Who creates the plan?

It is often a collaborative effort. Hiring managers provide the goals, and the new hire outlines the steps.

Is it only for leadership roles?

No, it is effective for any role to ensure clarity and productivity.

What happens after the first 90 days?

The plan usually transitions into regular performance goals (KPIs or OKRs) and the first formal review.

How do you measure success in a 30-60-90 day plan?

Success is measured by the completion of learning milestones, project deliveries, and team integration.

Can the plan be changed mid-way?

Yes, it should be a living document that adapts as the new hire understands the company better.

Is this a legal or formal document?

Usually it's a management tool, though in some companies it's linked to the probation completion criteria.

What if I fail to meet the 30-day goals?

It's a signal to talk to your manager. The 30-day phase is for learning, so missing goals usually means you need more support.

Should I share my plan with the whole team?

Sharing a summary can help build trust and show the team that you are focused and organized.

How detailed should the plan be?

Detailed enough to be actionable, but flexible enough to allow for unexpected learning opportunities.

Does this plan help in completing probation?

Absolutely. It provides clear proof of your progress and value added during the probation period.

Employee Onboarding

30-60-90 Day Plan

A strategic document used by new employees or managers to map out their goals and strategies for the first three months on the job. It is often part of a structured onboarding process.

Key Takeaways

Days 1-30: Learning and Absorption (The Sponge Phase).
Days 31-60: Contribution and execution (The Action Phase).
Days 61-90: Leadership and strategy (The Ownership Phase).
aligns expectations between manager and employee.

Expert Profile

Sanjana S

Project Manager

Expert Insight

Ask Sanjana about this

Sanjana S

Project Manager

Explore More HR Terms

# 360-Degree Feedback # 50% Wage Rule # Accountability Culture # Agentic HR Workflows # Agile OKRs # AI Literacy (HR)# Chat-First Design # Cloud-Native HR Architecture # Cost to Company (CTC)# EBITDA & HR Efficiency # Employee Engagement # Fixed-Term Employment (FTE)# Full and Final (F&F) Settlement # Gig Worker Social Security # Gratuity (UAE)# HR Automation # Human Capital ROI # Hyper-Personalized Employee Experience # Indian Income Tax Laws (HR)# Indian Labor Codes # KPI Alignment # KSA Labor Law (Qiwa)# Neurodiversity Inclusion # Performance Appraisal # POSH (Prevention of Sexual Harassment)# Psychological Safety # Quiet Ambition # RAG (Retrieval-Augmented Generation)# Recruitment Speed # Right to Disconnect # Role-Based Access Control (RBAC)# Skills-First Hiring # Time to Hire # User Experience (UX) for HR # WPS (Wages Protection System) - UAE # Zero-Training Adoption