They may have struggled with the same aspect of the role when they were new. Discuss this with a manager or colleague. If you miss a target, don’t be disheartened. Not only will this help to keep you accountable, it’s an opportunity to receive ongoing feedback from your manager. Schedule a one-on-one with your manager to review your plan after each month. This reassures you as you navigate your new role.

But remember to review your plan regularly. Plans like this are sometimes left to gather dust. Instead, set quantifiable targets and make sure that when you hit them, you celebrate the win. Setting perfectionist goals like ‘write excellent reports every week’ or vague targets like ‘get better at sales’ will leave you with a plan that you’ll probably never look at again. One of the most important things to remember is to write measurable and achievable goals. Make your goals measurable and achievable Divide up your targets into 30, 60 and 90 day goals. You need to think about which are shorter and longer term goals. With your goals in mind, draft them up in the following steps: Make a timeline Particularly in an interview setting, this can be a great way to set yourself apart from other candidates. Initiative goals are about what you plan to do to stand out. Starting a new role is all about learning! How will you sponge up all the knowledge you need, and what quantifiable targets can you set to keep track of your progress? Use SMART goals – they keep targets measurable and realistic. Also consider how you will integrate with the new team – how will you develop positive working relationships with your colleagues? 3. What made you interested in this new role? Was it the opportunity to develop your digital marketing skills, or involve yourself with more collaborative work? Make sure you incorporate this into your plan, and highlight this to your manager. Ask your team directly what targets they are pushing for this quarter and beyond. What are your team’s goals?Īs a newbie in the office, one of the first things you need to understand is what your team’s goals are. A manager or HR leader can support you to arrive at a plan.Īs you write your 30-60-90 Day Plan, you need to ask yourself the questions below: 1. By creating a 30-60-90 day plan, you’ll can demonstrate that you have the know-how to hit the ground running in your new role.Īs a new joiner, a 30-60-90 Day Plan can help you to set your own goals for the onboarding process. This question can come out of the blue - it’s not one you’d want to answer without doing some prep work. They might even ask, ‘what are you intentions for the first, 30,60,90 days on the job?’. In an interview, an interviewer will ask you to outline what action you would take in the role. New managers also benefit from creating a plan as they test out their leadership skills. HR leaders might support new hires with their plans. You can make them as a new joiner or to prepare for a job interview. Onboarding is always a learning curve, but to make the transition into a new role smoother, try your hand at a 30 60 90 Day Plan.Įssentially, a 30-60-90 Day Plan is a plan of action for your first 3 months on the job. It can feel uncertain when it will all sink in. In your first week, you’re absorbing endless information.

Example 30 60 90 plan