Start a New Job Right With a 30-60-90 Plan

So, you’ve just started a new job. Congratulations! So what is your plan for getting started? After wasting time and energy on applying, interviewing, and/or being promoted, it’s easy to forget that the real work is about to begin. When starting a new job, it’s a good idea to think three months ahead, but also keep an eye on shorter-term goals and objectives. To effectively do both, try the 30-60-90 day plan, a method that allows you to set and juggle various future goals.

How does the 30-60-90 day plan work?

A 30-60-90 day plan is the document you create when you start a new job (or any long-term task). It serves as a roadmap for what you want to do in one, two and three months, so you don’t just keep track of every day and feel confused or overwhelmed, especially in the early days when you were fully integrated into the workflow. companies. You can develop these milestones on your own or, as Forbes advises, ask your hiring manager to help you determine which goals should be prioritised. It is important to turn your plan into a real document, and not just a vague plan in your head. This is easy enough to do: create a table with three columns labeled 30, 60 and 90 and list your goals for each time period under the appropriate label. For example, for each 30 day period, you can set two learning goals and two performance goals. You can leave additional fields below or next to each entry where you can mark your progress or take notes. It’s a good idea to keep it open in a browser tab and check back regularly to see how you’re progressing, or if you need to make any changes to bring it in line with your revised expectations (or your boss).

How to make a plan for 30-60-90 days

Start by identifying your biggest goals—the ones you’ll be aiming for at the 90-day mark, then break down the steps you’ll need to take to reach them, and sort those additional milestones and milestones into the 30-day and 60-day milestones. -day columns. As Forbes points out, it’s wise to keep your company’s larger priorities in mind – you can even write them at the top of the document – so you can be sure that your personal goals align with those of the company, and the projects you take on will be recycled. contribute in some way to the mission of the organization.

You don’t want to overburden yourself, so to keep everything under control, limit your goals for each time period to three to five. Again, leave space below each to write down related actions you can take to achieve each goal, or provide a metric by which to judge your success or progress. For example, if one of your 60-day goals is to collaborate with your new team, the metric might be: Submit a proposal for one team project. This gives you about two months to make connections, find your place on the team, learn your unique responsibilities within the group, and complete the task together.

Your 30-day goals should be about learning the basics, understanding the situation, and figuring out how your role fits into the company, Indeed advises . In your 60-day goals, determine what personal contribution you can make and how you can use the knowledge gained in the first month. To achieve your long-term goals, focus on increasing your contribution and strengthening your place in the company’s structure.

Once you have completed the document, have your manager review it to make sure it aligns with the overall goals of the company and what they want you to work on. And don’t forget this when it comes time for your first performance review – you can use it to justify why you deserve a raise or promotion.