Your 30-60-90 Day Plan As New Manager

Your 30-60-90 Day Plan As New Manager

Sugandha SrivastavaOctober 30th, 202310 min read

As a new manager, the first 30-60-90 days in your role can make or break your success. This critical onboarding period sets the tone for your leadership, establishes key relationships, and lays the foundation for your long-term impact.

Fortunately, with a well-structured 30-60-90 day plan, you can navigate this transition with confidence and set yourself up for long-term success. In this comprehensive guide, we'll walk you through the essential elements of a 30-60-90 day plan for new managers, drawing insights from industry leaders and proven best practices.

What Is a 30-60-90 Day Plan?

A 30-60-90 day plan is a structured document that serves a crucial role in the professional world, primarily in management, sales, or executive positions. It outlines a strategic approach for individuals to navigate their first 30, 60, and 90 days in a new job or role.

This plan is characterized by its division into these three-time segments, with each segment focused on specific actions and objectives. It is action-oriented, filled with measurable goals and key performance indicators (KPIs), and offers adaptability to cater to the specific requirements of the role and the organization.

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Overview and Structure of 30-60-90 Plan

Begin the plan with a brief introduction that states your name, the position you are entering, and the date you started. This section sets the context for the plan and provides an overview of your intentions.

  • First 30 Days (Month 1): In the first section, specify the key goals and objectives you plan to achieve within the first month. These goals should be focused on immediate priorities, such as getting to know your team and the organization, understanding your role, and addressing any urgent issues.
  • Next 30 Days (Months 2-3): In this section, outline the goals and objectives for the second month. These should build upon the accomplishments of the first 30 days and start to delve into more significant projects and initiatives.
  • Final 30 Days (Months 3-4): The last section of the plan should detail the goals and objectives for the third month. These should align with the long-term objectives of your role and the organization and demonstrate your ability to contribute to strategic goals.
Purpose of 30-60-90 day Plan

A 30-60-90 day plan is a strategic document used by professionals in various roles, including management, sales, and executive positions. This structured plan delineates specific actions and objectives for the first 30, 60, and 90 days of a new job or role, focusing on measurable goals and adaptability to suit the job and organization.

Orientation Tool:

Swiftly familiarizes new hires or individuals transitioning to new roles with the organization's culture, objectives, and expectations.


Sets explicit expectations for achievements within specific timeframes, instilling a sense of responsibility.

Success Measurement:

Offers a structured means to assess progress and accomplishments, enabling individuals and their superiors to track performance.

Onboarding and Training:

Aids in structuring the onboarding process and any necessary training, helping individuals acclimate to new roles and responsibilities.

Importance of Creating a Plan as a New Manager

Creating a plan as a new manager is of paramount importance for several reasons:

  1. Clear Direction: A well-defined plan outlines your objectives, strategies, and priorities. It provides clarity on what needs to be accomplished, helping you stay focused on the most critical tasks, especially during the initial phase when you're learning about your team and the organization.
  2. Efficient Resource Allocation: A plan allows you to allocate resources, including time, budget, and personnel, more efficiently. It ensures that you're investing resources in the areas that will yield the most significant results and align with the organization's goals.
  3. Team Productivity: As a manager, your plan will guide your team's efforts. It sets expectations, clarifies roles and responsibilities, and provides a roadmap for your team, which can boost productivity and motivation.
  4. Risk Mitigation: A well-thought-out plan allows you to anticipate and mitigate potential risks and challenges. By identifying these in advance, you can develop contingency plans and be better prepared to handle unexpected issues.
  5. Performance Measurement: Your plan should include measurable goals and key performance indicators (KPIs). This provides a basis for performance evaluation and allows you to track progress and adjust as needed.
Benefits of 30-60-80 Day Plan

Having a 30-60-90 day plan offers several significant benefits for professionals in various roles, particularly for new employees or those taking on new responsibilities within an organization. Here are the key advantages of having a 30-60-90 day plan:

  1. Goal Clarity: A 30-60-90 day plan sets clear, measurable objectives for new employees during their early days in a role. This clarity is essential for guiding their efforts and ensuring they understand what is expected.
  2. Empowerment: By defining the parameters for success and outlining goals, the plan empowers employees to take ownership of their work. It allows them to proactively manage their tasks and responsibilities.
  3. Efficient Time Management: With a well-structured plan in place, employees can prioritize their tasks based on the plan's objectives. This promotes efficient time management and ensures that valuable time is spent on activities that support the plan's goals.
  4. Focus on Relevant Tasks: New employees can concentrate on tasks and activities that directly contribute to the plan's success. This focus minimizes distractions and prevents them from getting sidetracked by less critical tasks.
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5 Tips for Making a 30-60-90-Day Plan

Creating an effective 30-60-90 day plan is crucial for success in a new role. Here are five tips to help you make a comprehensive and impactful plan:

Understand Your Role and Organization:

Before you start drafting your plan, take the time to thoroughly understand your new role and the organization's goals, culture, and expectations. This understanding will form the foundation of your plan.

Set SMART Goals:

Use the SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) framework when defining your goals for each phase (30, 60, and 90 days). This ensures that your objectives are clear, quantifiable, realistic, relevant to your role, and have specific timeframes.


Identify the most critical tasks and objectives for each phase. In the initial 30 days, focus on getting acclimated and understanding your team and the organization. In the subsequent phases, prioritize projects and initiatives that align with long-term goals.

Include Action Steps:

For each goal, provide detailed action steps and tasks that you will undertake to achieve those objectives. This demonstrates your strategic thinking and ability to execute your plans.

Communicate and Seek Feedback:

Share your plan with your supervisor and team members to align expectations and gather input. Effective communication is key. Additionally, incorporate feedback into your plan to make it even more relevant and achievable.

30-60-90 Day Plan for a New Engineering Manager

As a new engineering manager, the first 30-60-90 days of your role will be crucial in setting the foundation for your team's success and your own leadership. This comprehensive plan will guide you through the key objectives and action items to ensure a smooth and impactful transition.

Phase 1: The First 30 Days (Onboarding and Assessment)


  1. Understand the engineering team, codebase, and development processes.
  2. Build strong relationships with team members and cross-functional partners.
  3. Assess the team's strengths, weaknesses, and areas for improvement.

Action Items:

  1. Learn the Business and Technology:
    • Immerse yourself in the company's products, services, and technical architecture.
    • Review the codebase, development workflows, and engineering tools used by the team.
    • Attend meetings, shadow team members, and participate in code reviews to gain a deep understanding of the engineering landscape.
  2. Get to Know Your Team:
    • Schedule one-on-one meetings with each team member to understand their roles, responsibilities, and career goals.
    • Identify their strengths, areas for development, and any pain points they're experiencing.
    • Establish open communication and trust by actively listening and addressing their concerns.
  3. Assess the Team's Capabilities:
    • Evaluate the team's technical skills, project management abilities, and cross-functional collaboration.
    • Identify areas for process improvement, skill gaps, and potential quick wins.
    • Gather feedback from stakeholders and cross-functional partners to get a holistic view of the team's performance.
  4. Communicate Your Vision:
    • Share your leadership approach and the changes you plan to implement with the team.
    • Collaborate with the team to set clear expectations, goals, and key performance indicators (KPIs).
    • Involve the team in the decision-making process to foster a sense of ownership and buy-in.
Phase 2: The Next 60 Days (Implement and Optimize)


  1. Implement process improvements and address identified issues.
  2. Upskill the team and foster a culture of continuous learning.
  3. Strengthen cross-functional partnerships and align the team's efforts with organizational objectives.

Action Items:

  1. Implement Process Improvements:
    • Based on your initial assessment, prioritize and execute on the most impactful process improvements.
    • Streamline workflows, enhance development tools, and optimize project management practices.
    • Communicate changes transparently and involve the team in the implementation process.
  2. Invest in Team Development:
    • Identify skill gaps and create a tailored training and development plan for each team member.
    • Encourage peer-to-peer learning, mentorship, and knowledge-sharing to foster a culture of continuous improvement.
    • Provide constructive feedback and support team members in achieving their professional goals.
  3. Strengthen Cross-Functional Partnerships:
    • Engage with other department leaders (e.g., product, design, operations) to align the engineering team's efforts with the broader organizational objectives.
    • Establish regular communication channels and collaborative workflows to ensure seamless coordination.
    • Position the engineering team as a strategic partner in driving the company's success.
  4. Measure and Refine:
    • Track the progress of your initiatives and the team's performance against the established KPIs.
    • Gather feedback from the team and stakeholders to identify areas for further optimization.
    • Adjust your 30-60-90 day plan as needed to ensure you're on track to achieve your long-term goals.
Phase 3: The Final 30 Days (Solidify and Scale)


  1. Demonstrate the team's impact and your leadership effectiveness.
  2. Develop a long-term strategic plan for the engineering organization.
  3. Empower the team and set the stage for ongoing success.

Action Items:

  1. Showcase the Team's Impact:
    • Highlight the key achievements and milestones accomplished during the first 90 days.
    • Quantify the results, such as improved efficiency, reduced technical debt, or increased product velocity.
    • Communicate these successes to your manager, stakeholders, and the wider organization.
  2. Establish a Long-Term Strategic Plan:
    • Based on your experiences and learnings, create a comprehensive 12-month plan for the engineering organization.
    • Outline the team's long-term goals, key initiatives, and professional development objectives.
    • Collaborate with your manager and cross-functional leaders to ensure alignment with the organization's overall strategy.
  3. Empower the Team:
    • Delegate more responsibilities and decision-making authority to your team members.
    • Identify opportunities for them to lead projects or initiatives that align with their skills and interests.
    • Provide recognition and rewards for outstanding performance to reinforce a culture of ownership and accountability.
  4. Celebrate Successes and Transition:
    • Acknowledge the team's hard work and contributions during the first 90 days.
    • Organize a team-building event or celebration to foster a sense of camaraderie and unity.
    • Ensure a smooth handover of ongoing initiatives and set the stage for the team's continued success.

Remember, this 30-60-90 day plan is a framework that should be tailored to your specific organization, team, and engineering challenges. By following this structure and optimizing your approach, you'll be well on your way to a successful transition as a new engineering manager.


With the benefits of a 30-60-90 day plan in mind, professionals, whether new to an organization or transitioning into a new role, can harness its power to optimize their early days and make a substantial impact.

And while the example provided here is tailored for a Sales Manager, the key takeaway is the importance of customization.

The plan should always be finely tuned to align with the specific goals and demands of the role and organization. In this flexibility lies the secret to crafting an effective 30-60-90 day plan that paves the way for professional success.

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