revisit conversations if necessary. You need to know all about the business needs and ambitions, so ask questions, probe for answers and listen. Then build your presentation around their key objectives and goals. Good questions to ask:

• What’s your mission statement and vision?
• What is the company trying to achieve?
• What are you (the hiring manager) trying to achieve?
• What challenges does the department face?
• What do you expect from me?
• What critical projects are you managing at the moment?

You’re looking for multiple ways to help them. Have this in your mind throughout your interviews, it’ll put you in a great head-space to be inquisitive and retain control.

Focus on your potential employer’s needs

This is why you need to do the above research. Your presentation isn’t just about you, it’s about your employer , so you’ll need to understand their needs and place them at the centre of your presentation. Get a full understanding of the objectives of the role, the goals of the hiring manager and the department as a whole. Then, demonstrate how your experience and knowledge can support these objectives.

Add your strengths, carefully

Shouting about your skills in a vacuum will get you nowhere, but align them to the goals of your potential employer and they will start to see the real tangible  value of your experience . Think feature and benefit, not just feature. For example: Feature: “I’ve delivered £multi-million field marketing campaigns”. Feature and benefit: “I’ve built and delivered £multi-million field marketing strategies for my current employer, so in the first three months I’d review the company’s strategy for the roll-out of similar campaigns. Using my industry knowledge, I’ll ensure we’re using the right channels, to target the right audience with the most impactful messages. Furthermore, with my experience of using an array of marketing automation platforms, I’ll ensure we’re using the right systems and tools to correctly measure the impact of our strategy and the overall ROI. At my previous employer, in my last marketing campaign, I was able to deliver this under budget by £18,000, whilst generating a 156% increase in leads for our sales team which resulted in a 71% year-on-year increase in sales.” Use proven and tangible real-world examples to align your skill set to their objectives. Ensure your examples showcase your skills and experience, but make sure your pitch is in line with their goals.

Say what you’re going to do, day-to-day

Explain to the  hiring manager how you’ll fill your days. This will vary depending on your role, but use the actions below as a foundation for more specific contributions:

• You’ll get immersed in the department and brainstorm how your input can increase company growth.
• Having gotten a better understanding of the business, you’ll start advising, leading and contributing to the conversation.
• See more of your colleagues’ desks than your own. Get out amongst the team and get to know them by name, their role, ambitions, challenges and more.
• Go above and beyond by taking on some tasks outside of your remit. Remember – you’re there to help.
• Behind all of this sits one unshakable focus – your boss’s expectations of you. You’re always aware of them, and what actions and decisions will you take to ensure that you meet them?
• Time-stamp your objectives for the first 90 days, and put a tangible project plan in place to show that you’ve thought it through.

How will you over-deliver?

Giving your employer more than they expect is business as usual, but how will you raise the bar and show them what excellent looks like? Towards the end of the third month, you should be feeling comfortable and confident in the role, so use these foundations and consider discussing how you’ll go ‘above and beyond:

• You’ll be proactive when it comes to relevant company situations and events.
• You’ll be aware of new projects coming on-stream and prepare potential solutions.
• You’ll be getting more involved by joining a club, council, board, or committee.
• You’ll make yourself available to other departments if there’s a need for your skills.
• You’ll take on work outside of your responsibilities to accelerate business growth.

Do all that and you’ll turn from a risk into an asset

Remember, a strong 90-day presentation will reassure your employer that you’re going to make a positive difference in their organisation. It outlines the skills you’ll bring, how they’ll help and the value you’ll add, making it easier for the business to see their potential return on investment. And for you, it provides focus and confidence at a time when an unfamiliar routine (or lack of a routine) can cause added stress. Channel that pressure to impress and use it to create a ‘First 90 days‘ presentation that puts you way ahead of the competition.

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One of the best ways to stand out in your interview is to create a 90-day business plan (also called a 30-60-90-day plan) to show employers how you’ll help them in the first three months on the job.

Having a plan to learn the job and succeed quickly is going to set you apart from other candidates and make you more attractive to employers.

Let’s look at how to create a plan that will land you the job…

How to Create a 90-Day Business Plan for Job Interviews

I recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days.

So we’ll actually be creating a 30-60-90 day plan.

We’ll divide it into three periods, and you’ll outline different goals and milestones for each of the first three months.

I’ll help you do this below.

If you prefer to lump everything together into a single 90-day period, that’s fine too.

What to Write About in Your 30-60-90 Day Business Plan

In your business plan, you want to show the interviewer the following:

• You understand what the job involves
• You’re capable of quickly learning and performing the job duties
• You’re motivated to learn and do the work
• How you plan on learning and succeeding. Which specific steps will you take to reach your goals?

So let’s look at each 30-day period now, and what should go into each…

The First 30 Days

In the first part of your business plan, you’ll want to focus on training/learning.

The company likely has a training program (if you’re not sure, this is a good question to ask in the interview ).

So what is your plan to make the most of their training, and get up to speed quickly?

This could include reviewing and studying at home each night for the first week, staying 30 minutes late to review what you learned each day, finding a teammate to have lunches with, or finding a fellow new hire to review with (if you’re in a training class with multiple people).

Other things to talk about in the first part of your plan:

• How will you learn about the company’s products/services ?
• If you’re new to this industry, how will you learn the industry/market overall?
• How will you learn this company’s systems and procedures? (They might have an employee booklet you can review, so include some time to review this in the first 30-day period of your business plan.

Your goal in this section is to show them you have a detailed plan and a lot of motivation to learn the basics of the job and understand how they operate quickly.

The Next 30 Days

The next 30 days should focus on how you’ll learn and improve by “doing”.

By now, you should be able to start using what you’ve learned to perform some of the job duties on your own.

You might be interacting with team members, customers, etc. (this will depend on your specific position)

And while learning is still a focus here, you want to show them that you plan on being ready to work hands-on and learn in a real-world environment.

Also, a big part of this section should be getting feedback from your manager to see how you’re progressing.

What is your plan for checking in, receiving and organizing feedback, and using it to improve?

Most new employees wait for their manager to set up a meeting to review their performance…

Show the interviewer that you’re different – that you’ll take initiative and be responsible for this yourself.

Employers love when a job candidate seems proactive and self-starting.

The Final 30 Days

In the final 30 days of your 90-day plan, you want to show the interviewer that you’ll be ready to use everything you’ve learned to work independently.

You’ll be up-to-speed, contributing to the team’s efforts, and not requiring any more supervision/help than anyone else on the team.

You may also want to talk about ways you’ll go above and beyond the basic job duties now.

This could include looking for processes that can be improved, finding new ways to help the company get more customers, etc.

Also, you can still include steps for getting feedback and continuing to improve.

But it should be less of a focus here. The main focus now should be on contributions, independent work, and “taking off” with what you’ve learned.

What will you be able to do for them? What will you be contributing after 90 days?

Using S.M.A.R.T. Goals

When talking about a specific goal or objective in your 90-day job interview plan, try to use SMART goals whenever possible.

SMART goals are:

Saying, “I plan on being very good at serving customers after 90 days,” doesn’t say much.

However, it sounds a lot more impressive if you say something like, “At the 90-day mark, I plan on achieving 120% of the monthly goal for customer service calls taken, and I will achieve a customer satisfaction rating of 98% or greater.”

Using “Learning Goals” and “Performance Goals”

One strategy I’ve seen used very effectively is to divide your main goals for each 30-day period into two different categories: Learning Goals and Performance Goals.

You’ll have more Learning Goals than Performance Goals in the first 30-day period.

Then, as you move through the plan, you’ll gradually shift to having more Performance Goals, and fewer Learning Goals (but still some!)

You can also add one or two personal goals, such as having lunch with one new team member per week, or visiting the gym after work two nights per week to stay healthy.

Don’t worry if this sounds complicated. Coming up soon I’m going to show you a full example of a 90-day plan for your interview, that you can copy. 

And in that sample business plan, you’ll see the three different categories laid out (Learning Goals, Performance Goals, and Personal Goals).

Creating and Formatting Your 90-Day Plan

If you’re comfortable making a good-looking document in Microsoft Word, Google Docs, or some other word-processing software, feel free to use that to create your 30-60-90 day business plan.

Otherwise, I’d recommend using Canva.com .

The website has great templates for creating a PDF, and it’s free to use. I use it myself for creating images and PDF guides for this blog .

Make it EASY to Skim and Read

I’d keep the whole document to 1-2 pages maximum.

It’s an outline/presentation, not an essay. 

Try to avoid long paragraphs and giant blocks of text with no spacing.

Make it skimmable and easy to read.

Use headers, bullets, etc.

Here’s a full example of how you might lay out your 90-day plan…

30-60-90 Day Plan Template/Example:

0-30 Days: (Write your main focus and objective here. The priority should be learning and getting up to speed on the basics as quickly as possible. What will you need to learn to perform well in the job, and how will you learn it?) Learning Goals: Learn the company’s entire product offering Study the top 3 competitors’ product offerings to understand strengths/weaknesses Review training manual, and bring any questions to direct supervisor before the end of month 1 Listen to at least 4 sales calls per week with senior team members Learn all industry terminology so I’ll be ready to communicate effectively with prospects and customers Meet with supervisor at the end of each week to discuss progress, questions, and results achieved Performance Goals: Score 100% on the training manual examination on week 3 Personal Goals: Get coffee with each team member before the end of the first month 30-60 Days: (Write your main focus for the next 30 day period here. You should still be learning, but the focus now shifts to taking what you’ve learned and using it in the real world. You want to start doing the work and learning through experience). Learning Goals: Continue listening to 4 sales calls per week with senior team members Find team members to listen to at least 10 of my sales calls per week and provide feedback Meet with supervisor twice per week to ensure I continue learning and progressing as quickly as possible. This will include reviewing my sales call results and the tactics I’m using and working on as I listen to team members Take one free LinkedIn Learning course to improve my sales skills outside of work hours Performance Goals: Conduct a minimum of 12 sales calls per day Convert one sales call per week into a customer Qualify leads and do thorough research of potential clients before calling, so that at least 80% of prospects I speak with are fully-qualified for our products Follow up with each potential prospect/lead within four business days of initial conversation Personal Goals: Have at least two lunches with Supervisors or Team Leaders from other departments to grow my network and better understand how other areas of the organization work. 60-90 Days: (Now you’ll want to show that you’re ready to produce at a high level and be a valuable member of the team. Your learning is never fully done, but this section should talk far less about learning, and really focus on demonstrating what you’ll DO for the employer after 90 days on the job.) Learning Goals: Meet with supervisor once per week to track progress and continue learning sales tactics Performance Goals: Conduct a minimum of 25 outbound sales calls per day Convert 4 sales calls per week into customers Qualify leads and do thorough research of potential clients before calling, so that at least 90% of prospects I speak with are fully-qualified for our products Ask for referrals after each completed sale, and/or after determining a sale is not going to occur. Goal: Obtain five qualified referrals per week and contact each referral within 24 hours. Personal Goals: Join the gym and go every Monday, Wednesday, Friday for one hour minimum.

You can alter this example however you want. This is just one way to set up your 30-60-90 day plan for a job interview.

If you invest the time into creating a plan like this, it will make you stand out and will boost your chances of receiving a job offer.

And once you’ve created a template for yourself, you can re-use it for multiple interviews by changing the basic details to match each job.

How and When to Show Interviewers Your 90-Day Plan

The best time to mention your 90-day plan is at the beginning of the interview.

As you sit down, mention that you brought it by saying something like this:

“By the way – I put together a 90-day plan demonstrating some of the ideas I had for what I could accomplish in the first 3 months in the role. Whenever you think it fits well into the conversation, I’d love to show you some of what I was thinking.”

Now they’re immediately impressed with your preparation and effort, and they can decide whether they want to look at it immediately or discuss your 90-day plan later in the interview.

Either way, you won’t have to constantly think about finding the right to mention it, and you’ll make a fantastic first impression to begin your interview. 

The “Hidden” Benefit of Creating a 30-60-90 Day Plan for Interviews

The steps and free template above involve some work, so you may be thinking, “Is it really worth creating my 30-60-90-day plan for my interview?”

In case you’re on the fence, here’s one of the biggest benefits that you may not have realized.

Creating your plan doesn’t just show hiring managers you’re motivated and ready to hit the ground running.

It also better prepares you for the interview, and for responding to all of the questions that they’re planning on asking you.

You can’t create a 90-day plan without researching the team and company, reviewing the job description, etc.

So you’re going to have a big advantage throughout the interview in terms of showing your new manager that you grasp the role and know what’s needed in the first 30 days, 60 days, and beyond.

You’ll be able to ask better and more unique questions in the interview , too. While other candidates are asking simple questions like, “What is the company’s mission?” or, “What are the typical working hours?” you can ask advanced questions like:

“As mentioned in my 90-day plan, I’d like to be able to contribute <key goal> within the first 60 days. To do that, I’ll need to absorb as much information as possible in my first month. Can you share a bit about what type of training is provided to new hires, and what type of feedback I’d get from my new manager and team as I learn the fundamentals in those first 30 days?”

The bottom line is:

By creating a 90-day plan for your job interview, you’ll not only impress the hiring manager with your effort, but you’ll also be much better prepared for the interview as a whole so that you can land a new job faster.

Employers will see that you’re focused on being a high performer when starting a new job and that you’re already well-informed about the role and their needs and ready to contribute at a high level as soon as you’re hired. This will impress any hiring manager.

About the Author

Read more articles by Biron Clark

4 thoughts on “Free 30-60-90 Day Plan Template for Interviews”

Thanks for the generous guidance. I have a job interview coming and they said they will send me the topic for creating a 30-60-90 plan the day before the interview, but never created one before, so this was very, very useful!

Is there a template please that you have

This is very timely information. I was asked to bring a 90 day plan to my face to face interview later this week. Thank you!!

Hello have you got an example of your presentation x

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Crafting An Effective 30 60 90 Day Plan for Interview

Job search and interview process can be among the most significant and challenging periods of your career. During this trying time, you must demonstrate to potential employers that you are a valuable and dedicated worker.

Securing your dream job demands careful preparation and execution. A 30 60 90 day plan for an interview serves as a valuable tool, aiding candidates in setting clear goals, showcasing their commitment, and demonstrating their potential impact on the prospective employer. This strategic approach can significantly ease the stress while ensuring candidates present themselves as serious contenders for the job.

What is a 30 60 90 Day Plan for a Job Interview?

A 30 60 90 day plan for a job interview is a structured document that outlines the intentions, objectives, and steps that one intends to take to be productive in their new employment. Any job or organization can ask you for your 30 60 90 day strategy for your new job during the interview.

What Is A 30 60 90 Day Plan For A Job Interview

MUST READ: How to Answer “What is your 30 60 90 Day Plan?” Interview Question

A 30 60 90 day plan for an interview is suitable for a jobseeker to demonstrate to the employer that they are organized and capable of handling new responsibilities. This kind of preparation can be something an interviewer asks candidates to do, or it can be something a potential employee chooses to produce before their interview. The plan should show goals that align with the organization’s mission.

Benefits of Creating 30 60 90 Day Plan for Interview

There are several benefits of creating a 30 60 90 day interview presentation plan, regardless of whether the hiring manager has requested one or you take one on your own without the prospective employer’s request. 

Creating a 30 60 90 plan for interview benefits both – the job seekers and employers. Job seekers get a structured framework to understand the role’s expectations. Employers benefit by carefully evaluating applicants, assessing not only their ideas but their ability to execute a plan. Furthermore, it helps to filter out candidates and attracts higher-quality applicants, improving the candidate pool overall. 

Benefits of 30 60 90 Day Plan for Job Seekers

Benefits of 30 60 90 day plan for employers, when to use a 30 60 90 day plan during the interview process.

A 30 60 90 day plan is often necessary during job interviews and when a person joins an organization. If you create it, your employer may see that you are approaching the position seriously. Here is when you can use it:

• During job interviews – to demonstrate your commitment and proactive approach to the potential employer.
• To showcase your strategic thinking and planning skills by outlining specific goals for the first three months in the new role.
• To emphasize that you are well-prepared for the interview and ready to make an immediate impact.
• To showcase how your qualifications and goals align with the company’s needs and objectives.
• To showcase a structured framework for discussing your potential contributions and how you can address the company’s challenges.

When to Use a 30 60 90 Day Plan During the Interview Process

ALSO READ: 30 60 90 Day Onboarding Plan For New Hire/Employee

How to Create a 30 60 90 Day Plan For Interview?

Understanding processes, people, procedures, goods, and competition and providing an action plan for optimizing and transforming are the essential components for 30-60-90 day plan interview presentation. Here is an outline of how to create one for yourself with what to achieve at the end of each term.

Day 0 (Pre-Start): Preparation and Research

• Research the company’s history, values, mission, and recent news.
• Identify key competitors and industry trends.
• Prepare a list of questions to ask.

Goal: Thoroughly understand the company, its culture, and industry.

Days 1 to 30 (First Month): Learning and Onboarding

• Attend company orientation and training sessions.
• Meet with team members, managers, and key stakeholders.
• Understand department goals and projects.
• Begin contributing to initial tasks or projects.

Goal: Establish a strong foundation within the organization.

Days 31 to 60 (Second Month): Integration and Goal Setting

• Build stronger relationships with colleagues and superiors.
• Contribute actively to ongoing projects.
• Seek feedback and identify areas for improvement.
• Develop a 60-day summary of your accomplishments and areas of focus.

Goal: Continue learning while setting performance objectives.

Days 61 to 90 (Third Month): Demonstrating Value and Future Planning

• Take on more project responsibility.
• Present your 90-day plan outlining your future contributions.
• Discuss your career development goals with your manager.
• Demonstrate a positive impact and a strong commitment to the organization.

Goal : Prove your value and establish a clear path for the future.

This sample 30 60 90 day plan for an interview helps you demonstrate your ability to adapt, contribute, and plan for long-term success. Adjust the plan based on the specific job and industry to make it more relevant to your situation.

How to Answer “What is your 30 60 90 Day Plan?” Interview Question?

Instead of making snap decisions, concentrate on logical strategies that you could use if you are hired. Practice on answering: What is your 30 60 90 day plan interview question? This will help you in various positions. 

Here are some examples of how you can answer the 30 60 90 day plan interview question:

For Entry-Level Position:

I want to work closely with my entire team during my first 30 days at the company to grasp projects better. My objective for the upcoming month is to begin accepting assignments and, with the help of my colleagues, dive into the work’s practical aspects. I want to be prepared to work on company tasks without asking my coworkers for supervision after 90 days.

For Mid-Level Position:

With my background, I can settle into this new role in your organization with ease and efficiency. I want to meet with every team member in my first 30 days to get to know them and the procedures you have set up. I want to start delivering high-quality results after my first month on the job by utilizing my skills and the knowledge I’ve gained about your procedures. I can accomplish the same in that role as in my prior one, where I could accomplish my goals within the first three months.

For Management Position:

I want to ensure that our efforts align with the company’s objectives, build solid communication channels, evaluate the team’s capabilities, and pinpoint areas for improvement throughout the first 30 days. After 60 days, I’ll focus more on implementing improvements, establishing strategic goals, and cultivating an excellence and collaboration-oriented culture. My goal is to set a good example for my team and actively participate in accomplishing departmental and corporate goals. By the end of the ninety days, I want to be a competent leader by moving the organization closer to its long-term objectives and setting myself up for long-term advancement.

NOTE: Ensure to tailor these answers according to your role and the company you are applying for.

How To Answer “What Is Your 30 60 90 Day Plan” Interview Question

MUST READ: The Ultimate Guide: 30 60 90 Day Plan

Tips for Creating Your Own 30 60 90 day Plan For Interview

Many recruiting managers won’t ask you for a 30 60 90 day plan during an interview up front. Making one to demonstrate how you will stand out in the workplace is still a great idea. Consider the following two things as you start to design this plan: What adjustments would you make, and how would you spend the first ninety days in your new role? This will assist you in developing a solid plan that hiring managers will find impressive.

Consider these tips to create an impressive 30 60 90 day plan for job interview:

• Begin by thoroughly understanding the business’s mission, including its objectives, core values, and current operations or products. Tailor your plan to align with the organization’s unique culture and goals.
• Study the job description in depth to understand the specific responsibilities, expectations, and probationary terms. Tailor your plan to fit your desired role, ensuring it meets the company’s needs.
• Prepare a comprehensive 30-60-90 day plan, whether in the form of a document, slides, or a PowerPoint presentation. During the interview, provide a detailed explanation of your plan to the interviewer.
• Don’t be shy about showcasing your accomplishments. When discussing your goals, connect them to your past successes. Highlight actions you’ve taken at previous companies that are relevant. Emphasize your potential in the new organization while acknowledging your past achievements.
• Determine your top priorities by carefully evaluating your role and broader scope. Decide if you need to excel in your current position or address specific team-related issues. Consider the bigger picture, then plan accordingly.
• Establish clear, measurable goals for your plan. Each objective should have a defined metric for success, such as increased sales, higher website traffic, or positive customer feedback. Incorporate quantifiable data when presenting your goals.
• Be prepared to adapt your plan when necessary. Starting a new job or project may bring unforeseen changes. It’s essential to remain flexible and modify your goals if circumstances require it.

Even if you aren’t asked, it might not harm to present a 30 60 90 plan for interview as it will improve your chances of getting employed. A 30 60 90 day plan’s primary objective during the interview is to assess prospective employee’s skills they can offer to the business. When creating a plan like this for a job interview, you want to learn as much as you can about the company.

Your 30 60 and 90 day plan for interview must be logical, with SMART objectives and quantifiable outcomes. It is essential to consider factors such as inflexible corporate policies, potential employee resistance, and processes that could impede the achievement of your objectives. In this situation, you can outline prerequisites for accomplishing your 30 60 90 plan. 

To ease you out, you can download and use easily customizable 30-60-90 day plan presentation templates for interviews. We understand that interview preparation is stressful and time consuming. To save you time as well as create impactful 30 60 90 day presentations, you can take help from our presentation design experts. Ask us to create your slides ! Focus your efforts towards your interview preparation and let us make your presentation for you!

Is a 30 60 90 day plan suitable for all jobs and industries?

While it’s common in certain industries like sales and management, a well-structured plan can be adapted to various job roles to demonstrate your proactive approach.

What if the company doesn't ask for a 30 60 90 Day Plan during the interview?

Even if it’s not explicitly requested, having a plan ready can set you apart from other candidates. You can offer to share it if the opportunity arises during the interview.

How do you present a 30 60 90 day plan in an interview?

Present your 30 60 90 day plan in the interview by confidently outlining your structured approach to achieving key goals and actions within the first three months, emphasizing your preparedness and alignment with the company’s objectives.

How do I know what goals to set for my 30 60 90 day plan?

Start by aligning your goals with the company’s objectives, focusing on tasks that will have the most significant impact on your role.

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3 Techniques to Create a 30-60-90 Day Presentation for a Job Interview

Employers always look for outstanding applicants in a job interview. They only want the best among the rest. Thus, applicants go through a series of screenings to get their desired role. But as an applicant, how can you stand out from the rest?

Coming in fully prepared for the interview is common advice. Being confident during the interview is another piece of advice. But what can set you apart is by making a 30-60-90 day presentation during your job interview planning .

What is a 30-60-90 Day Presentation?

A 30-60-90 day presentation shows what an applicant can do for the company. But that’s not all there is to it. It should include the priorities and goals of the applicant for the first 90 days after being onboarded . 

This is usually common when applying for a higher position in the company. So if you are applying as a manager, director, or something even higher, you are expected to present a 30-60-90 day presentation.

As an applicant, having a 30-60-90 day presentation can say a lot about yourself. It may not be easy to create one, but it will show that you are ready to take on the job. It can also show how serious you are that you are willing to go above and beyond to prove it.

A 30-60-90 day presentation will also enable employers to get a sense of an applicant’s expertise. By knowing their expertise, employers can easily identify if an applicant is perfect for the job. It also helps them identify if an applicant stands out from the rest. 

Are you excited to slay your next interview? Let’s find out the tips on creating a 30-60-90 day presentation for your next job interview!

Tips on Creating a 30-60-90 Day Presentation

There are many techniques that an applicant, such as yourself, can learn. Here are 4 tips on creating your outstanding 30-60-90 day presentation:

1. Identify the key factors

Before you create a 30-60-90 day presentation, you should think of the key factors involved in it. Below are the key factors:

• The company and its people
• The processes or procedures
• The products or services they offer
• The competitors

You should familiarize yourself with these key factors first. Once you grasp that your 30-60-90 day presentation will revolve around these key factors, it will be easier to create a plan. 

Remember, your plan should include how you will learn, understand, evaluate, and make the necessary action plans for them.

2. Conduct extensive research

After identifying the key factors, it is time to conduct your research. Find out what you can about the key factors. The company, the existing processes, the products or services, and the competitors. This also includes the mission and vision of the company. This can be done by checking the company’s website or social media pages.

Aside from that, you should also understand the role you are applying to. Do not just read the job description. But instead, ask people who may have familiarity with the role itself. You may be surprised that some of your friends or colleagues can help direct you to the right people. It’s all about your connection!

Remember that the more information that you get, the better it is for you. Even just knowing the name of the product or service that the company is using is going to be helpful. You may not know everything, but your employer will appreciate that you made an effort to know them more. That gives you an A for your effort!

3. Make a comprehensive plan

Now that you have conducted your research, it is time to make a plan. You should breakdown your plan into three. These are the 30-day, the 60-day, and the 90-day plan. Here is how you can create each plan:

The 30-day plan

To start, the first 30 days should emphasize your SMART goals . Your goals should be patterned using SMART goals . SMART is an acronym for Specific , Measurable , Attainable , Realistic , and Timely . These goals should be focused on the key factors you have previously identified. Again, this is the company, the existing processes, the products or services, and the competitors.

As this is also the training phase, you should also add the methods on how you can learn more about the company. Get familiar with the processes and your team, try out the products or services, and find out more about their competitors. 

But this will be difficult to do if you don’t have enough information about the company. If that is the case, you can just give smart and hypothetical examples. 

The 60-day plan

Then, the next 30 days should be the evaluation phase. You can use the SWOT analysis to present this properly. SWOT means Strengths , Weaknesses , Opportunities , and Threats . 

During this time, you should identify the company’s strengths and weaknesses, as well as broader opportunities and threats. Once you have completed this, you should be able to improve the company’s business strategies and optimize existing processes.

The 90-day plan

Finally, the last 30 days should be the execution. You should be able to present how you plan to implement what you have learned and evaluated about the company. Show strategies that can and will work for them. Revise processes that are not beneficial. 

Create new standards for delivering better products and services. Then make sure to add a timeline for each action plan that you have. You can also make use of a scorecard to track the success of your strategies.

Voila! You have learned the techniques to create a 30-60-90 day presentation. Now, it is time to create one. Remember, to create a great presentation, you should identify the key factors, conduct extensive research, and make a comprehensive plan. Then use SMART goals for creating your goals, and SWOT analysis for evaluating the company. But most importantly, dress professionally, be confident during your presentation, and always smile!

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Describe Your Strategy for the First 30-60-90 Days

Describing your 30-60-90 day strategy in an interview for a new job sounds overwhelming. We walk you though what you need to know and how to prepare.

With the vast amounts of information that you can find online these days, you have all the tools you need to excel during a job interview.

In spite of the help at their disposal, most job applicants are unprepared.

When the time comes to prove yourself, you want to be ready.

What will enable you to stand a bit taller than the rest?

Being able to describe your strategy for the first 30-60-90 days of a new job.

In fact, this is possibly the strongest resource you can have while you’re in the interview process.

Why You Need a Strategy

Many people at this stage of a job interview will spew clichés with little substance towards the hiring manager.

Then they’ll hope for the best. 

Don’t be that candidate!

By taking the time to prepare …

• You show that you’re interested in what you are applying for.
• You demonstrate your willingness to put in the work to get the offer.

The guidelines below will help in your approach to this relatively common interview question.

(For more interview questions and answers see our article on the 50 Top Job Interview Questions And Answers .)

Tips on Creating a 90-Day Job Strategy

Just imagine …

What better way to pitch yourself in a new position than to describe what your plans are for the opportunity?

You have the chance to help the hiring manager envision you in the position by describing actual research and realistic goals.

This will exponentially increase your chances of receiving an offer!

Now, you may think this 30-day strategy needs to be a 20-page thesis paper. However, the more focused and to the point your plan is, the better.

Stick to a short PowerPoint presentation. Or try creating a brief written document (1-3 pages).

(To find out how to create a 30-60-90 day plan, see our article How To Create A 30-60-90 Day Plan For An Interview. )

When Will This Interview Question Come Up?

Okay, let’s assume you have created your plan and have an attractive means of presenting the plan.

Now, you must focus on what the hiring manager wants to hear .

Here are a couple of tips:

• Only discuss the actions and outcomes that you can control
• Don’t get caught up in imaginary targets that are irrelevant
• Remember that you do not know the inner workings of the company

Ideally, this question would be asked in a second interview.

In the first interview, you will be able to ask questions and get a more realistic outlook on the company culture and what they will expect of you.

Then you will have the time to prepare a strategy that covers the first 30-60-90 days on the job.

If you are applying for a position that only requires one interview, you might not have as much time to prepare a specific outline.

However, the hiring manager would likely not expect such a polished presentation.

Your plan would likely focus on what you can do as a new hire and the hoops you are willing to jump through to be successful.

Who Needs to Answer This Question?

This question is typically asked of candidates who have a lot of freedom to make decisions on their own.

Managers and executives will likely hear this question during an interview.

Most entry-level jobs have a well-defined job description with little wiggle room.

As such, they would not have the same expectations as far as creating a work strategy and seeing it through.

However, just because you may be applying for an entry-level job does not mean you cannot build and present a plan.

If answering this interview question from an entry-level position:

• Describe how you will best utilize your training
• Focus on how you plan to build relationships with your coworkers
• Outline skills and experience that you would hope to put into practice

If you are a manager or higher, you have a more extensive background.

As such, you would build a plan based on your industry experience and your expectations for your given industry.

If your position involves a team working under you:

• Go into detail about how you intend to interact with your new employees
• Talk about what steps you would take to gain their trust and respect
• Delineate a few specific teamworking goals relevant to the position

This is essential for any manager’s success as you are only as good as the production of your team.

The 90-Day Plan Breakdown

Some resources suggest building a flat 90-day plan.

Although this is fine, breaking up your plan in 30-day increments can make the plan easier to follow.

It displays a step-by-step strategy with each tier building upon the other.

The outline below will describe what your plan should focus on for each period:

First 30 days:  

Focus on training, finding mentors, and embracing the company culture as it relates to both your job description and the people around you.

30-60 days:

Implement your training and experience into action while working with your supervisor to optimize your performance.

60-90 days:

Add your personal touch to the position. Be an effective leader/coworker and build relationships that benefit your position and the company as a whole.

It’s Showtime!

Now, there is some room to play with your plan as the position calls for it.

But do not step out of what you know.

The hiring manager will know what a realistic approach to the position is, so you will not be able to “fake it till you make it.”

But don’t let that scare you out of making a plan in the first place.

The fact that you have a 30-60-90 day strategy in place will speak volumes about your work ethic and make a great impression on the interviewer.

Closing Thoughts

Remember, as long as you do your homework and prepare to present your plan, you’ll separate yourself from other candidates.

Prepare to take constructive criticism.

Make sure you can back up what you plan to do.

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Successful 30-60-90 day plan

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 27, 2021 · updated April 2, 2024

17 minute read

A 30-60-90 day plan can help you prove to a new employer that you know your role within a new company. It demonstrates that you understand the position’s responsibilities and are prepared to tackle them, starting on day one.

A successful plan also helps you to better adapt to your new role and work environment.

What is a 30-60-90 day plan?

When to use a 30-60-90 day plan, benefits of a 30-60-90 day plan, 30-60-90 day plan template with example, 30-60-90 day plan example, tips for creating your own 30-60-90 day plan, 30-60-90 day plan tips for executives and managers.

A 30-60-90 day plan is a formalized document containing intents, goals, and actions that a new employee plans to execute to maximize his efficiency in a new role.

A 30-60-90 day plan can be used in any position or company.

For a regular employee, a 30-60-90 day plan is a way to show the interviewer that you know what to do and have a plan for this new role . It is a type of preparation that a prospective employee might opt to create before their interview, or it might be something an interviewer requests applicants to create.

For executive positions, the purpose of the plan is the same, the only difference is the scale of the plan, or the department level that it would apply to. A prospective manager would prepare the plan to show what they will do to succeed in the role.

The plan should demonstrate that new employees are able to set goals that are in line with the company vision.

This plan is ideal for those who are seeking to make a strong positive impression during an interview.

It demonstrates what you will bring to the job, highlights your seriousness about the position, and shows that your goals dovetail with those of the company.

No matter the level of the role, a strong 30-60-90 day plan can be an asset during the interview process.

Regular level employees can show the value that they will bring to the team, and higher level employees can demonstrate how their leadership will create positive effects within their team or department.

Many hiring managers want to see that their new hires are serious about their jobs and career. This plan gives insight into how a new hire plans to fulfill the goals of their new role, their understanding of various processes and how they tackle challenges.

While it is most commonly used for those who are beginning new positions, it can also be used to work on a new project. The same template can be helpful to set actionable goals and achieve them in regards to a new project that you are working on.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

A 30-60-90 day plan is a helpful tool for both the candidate and the organization.

When a candidate writes a good plan, they demonstrate competency, while potentially impressing hiring managers.

The organization can then use the plan to judge the potential candidate for suitability within the role, department or team.

Here are a few of the benefits of creating one:

1. Increased chances of being hired

Because you will be doing your homework before the interview, it proves that you are a committed team player.

This often impresses your interviewer and can give you a larger chance of being hired.

2. Positive impression on the interviewer

If you are a new employee or a potential hire, a 30-60-90 day plan can show to your employer that you know what you are doing. It demonstrates that you have a plan in place.

Prepare it prior to your interview even if your interviewer doesn’t request one.

3. Smooth onboarding

Starting a new job can be rough sometimes. A 30-60-90 day plan helps you to better integrate yourself into a new team and makes a smoother transition for you.

In creating this plan, you will have to research the role, the tasks you will be assigned, and set out plans for completing them.

In doing so, you’ll be formulating solutions, considering the best plan of attack, and gaining a deeper understanding of the job. This will help set you up for success from day one.

4. Increased productivity

Because you will have a clear goal to work toward in your first 90 days, you have better focus and increased productivity.

Each day, you should know exactly how your tasks fit into the bigger picture of your 30-60-90 day plan.

There are four key areas that should be included in your 30-60-90 day plan:

• Personal goals
• Actions and metrics

In each phase of your plan, you should have something that you are focused on learning.

This might mean meeting with your team to understand their pain points. It might mean learning the ins and outs of your company’s product to make better sales pitches.

Particularly in the first 30 day phase, you should be doing a great deal of learning.

This is part of your plan that should start to take shape. In what areas can you improve performance (either your own or the company’s)?

This should help you to better align your personal responsibilities with the mission of the team you work with.

Start to narrow down what the priority is so that you can better set personal goals in the next section.

This is the best place to mark down exactly what you want to accomplish.

Make sure that you have some insight into your goals and why they are essential to achieve.

This helps to keep your focus clear and doesn’t allow you to lose sight of the company’s mission.

Action and metrics

This is the stage where you determine how you will measure your progress toward your goals.

How will you know when you have achieved a goal? It is important to have specific qualifying action steps behind each one of your goals so that you do not lose momentum.

• If you want to improve your sales pitch, then you might sit in on a sales call with a seasoned salesperson three times this week.
• If you want to reduce the budget, you might have a goal to spend 10 percent less on office supplies.

Whatever your goal is, you need to have an action step associated with it to help you measure your progress.

During the first thirty days in your new position, you spend as much time as possible learning about your company processes, your team, product or the services you sell. This might involve things like:

• Interviewing team members to assess their strengths
• Joining staff on sales calls to learn more about the product or service
• Interviewing customers to learn more about their needs
• Spending time with customer service to determine where your product or services fall short
• Pinpointing current goals and seeing if progress is being made
• Reviewing the budget

Once you have a firm grasp on who you are working with and how you are expected to perform, it is time to implement new aspects of your role.

For regular employees , the focus should be stepping more fully into your role. You have taken the time to learn what that role is, now you should be beginning to deliver results and reaching good working performance.

For higher level employees , like executives or managers, you will start setting new goals for your team. Create goals based on the information you learned during the first thirty days. This is the time for you to share your new goals with the team and start to hold them accountable for the changes.

Regardless of the level of your role, this is a time for you to set goals along with actionable steps you can take to achieve them.

All goals should be specific and measurable. You should also be able to achieve them within a specific timeframe.

TIP: Set a clear metric so you will know when you have achieved each goal.

For example, if your goal is to improve your sales pitch, you might have a metric of observing a more seasoned sales professional in a number of phone calls. You might also have them listen in on a few of your sales calls to offer constructive feedback .

As you move into the first ninety days of your position, you should be ensuring that your performance is in line with company goals and the goals for your specific role.

You should have a solid foundation of knowledge regarding your job, the ability to complete your tasks properly, and an understanding of how your performance helps the organization.

For employees, this is a prime moment to look towards leadership opportunities. Ask yourself ‘what path do I want to take with this organization?’ and begin to set yourself up for that journey. Take initiative and reach out to stakeholders who may be able to help you.

For management level employees, this is when you can start to make bigger changes. Look at the overall picture of your company or department and determine where changes can be made. Ensure that each team member is where they are supposed to be, review the budget, and replace ineffective processes with new ones.

Much like your goals set for the first sixty days, all goals here should still be measurable, time-bound, and specific. While this is bigger picture thinking, each goal should still be realistic and attainable.

While some hiring professionals will come directly out and ask you for a 30-60-90 day plan, many will not.

It is still an excellent idea to create one to show just how you will stand out in the workplace.

As you begin to write this plan, you should ask yourself: What changes would you make and how would you go about your new role in the first ninety days? This will help you create a solid plan that will impress hiring managers.

1. Identify the company’s mission

You can’t create a plan until you have a clear idea of what the company is looking for.

You should spend a great deal of time researching its mission, core values, and any information you can find on its current processes or products.

Each plan should be catered specifically to the culture of the company you are applying to work for.

2. Thoroughly understand the job description

You should tailor your plan to the position that you are applying for instead of overreaching your bounds.

You might have many ideas for the company as a whole, but pay careful attention to the job description.

• What is the role?
• What would your responsibilities be?
• What expectations does the company have?
• Is there a probation period?

3. Explain your plan thoroughly

When you head into an interview, you must prepare a copy of your 30-60-90 day plan.

It can be in the form of a PowerPoint presentation, slides, or paper.

However, you should do more than just slide it across the desk and hope that they understand it. Present it to the interviewer in detail.

4. Don’t be ashamed to brag

Present your plan in great detail.

When you discuss the goals you want to set, it is important to relate these goals to accomplishments you have had in the past.

What have you done that was similar at another company? Focus on your future at this new company but don’t forget about all of the amazing things you have done in the past!

5. Identify your priorities

Setting goals can be challenging if you aren’t aware of your priorities.

Why were you hired for this exact position? Maybe your goal is to solve a specific problem within the team, or perhaps you just need to be the best you can be with your current responsibilities.

Take a few moments to think about the bigger picture of what your job should look like, and then move forward from there.

6. Set measurable goals

All goals that make it onto your list should have a means for you to measure the outcome.

Make sure that you identify how you will measure success on each of the goals that you set.

Try to list quantitative data to support your goals, such as revenue increases, increased website views, and positive customer reviews.

7. Remember to course-correct

Sometimes, starting a new position or project can be overwhelming.

You might set up your plan with the best intentions, but things can change.

If a piece of your plan no longer seems relevant or helpful, it’s okay to have the flexibility to course-correct. Change up your goals if you need to.

8. Don’t be afraid to ask questions

You’ll never get to know your team members or your products unless you are willing to ask good questions.

Spend time with your interviewer or the company representative if they are eager to communicate with you.

Ask any questions you may have about your role and what is expected of you so that you can form clear goals for your plan.

If you are an executive or a manager who has direct reports, your version of a 30-60-90 day plan might look a bit different than a junior employee’s plan.

Here are a few tips to help you get started with your own plan.

1. Take time to learn about direct reports

During your first thirty days, you should be setting aside a large portion of your time to interview your direct reports.

Find out information about them as a person, such as their dreams and goals for their position.

• What are the pain points of their job?
• What barriers are there that stop them from achieving their goals?
• How would they solve those problems?

You should know what their strengths and weaknesses are so that you can see areas where they can improve.

In meeting with each person individually and attentively listening to them, you create a good impression, gain a deep, functional knowledge of your new department, and often will get insight on how to solve these problems.

All of this information can help you to see the current reality of the work environment.

As a new manager or executive, you might be able to help influence change in a way that would boost team morale and productivity.

2. Inform yourself

Consider this step as an extension of the previous one.

Not only should you gather all of the information possible from your recruits, you should spend a lot of time in your first 30 days reading reports, reviewing documentation, talking to other managers, and meeting with higher level executives.

This is the time to ask as many questions as you can, making notes on where you see issues or potential solutions.

3. Create an atmosphere of trust and alignment

During the first 30 days, work to gain the trust of those who will be working under you.

In many organizations, a new manager can represent a threat to how things work, and employees might be resistant to big changes.

You can build this atmosphere by making an effort to get to know them and listening to their thoughts, issues and solutions.

Never diminish the thoughts or opinions of your reports. If you think that they may be wrong, simply ask more questions to better understand their unique point of view. It could be that they are seeing a problem that you don’t.

By working hard at this, you can set yourself up to have a team that trusts that you will be working with their best interests in mind, as well as the organization’s.

4. Identify your strongest employees

By the end of the first 30 days, you should be able to pinpoint who your strongest employees are.

These people will form your A-team, and will be of great service to you.

These are the employees that you will want to include in important projects, as you can depend on them to drive other employees towards reaching their goals.

By having at least a few good employees who you can depend on, you can concentrate more easily on higher level issues, comfortable in the knowledge that your team will be fine without micromanagement.

Through this process, you should also be able to see where skills gaps are in your team, and begin identifying ways to close those gaps.

Plan out ways to invest in your team and grow their strengths.

5. Set SMART goals

Once you enter the second thirty days, it’s time to get some goals down on paper.

You have spent 30 days learning the lay of the land – now you should be in a position to identify issues and solutions.

Upon hiring, you will have been given a solid idea of what the organization expects of you.

After 30 days, you will be able to create actionable goals, begin implementing changes, and really stepping into your role.

6. Review processes

During the second thirty days, you should also be paying close attention to how the processes within your department work.

Often, a fresh set of eyes can see problems – and solutions – to processes that didn’t scale well, are no longer optimized, or otherwise simply don’t work as well as they could.

It is easy to get bogged down with ‘we’ve always done it this way’ and not see how change can be a positive.

As you learn how things are done, and why, you will likely be able to identify better ways of getting things done.

7. Implement changes to meet company goals

You should take everything you learned in the first 60 days, and implement changes in the final 30 days.

• Reduce bottlenecks,
• Implement new processes,
• Introduce new staff or training methods,
• Bring new ideas to achieve better performance.

From the executive level to the day-to-day management of your team or department, you should be leaning in, contributing what you can, asking questions, and generally participating to the best of your ability.

8. Identify your staffing needs

As you enter into your final 30 days, you should have a solid handle on how things are run in your department, and how capable your staff is.

Now is the time to take a close look at your staffing needs and see if they are being met.

• Are there bottlenecks in one department, holding things up for everyone else?
• Are there certain employees that need to take time for training before they can perform up to expectations?
• Could things be made smoother with new hires to help ease the workload?

Look at the short, middle, and long-term goals you have set. Create a hiring plan with those in mind.

9. Conduct regular meetings

Throughout this process, you should be checking in with your team on a regular basis.

You should have weekly meetings with your team to track progress and see how things are progressing on the goals set for the sixty- and ninety-day portions of your plan.

Depending on your work environment, these may be one-on-one meetings or a weekly team gathering.

Figure out what works best for your business, and then make these meetings a mandatory part of the company culture.

Try a 30-60-90 day plan template from Altassian in Trello.

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Top 10 90-Day Plan Templates for New Jobs with Examples and Samples

Deepika Dhaka

Are you starting a new job or taking on a new project and feeling overwhelmed by the enormity of the task ahead? According to research by Leadership IQ, over 46% of newly hired employees fail within the first 18 months, often due to a lack of clarity and direction. This is where a 90-day plan can make all the difference. 

A 90-day plan is a strategic roadmap that outlines your goals, priorities, and actions for the first three months in a new role or project. By having a clear plan in place, you'll be able to hit the ground running, make a positive impact, and avoid becoming a part of that harrowing statistic. 

For instance, imagine starting a new role as a Sales Manager. With a 90-day plan, you can set specific targets, prioritize your sales pipeline, and identify areas where you can add value to the team. This helps you succeed in the short term and sets the foundation for long-term success in your career.

10 Best 90-Day Templates for Employees and Hiring Managers

If you are seeking to craft a 90-day plan but struggling to figure out where to commence, explore this blog offering a plethora of popular templates that are currently assisting millions worldwide. These templates are meticulously designed to offer a lucid and user-friendly framework, complete with sections outlining your goals, identifying key stakeholders, and creating 90-day action plans.

The 100% customizable nature of the templates provides you with the desired flexibility to edit your presentations. The content-ready slides give you the much-needed structure. 

Let’s explore these helpful resources!

Template 1: 90-Day Marketing Plan

Companies that regularly create and implement marketing plans are more likely to see a positive return on investment (ROI) than those that do not. If you're ready to boost your marketing game and drive real results, this PowerPoint Presentation is all you need. It guides you through creating the most effective 90-day plans for the online platform, social media engagement, and outreach. It includes different visual layouts to create a foolproof plan that is easy to communicate. Grab it now! 

Download this presentation

Template 2: 90-Day Executive Plan

Are you an ambitious leader seeking to enhance your performance and achieve exceptional results? Look no further than our 90-Day Executive Plan PPT Set. This comprehensive resource covers all the essential elements, including effective strategies, optimization techniques, and actionable steps for implementing a valuable 90-day plan. Tailored for various job roles, such as marketing, human resources, and project management, this PPT Deck features visually appealing layouts for easy comprehension. Download today!

Template 3: 90-Day Marketing Plan PPT Slide

This PowerPoint Slide can assist you in defining your 30-60-90-day plans in a clear and structured graphic, ensuring that your project goals are in line with the company's overall objectives. The design is both simple and professional, providing enough space to list your tasks and sub-tasks effectively. By downloading this resource, you can enhance your motivation and confidence to excel in your new role. Take the next step and use this helpful tool to align your goals with your company's vision.

Download this template

Template 4: 30-60-90-Days Plan for Sales Improvement

This 30-60-90-day plan for sales improvement can help you achieve your goals by providing a structured approach to your sales strategy. It outlines key priorities for each phase, along with the corresponding key actions you need to take. By breaking down your sales goals into manageable chunks, you can focus on making measurable progress toward your targets. With this plan, you can ensure that you are maximizing your resources, identifying new opportunities, and building strong relationships with your customers. Download now!

Template 5: 30-60-90-Day Plan Template

Demonstrate your key actions for a new job with this 30-60-90-day plan and showcase your current value and future potential. With this consolidated and easy-to-use template, you can effectively communicate your plan of action to your team, manager, or potential employer. It's the perfect tool to highlight your organizational skills, strategic thinking, and commitment to your new position. Download now and watch as you exceed expectations and achieve your goals!

Template 6: Scalability Business Model with 30-60-90-Day Plan

Introducing our revolutionary PPT Deck - the ultimate solution for entrepreneurs and business leaders who want to take their ventures to the next level! With our comprehensive 30-60-90-day plan, you'll learn how to optimize your business model for scalability and sustainable growth. It covers essential steps such as setting a baseline, defining an action plan, and then building scalable programs. This PPT Deck is perfect for businesses of all sizes, from startups to established enterprises. Get it today!

Template 7: 30-60-90-Day Plan with Columns and Rows

If you need a simple and effective way to define your activities for the initial phase of your new position, explore this 30-60-90-day plan template created by our expert designers. Featuring rows and columns that allow you to outline your objectives, tasks, and deadlines, this template is the perfect solution for anyone looking to improve their productivity in an organized manner. Plus, with its intuitive design and easy-to-use format, you'll be able to start using it right away. Download now!

Template 8: 30-60-90-Day Plan for Quality Assurance

This 30-60-90-day plan for quality assurance is built around the principle of continuous improvement, which means that it is designed to be adaptable and flexible so that you can adjust your approach as you gather more data and insights into your quality assurance processes. By consistently monitoring your progress and making adjustments as needed, you'll be able to stay on track and achieve your quality goals within time. Download now!

Template 9: 90-Day Plan for HR

This comprehensive PPT Template includes detailed steps and strategies for optimizing your HR processes, such as streamlining recruitment, improving employee engagement, and enhancing communication. With this template, you'll be able to easily collaborate and delegate tasks, ensuring that everyone is on the same page and working towards the same goals. Try it today to build a dedicated workforce!

Template 10: Organization 30-60-90-Day Sales Plan

Showcase your potential as a sales expert with a 90-day plan PowerPoint slide that provides distinct segments for the initial 30, 60, and 90 days of your job duties. Utilize this platform to establish your strategies and essential objectives for delivering projects. This is an excellent opportunity to demonstrate your ability to prioritize tasks and produce tangible results. Get it now!

1, 2, 3 Months

A well-crafted 90-day plan can help individuals and organizations achieve their goals and set them on a path to success. Whether it's personal growth, career development, or business expansion, a clear roadmap and actionable steps can make a significant difference. As Antoine de Saint-Exupéry said, "A goal without a plan is just a wish." Therefore, it's essential to have a plan and work toward it diligently. With a 90-day plan, one can take small steps that lead to significant achievements for reaching the desired destination.

Now that you know why the 90-day plan is crucial, it's time to download these templates to get started. Download them once and use them forever!

P.S . If you are looking for Master Action Plan Templates, here’s a handy guide with popular samples and examples.

FAQs on the 90-Day Plan

How to write a 30-60 90-day plan.

To write a 30-60-90-day plan, you should start by researching the company and the role you are applying for. Identify the key responsibilities and objectives, and break them down into specific tasks for each 30-day segment. Define measurable goals and targets for each stage, and align them with the organization's overall strategy. Be sure to include any relevant training or development activities that you plan to undertake during this period.

What should be included in a 90-day plan?

A 90-day plan should include specific goals and objectives for the first three months on the job. It should outline the key responsibilities and tasks, along with the expected outcomes and deliverables. This plan should also include any training or development activities that will support your success in the role. It should be aligned with the organization's strategy and demonstrate your understanding of the company's goals and priorities.

What is the goal of a 90-day plan?

The goal of a 90-day plan is to establish a clear roadmap for success in a new role. It provides a framework for prioritizing tasks and achieving measurable results while aligning with the organization's overall strategy. A well-crafted 90-day plan demonstrates your understanding of the company's priorities, your ability to prioritize tasks, and your commitment to delivering results.

How do I make a 3-month work plan?

To make a three-month work plan, start by identifying the key responsibilities and tasks required to achieve your objectives. Break these tasks down into specific actions and prioritize them based on their importance and urgency. Assign specific deadlines to each task and define measurable goals and outcomes. Be sure to align your plan with the organization's overall strategy and identify any resources or support you may need to succeed. Review and adjust your plan regularly to ensure you are on track to achieving your goals.

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Plan For Your First 90 Days And Ace The Interview

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You've landed an interview for your dream property job; a real step-up to a more senior role. Be it an internal promotion or a role in a new company, you want to stand out and give yourself the best possible chance of getting the job. We’ve spoken to leadership and surveying experts to find out why they think a plan for the first 90 days in a new job is key to winning the role and being successful.

What is this 'first 90 days in a new job' plan?

The importance of a 90 or 100 day plan began with Franklin Roosevelt when he became President. The Great Depression of the 1930s meant he had to set out a strong recovery plan, and quickly. In recent years, this concept has resurfaced and gained traction within the leadership community.

It's estimated 38-50% of executives in new leadership roles fail in the first 18 months so a clear plan for making your mark is key. Those first months are your opportunity to make a strong impression and set out what you want to achieve.

How a plan could help you

Many employers now expect candidates to present a thorough plan of what they'll do when they start. You might be a high-flying quantity surveyor or building surveyor with fantastic technical aptitude and confidence with clients. But how can you demonstrate you have the people skills to run a team and large-scale project? Or show you have the vision to make real change in an organisation? In a detailed plan, you can lay out how you will achieve these things.

How to make a 90 day plan

'Begin by thinking about your first day in the new job," explains Michael D Watkins, bestselling author of The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. "What do you want to do by the end of that day? Then move to the first week. Then focus on the end of the first month, the second month and finally the three-month mark."

Founder of executive onboarding group PrimeGenesis, George Bradt, shares some elements you should include in a plan:

• clarify the company's objectives. Your plans must align with the overall aims of the company and scope out how you'll help them achieve them

• identify what you and your team will do. It's not all about you, your team are an essential component in your success.

Start with this three-step process

Don't just jump into making a plan though. Author of Your First 100 Days: How to make maximum impact in your new leadership role , Niamh O'Keeffe, outlines three stages to go through before putting the plan together. First, understand your transition challenges. It might be that you're going from being a quantity surveyor at a small practice, to a management position at a large surveying company. These businesses are likely to function in different ways, think carefully about how you'll face these changes.

O'Keeffe continues: "Next, build a profile of your role, organisation and market." He recommends thinking about who your team will be, what the company stands for and the direction they're heading in. How is the current market? Will an uncertain economy mean clients are reducing budgets on big construction projects? How could you adapt to this?

The final step before putting pen to paper, he says, is: "Start with the strategic end in mind about what you ultimately want to achieve." Even though the plan is just for the first few months, it's important to have that overview of your end goals.

The plan in context

"When applying for the higher end valuation jobs, such as area managers, regional directors and working directly for big lenders, I think candidates could benefit from making a 90 day initial plan", says Andy Welham, Surveying Recruitment Consultant from BBL Property Recruitment. "You don't want to go in and upend an established culture but being too passive is not desirable either. So, by doing your research on the company and their objectives, you can make a clear plan that pitches at the right level."

Shyam Visavadia, founder of Graduate Surveyors , agrees that understanding the environment beforehand is key to fitting into a new role. He says: "When putting together a 90 day plan, I'd start by understanding the types of resources I would have at my disposal. This could be team members, technological support and a network of contacts. By doing this, you can ensure you'll deliver to the strategic ambitions of the business.

"I use SMART objectives to set out my long and short term goals. There would be value in doing this as part of a plan to share at an interview as well. It would show your future employer where you want to be in your career and help align commitments and shared values.”

Gather information on the role

Sue Willcock, author of Help, I'm A Manager - A Practical Guide to Success as a First Time People Manager in Professional Services advises you find out how you’ll be measured at the end of the 90 days and beyond. “At larger firms, your performance might be judged against a technical or behavioural framework beyond the immediately obvious measures. On the technical side, this may mean you are expected to be the subject matter expert and the go-to person for questions on a particular topic. If you ask the question about how you’ll be measured upfront, you can impress interviewers by explaining how you’d reach these targets in a 90 day plan.”

Stand out from the crowd

When you go for your next interview or apply for a promotion – be that in quantity or building surveying, valuation or project management – use the 90 day plan to prepare. It'll set you apart from other candidates, make a positive first impression and might just swing you the job.

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Cheat Sheet – The First 90 Days

“I like work: it fascinates me. I can sit and look at it for hours.” — Jerome K. Jerome

Have you read The First 90 Days , by Michael Watkins?

Maybe you’ve you read The First 90 Days , but the real question is, how do you “do” The First 90 Days ?

The Survivor’s Guide for Success at Your New Job

The First 90 Days is basically a survivor’s guide for leaders in how to hit the ground running when they start a new job.   Rather than “sink or swim”, it’s a systematic way to survive and thrive in your new role.

The beauty is, The First 90 Days really helps you thrive on the job whether you are new to the job, or have had the job for a while.  It helps whether you lead teams or are a one-man band.   It’s one of the best books that demystifies what it means to be effective in terms of self-leadership, team-leadership, and organizational leadership.  It’s the corporate warrior’s playbook for success.

Cheat Sheets for New Job Success

I figured that what I put together would be helpful for a broader audience, so here is my playbook for actually putting The First 90 Days into practice.    It’s my cheat sheets and my notes on how to turn it into action.

Note that even with my cheat sheet, I still need to regularly dive deep into the book so I can really understand the “why”, the “how”, the “when” and make the most of the habits and practices.  It’s a powerful framework that takes a lot of practice to really learn how to do well.  The good news is the framework is a friend for life and will serve you well.

The Five Propositions

According to Michael Watkins, the five fundamental propositions form the foundation of the approach to transition acceleration:

• The root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and the individual, with his or her strengths and vulnerabilities.
• There are systematic methods that leaders can employ to both lessen the likelihood of failure and reach the breakeven point faster.
• The overriding goal in a transition is to build momentum by creating virtuous cycles that build credibility and by avoiding getting caught in vicious cycles that damage credibility.
• Transitions are a crucible for leadership development and should be managed accordingly.
• Adoption of a standard framework for accelerating transitions can yield big returns for organizations .

The 90 Day Plan for New Job Success

This is my distillation of the 90 Day Plan for new job success.  I like to have a bird’s-eye view.  Here it is:

The Backbone of New Job Success

To be effective in applying The First 90 Days, you need to know what the backbone of The First 90 Days actually is.  According to Michael Watkins, the backbone of The First 90 Days is:

• Promote Yourself
• Accelerate Your Learning
• Match Strategy to Situation
• Secure Early Wins
• Negotiate Success
• Achieve Alignment
• Build Your Team
• Create Coalitions
• Keep Your Balance
• Expedite Everyone

The formula is a powerful one.  Basically, you are learning the lay of the land, while creating momentum, and making impact.   This sets the stage for your credibility, as well as forces you to build effective relationships within your ecosystem.

Key Practices for New Job Success

Here is a map of the key practices for new job success, according to Michael Watkins.  I use the map to help remind me how to implement The First 90 Days, and to check where I’m at in terms of applying proven practices for effectiveness on the job:

My Favorite Practices for New Job Success

There are a lot of practices to learn and absorb.  If I reflect on the ones that I use the most for the greatest impact, they boil down to this:

• STARS (Start-up, Turnaround, Realignment, Sustaining Success)
• The Five Conversations (situation diagnosis, expectations, style, resources, personal development
• Build your advice and counsel network (technical advisers, cultural interpreters, and political counselors)
• Identify challenges and opportunities
• Secure early wins
• Setting up action-forcing events
• Identifying supporters, opponents, and convincibles
• Leverage “teachable moments”
• Make waves of change
• Structured reflection

As you can see, there is a lot of synergy across the practices.   When you read The First 90 Days, be sure to pay extra attention to the language of STARS and think of it in terms of a lens across people, process, and product.   Each of those can be a in a very different situation, and the better you understand the landscape, the more effective you can operate.  For example, if you think that the product is in a Start-Up, but others think of it as a re-alignment, that can cause some serious problems in your effectiveness.  Once you understand the lay of the land, you can better bridge where things are, with where you would like things to be.

Be sure to check out The First 90 Days as a way to change your game and improve your workplace effectiveness.

If you have any stories or insights from applying The First 90 Days , I’d love to hear them.

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Philip Fitzsimon

In this section

90 Day Business Plan Presentation

‘Given a ‘blank sheet of paper’, what would you do in the first three months/90 days?’

So, you’ve succeeded at the first interview and have now been tasked with a second interview presentation. 

The most common second interview task that we encounter is along the lines of:

‘Given a ‘blank sheet of paper’, what would you do in the first three months/90 days?’ 

Why Do Sales Employers ask for Presentations?

For me, the reasons are two-fold.

First, it is a test of your commitment.  Do you choose to go down to the pub on a Sunday afternoon rather than spend four hours on a presentation, and;

Two, it offers the prospective employer the chance to understand better your professional approach and the process you will employ to ensure maximum return on their investment.

What is The Second Interview Task Actually Asking?

It is, in essence, ‘what’s your business plan’.  It demonstrates that you have the competency and experience necessary to succeed and that you are personally invested in their opportunity.  Executed well, it will differentiate you from the competition as an elite candidate.

How to Break The 90-Day Task Down

A logical and practical format is to break the presentation down into your planned activity in the first weeks and months in the role.

As with all presentations, less is more in terms of written text.  You don’t want your audience to read your presentation and ignore you; instead, they should take cues of your thinking from the slides.  This will enable you to utilise your presentation skills to elaborate on bullet points and your personality and charisma to ensure you engage your audience.

How to Present at a Second or Final Interview

An effective presentation is a dialogue, a gateway to enquiry and further discourse, rather than a lecture or a monologue.  Invite questions, seek agreement and gauge comprehension, offering clarification whenever necessary.

Ensure you remain concise and relevant in your answers whilst being generous with information.  Relate this to your professional experience and give examples of similar situations you have encountered, how you dealt with them, and what positive outcomes you achieved.

Be alert to body language and non-verbal cues that may indicate allies in the room or individuals that require further reassurance regarding your suitability for the role.  To aid you in this, ensure that you address yourself to everyone in the room, regularly shifting your attention and eye contact to ensure no one feels excluded.  This will assist you in building rapport with your audience.

Additional information on how to succeed in a panel interview can be found here - How to Wow at a Panel Interview

Do’s and Don’ts of Second Interview Presentations

• Do your research – Know the company, the job responsibilities, and the team you’ll be joining. Every business plan must be researched and personalised to the company and the opportunity in question.
• Do tailor your presentation to every opportunity - It is immediately obvious when a generic format is recycled. It can therfore be damaging, demonstrating indifference or contempt for your audience and the opportunity.
• Do import and insert their company logo and format with their brand colours. It may be wise to ask permission beforehand out of politeness and not to infringe trademarks/copyright.
• Do reference their specific products or services, their customers and competition.
• Do include verified numbers and data wherever available. Make realistic growth projections based on your understanding of their expectations and marketplace.  It doesn’t matter if this does not entirely align with the company, as long as you can elaborate on your thought process and conclusions.
• Do practice – Practice your presentation out loud in a location similar to where you’ll be presenting.
• Do make it visual presentation to engage the audience and explain your points. No one likes ‘Death by PowerPoint’!
• Do be prepared to be challenged on your presentation. Most sales leaders will want to see how you respond to objections.
• Do prepare questions for the interviewers.
• Do arrive early to give yourself enough time to get set up and relaxed
• Do ensure it is saved to an older version of your presentation software. If prepared in the latest version, it can sometimes skew the formatting on older editions.
• Do start with an agenda and invite them to ask questions throughout.
• Do use the final slide as an opportunity to close. You are a sales professional in a sales meeting. The final slide should be either i) Where do we go from here? Or, if you're very confident ii) When do I start!  See Closing a Sales Interview

The Don'ts!

• Don’t be overly casual. I like the odd joke, but on the whole, keep your presentation professional and don’t use slang or jargon.
• Don’t be too long-winded – Stick to the essential points and keep your presentation concise.
• Don't forget to bring all the necessary materials and have a ‘Plan B’. I always recommend taking your presentation on a USB Stick as well as having it on your laptop. Also, copy it to your ‘phone just in case and then you can email it to the hiring manager.

Example 90 Day Business Plan Second Interview Presentation

Below is an example of a basic business plan you can utilise.  This requires personalising to each opportunity.  You may wish to preface it with a slide detailing you and your credentials and a concluding slide summarising your suitability and inviting questions-  

• Understand internal functions and processes.
• Get to know internal and external colleagues.
• Gain clarity on all reporting and administrative responsibilities.
• Fully align with company strategy and goals
• Introduce myself to all levels of staff
• Understand and comply with all company rules
• Fully understand sales targets and company expectations
• Update with line manager – informal review of week one
• Gain a fundamental level of product/service knowledge and potential applications
• Understand markets and potential avenues for growth
• Gain an understanding of all existing/lapsed end user and distribution accounts.
• Contact and visit existing accounts by geographic area
• Understand product/service features and benefits to potential users
• Build a base pitch for key products/services
• Build knowledge of existing markets, end users and their needs
• Update with line manager – formal review of month one
• Research market sectors to begin Pipeline formulation.
• Identify target accounts and populate the Pipeline
• Define a map of accounts /prospects for efficient territory planning
• Create targeted Features & benefits approach by Products /Market sectors
• Gain knowledge of main competitors –strengths & limitations
• Understand how we are perceived in the market
• Build a twenty-day journey plan based on postcodes and geographic area
• Have a prospect list prepared for each postcode
• Research and visit all existing customers and update CRM
• Prospects with potential to be added into the journey plan so that regular contact is made
• All prospects to be added into sales pipeline and kept up to date
• Update with line manager – formal review of month two
• Have a solid pipeline of accounts being worked and closed
• Increased turnover and lines in existing accounts
• Monthly sales targets being achieved
• Reports presented to RSM on all activity
• Re-visit initial training
• Customer visits with Technical support colleagues
• Customer visits with Sales colleagues
• Progress opportunities to Buying Platform
• Continue to review and critique pipeline
• Update with line manager – formal review of month three
• Product knowledge is continually growing
• New account Targets being hit
• Sales pipeline is continually being added to and worked
• Monthly targets being exceeded
• Meeting KPI’s set by line manager
• Growth from existing accounts
• Lapsed accounts being reactivated
• Ongoing formal reviews

Date published: 28th February 2024

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About the author

Simon Bonner

With over 25 years in B2B sales and recruitment, Simon is an English Graduate from UEA and specialises in recruiting commercial and FMCG sales positions. Simon joined the sales recruitment industry in 1998 before progressing into field sales and returning to recruitment in 2015. As an Associate Director, Simon is well placed to understand the needs of clients and candidates' needs, having spent ten years selling electronic security and managing National Accounts within OEM manufacturers and distribution channels. An avid Luton Town football fan, Simon dotes on his two daughters and enjoys keeping fit, socialising, food and wine.

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From our blog

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How To Advance and Enhance Your Career When You Are Working Remotely

How to Introduce a Competency-Based Approach into Your Recruitment Process

How to Prepare a 90 Day Business Plan Presentation

How to Evaluate Sales Professionals

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