Getting started as a new manager? Boost your confidence with a simple trick: the 30-60-90 day plan. This plan is your ticket to success in your new role during the first three months. It's all about organizing your tasks and showing your employer and team that you mean business.
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.
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.
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.
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.
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.
Creating a plan as a new manager is of paramount importance for several reasons:
- 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.
- 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.
- 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.
- 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.
- 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 make adjustments as needed.
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:
- 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.
- 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.
- 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.
- 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.
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.
In this example, we'll explore a comprehensive 30-60-90 day plan for a Sales Manager, covering everything from orientation and team building to sales growth and market expansion. Remember, while this plan is hypothetical, it demonstrates the importance of customization to align with your organization's goals and specific role requirements.
- Orientation and Learning (Days 1-30):
- Understand the company's products, services, and sales processes.
- Meet with the sales team individually to get to know them and understand their strengths and areas for improvement.
- Familiarize myself with the CRM system and reporting tools.
- Review the existing sales pipeline and current client accounts.
2. Team Building and Communication (Days 1-30):
- Schedule regular team meetings to foster open communication and collaboration.
- Establish one-on-one meetings with each team member to discuss their goals and expectations.
- Communicate my vision for the sales team's growth and success.
3. Client Engagement (Days 1-30):
- Reach out to existing clients to introduce myself and understand their needs and concerns.
- Identify two key clients for focused account management and establish a relationship.
- Sales Strategy Development (Days 31-60):
- Collaborate with the team to develop a comprehensive sales strategy.
- Identify key target markets and segments for expansion.
- Set specific sales targets for the next quarter.
2. Team Development (Days 31-60):
- Implement a sales training program to enhance the team's skills.
- Monitor performance and provide constructive feedback.
- Set individual and team performance metrics and KPIs.
3. Client Expansion (Days 31-60):
- Develop a client retention and expansion plan.
- Initiate a targeted outreach campaign to win back dormant clients.
- Expand relationships with existing clients to increase their engagement with our products/services.
- Sales Growth (Days 61-90):
- Monitor progress toward quarterly sales targets.
- Implement a performance improvement plan for underperforming team members.
- Identify and capitalize on upselling and cross-selling opportunities.
2. Market Expansion (Days 61-90):
- Assess the potential for entering new markets or regions.
- Explore partnerships or collaborations to widen our market reach.
- Develop a plan for lead generation and prospecting in new markets.
3. Team Empowerment (Days 61-90):
- Delegate responsibilities to team members to foster independence and decision-making.
- Provide recognition and rewards for high performers.
- Plan a team-building event to strengthen team cohesion.
This is a hypothetical example of a 30-60-90 day plan for a Sales Manager. Remember, the specifics of the plan should align with the organization's goals, the role's responsibilities, and the industry in which you are working. Customization is key to creating an effective plan.
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.