30/60/90 Day Plan
At Catalpa we view someone’s first 90 days as a period of learning, discovery, and relationship building. The idea is to make someone feel comfortable, informed, and confident.
What is a 30/60/90 day plan?
A 30, 60, 90 day plan is a framework for planning out how we onboard new team members. Its purpose is to make sure new team members start off on the right foot, feel welcomed, and get familiar with how the team and the organisation work. In creating the plan, the most important goal is to make sure that each new team member has a clear understanding of what they’ll be expected to learn and deliver in their first 90 days. Some refer to it as a 30, 60, 90 day action plan, which adds a nice emphasis on proactivity.
At Catalpa the 30, 60, 90 day action plans are the main way new team members learn about the organisation. Each plan is unique to the individual, and it provides a single reference point for resources, support, and clarity. The plans help introduce and foster an environment that supports regular growth conversations with managers, right from the beginning, so that every person works with a growth mindset, sees a path toward advancement, and knows that learning (and failing), asking questions, and being proactive are all part of a healthy working environment and foster strong work culture.
Make sure to check out the 90 day plan templates – a Google Doc Template and a Trello board – to help you structure and write your plans. You can use these resources together, or separately.
What should be included in a 90 day plan?
If you’re looking for tips on how to write a 30, 60, 90 day action plan, we’ve got you covered. But always keep in mind that what an effective plan looks like will vary depending on your team goals, and individual needs. That said, there are many commonalities to writing a good 30, 60, 90 day action plan. Check out the suggestions below.
Great questions to think about when writing a 90 day plan:
How can you use this plan to set a new team member up for success?
What quick wins can they achieve to gain momentum?
Who are the key stakeholders?
How can we benefit from their new unfiltered perspective (New people see things others have become inured to.) Ask them how they are finding the process.
A 90 day wrap-up blog or other written summary (An awesome exercise that provides an opportunity for new hires to share insights and show personality and expertise.)
To help someone navigate their 30, 60, 90 day action plan, we use a buddy system at Catalpa. Buddies show new teammates the ropes, introduce them to other Catalpians, act as go-to people for the common questions that arise in the first few months of any new job, and generally help make the transition smoother. In all our 90 day plans, we lead off with that introduction.
We also pair new people with someone from their functional division (sometimes the same as your buddy, sometimes different) to help them get started on the team. This person can help with everything needed to make an impact, and recommend tools, explain common work practices and habits, and elaborate on the nitty-gritty about working on the team.
The first 90 days are precious. It’s important to have the right plan – and people – to help guide you through it.
Last updated
Was this helpful?