It is important that you are able to measure your level of success and the progress that you have managed to attain. Be sure to come up with clear and understandable descriptions for every strategy that you can come up with as you might not be the only one who will be reading it. Next is that you are going to have to come up with the different strategies and actions that you will need to do in order for you to reach your goals and objectives. Think of it like doing a SWOT analysis wherein you learn more about what it is that you can use and what it is that you need to improve in order to reach success. Whether you’re making a 90-day plan for someone else, yourself, or even for your business, you’ll need to understand what your strengths and weaknesses are. Step 4: Realize Your Strengths and Weaknesses You should be able to tell which of your tasks you need to prioritize and which ones you can put off or ones as they are not so important. When coming up with these, make sure that they are realistic enough to the point where you can actually achieve them at some point in time.Īfter you have managed to identify all of the goals that you should be aiming for, then next is to know what your priorities should be.

Once you have realized the purpose of the plan, then the next thing that you will need to do is to put in the goal or goals that you need to be able to reach. Be sure that you fully understand the plan’s purpose as you’ll need to in order to progress to the following steps. This is where you will need to determine why you need to make it in the first place. You cannot begin making your 90-day plan unless you know exactly what it is going to be used for. In the first month, this might mean scoring above 80% in a skills test based on training the employee has completed.Steps for Creating a 90 Day Plan Step 1: Start by Knowing Its Purpose Metrics: Without concrete, measurable metrics of success, there’s no way for an employee or their manager to understand whether they have met their goals, so you should always include these in a 30-60-90 day plan. In an employee’s first month, actions might include attending training and orientation sessions, reading onboarding documents and scheduling introductions with each of their immediate colleagues. For example, in the first month, the employee’s main goal might be to understand the organisation’s internal structures and processes.Īctions: You should also include the actual steps that the employee will need to take in order to meet their goals each month. Goals: A 30-60-90 day plan should help employees to understand the goals they’ll be focusing on each month. This means breaking down your 30-60-90 day plan into the following three elements: Goals should be tied to measurable metrics that help newly hired employees and their managers to understand whether they have been successful. At its most basic level, a 30-60-90 day plan should include the new employee’s goals for each of their first three months, and the actions they need to take to achieve them.

30 60 90 day plan templates