Setting the Stage for Success: Creating Your 30, 60, and 90-Day Plan for a New Role

Entering a new role at a new company is a thrilling experience, one that can also be full of uncertainties. A well-structured plan for your first few months can make a world of difference, providing a roadmap to navigate this exciting transition. As the adage goes, “By failing to prepare, you are preparing to fail” (Benjamin Franklin). A 30, 60, 90-day plan ensures you are prepared to hit the ground running, setting you up for success from day one.

30-Day Plan: The Learning Phase

The initial 30 days should be viewed as your learning phase, a time to absorb as much information as possible. This period is about understanding the lay of the land and gaining insights into your role, team, and the company as a whole.

Understand Your Role: Schedule a meeting with your manager to understand your responsibilities and expectations. As John Doerr, venture capitalist and author of “Measure What Matters” emphasizes, understanding your key results and objectives is crucial to success1.

Familiarize Yourself with the Company: Delve into the company’s mission, vision, and values. Understand the products, services, and customers, creating a mental map of how your role fits into the larger picture.

Understand the Team Structure: Identify key personnel in your team and learn about their roles. As Ken Blanchard, management expert and author of “The One Minute Manager” suggests, knowing your team is key to effective collaboration2.

Learn about Key Projects: Get a grasp of the current projects your team is involved in. This will help you understand your immediate priorities and how you can contribute.

Begin Training: Start any necessary training to equip yourself with the skills needed to excel in your role.

60-Day Plan: The Contributing Phase

The next 30 days, often referred to as the contributing phase, is the time to apply your newly acquired knowledge and start making tangible contributions.

Apply Your Skills: Start contributing to tasks and projects using the skills and knowledge you’ve gained.

Get Feedback: Actively seek feedback on your performance. As Ed Batista, executive coach and author at Harvard Business School explains, feedback is a tool for continued learning3.

Build Relationships: Keep strengthening your relationships within your team and start networking with other departments.

Contribute to Team Meetings: Your ideas and suggestions are valuable. Make sure to voice them in team meetings.

Assess Your Progress: Take stock of what you’ve achieved in the first 60 days and adjust your plan as necessary.

90-Day Plan: The Leading Phase

In the final 30 days, aim to take on more responsibilities, marking your transition from a new hire to a fully integrated team member.

Lead Initiatives: Seek opportunities to take the lead on a small project or initiative, showcasing your leadership potential.

Present Your Work: Share your achievements and contributions with your team and manager, underlining your impact.

Set Long-Term Goals: Based on your experiences thus far, start setting long-term goals for your role.

Identify Areas for Improvement: Continue seeking feedback and identify areas where you can improve.

Celebrate Your Success: Acknowledge the progress you’ve made in your first 90 days, and celebrate your achievements.

A well-crafted 30, 60, and 90-day plan not only helps you acclimate to your new role and environment but also positions you as a proactive and organized professional. It’s a tool that empowers you to take charge of your career from the onset, paving the way for long-term success.


1: Doerr, J. (2018). Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs. Portfolio
2: Blanchard, K., & Johnson, S. (1982). The One Minute Manager. William Morrow
3: Batista, E. (2019). The Art of Self-Coaching. Stanford Graduate School of Business