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5 steps to writing a ‘First 90 days in the job’ presentation

Written by Iain Flinn

Helping business leaders in the enterprise software, Cloud/SaaS/PaaS and emerging technology sectors to identify talent and build high performing teams across EMEA.

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Writing a ‘First 90 days in the job’ presentation doesn’t have to be daunting, follow our guide and create a presentation that gets you the job of your dreams.

Are you preparing for the final stage of an interview for your dream job? Don’t let the thought of creating a ‘First 90 days in the job’ presentation overwhelm you. This presentation is your opportunity to showcase your skills, demonstrate your understanding of the business, and impress your potential employer. In this guide, we’ll show you how to create a presentation that stands out from the crowd .

Like a honeymoon, only you’re much easier to ditch

The first 90 days of a new role is a grace period, You’re getting to know the people, the business and the culture. But this crucial first 90 days on the job is also the time that lasting impressions are made. Remember, you’re a risk to the business and your employer will be using this period to establish whether they made the right decision. That’s why the ‘first 90 days in the job’ presentation is as much for you, as it is for your future employer. You stand to gain a lot from laying down the foundations for the first three months.

That’s why it’s important, here’s how to write one:

Start researching in your first interview.

If you’re already past this stage, it’s fine, just try to recall the information and don’t be afraid to revisit conversations if necessary. You need to know all about the business needs and ambitions, so ask questions, probe for answers and listen. Then build your presentation around their key objectives and goals. Good questions to ask:

• What’s your mission statement and vision?
• What is the company trying to achieve?
• What are you (the hiring manager) trying to achieve?
• What challenges does the department face?
• What do you expect from me?
• What critical projects are you managing at the moment?

You’re looking for multiple ways to help them. Have this in your mind throughout your interviews, it’ll put you in a great head-space to be inquisitive and retain control.

Focus on your potential employer’s needs

This is why you need to do the above research. Your presentation isn’t just about you, it’s about your employer , so you’ll need to understand their needs and place them at the centre of your presentation. Get a full understanding of the objectives of the role, the goals of the hiring manager and the department as a whole. Then, demonstrate how your experience and knowledge can support these objectives.

Add your strengths, carefully

Shouting about your skills in a vacuum will get you nowhere, but align them to the goals of your potential employer and they will start to see the real tangible  value of your experience . Think feature and benefit, not just feature. For example: Feature: “I’ve delivered £multi-million field marketing campaigns”. Feature and benefit: “I’ve built and delivered £multi-million field marketing strategies for my current employer, so in the first three months I’d review the company’s strategy for the roll-out of similar campaigns. Using my industry knowledge, I’ll ensure we’re using the right channels, to target the right audience with the most impactful messages. Furthermore, with my experience of using an array of marketing automation platforms, I’ll ensure we’re using the right systems and tools to correctly measure the impact of our strategy and the overall ROI. At my previous employer, in my last marketing campaign, I was able to deliver this under budget by £18,000, whilst generating a 156% increase in leads for our sales team which resulted in a 71% year-on-year increase in sales.” Use proven and tangible real-world examples to align your skill set to their objectives. Ensure your examples showcase your skills and experience, but make sure your pitch is in line with their goals.

Say what you’re going to do, day-to-day

Explain to the  hiring manager how you’ll fill your days. This will vary depending on your role, but use the actions below as a foundation for more specific contributions:

• You’ll get immersed in the department and brainstorm how your input can increase company growth.
• Having gotten a better understanding of the business, you’ll start advising, leading and contributing to the conversation.
• See more of your colleagues’ desks than your own. Get out amongst the team and get to know them by name, their role, ambitions, challenges and more.
• Go above and beyond by taking on some tasks outside of your remit. Remember – you’re there to help.
• Behind all of this sits one unshakable focus – your boss’s expectations of you. You’re always aware of them, and what actions and decisions will you take to ensure that you meet them?
• Time-stamp your objectives for the first 90 days, and put a tangible project plan in place to show that you’ve thought it through.

How will you over-deliver?

Giving your employer more than they expect is business as usual, but how will you raise the bar and show them what excellent looks like? Towards the end of the third month, you should be feeling comfortable and confident in the role, so use these foundations and consider discussing how you’ll go ‘above and beyond:

• You’ll be proactive when it comes to relevant company situations and events.
• You’ll be aware of new projects coming on-stream and prepare potential solutions.
• You’ll be getting more involved by joining a club, council, board, or committee.
• You’ll make yourself available to other departments if there’s a need for your skills.
• You’ll take on work outside of your responsibilities to accelerate business growth.

Do all that and you’ll turn from a risk into an asset

Remember, a strong 90-day presentation will reassure your employer that you’re going to make a positive difference in their organisation. It outlines the skills you’ll bring, how they’ll help and the value you’ll add, making it easier for the business to see their potential return on investment. And for you, it provides focus and confidence at a time when an unfamiliar routine (or lack of a routine) can cause added stress. Channel that pressure to impress and use it to create a ‘First 90 days‘ presentation that puts you way ahead of the competition.

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Home Blog Business Crafting an Effective 30-60-90 Day Plan for Job Interviews: Examples + Templates

Crafting an Effective 30-60-90 Day Plan for Job Interviews: Examples + Templates

Some job interviews entail making or presenting a plan to show what can the new recruit offer the organization once he/she is hired. Depending upon the job title, there are various types of plans that one might require making such as perhaps a communications plan or project plan. However, the most common plan one might require making is a 30 60 90 day plan .

What is a 30 60 90 Day Plan?

Benefits for job applicants, benefits for employers, when to use a 30-60-90 day plan, key elements of a job interview 30-60-90 day plan, 30 days – learning phase, 60 days – evaluation phase, 90 days – optimize, start with an introduction, the first 30 days – learning goals, the first 60 days – initiative goals, the first 90 days – transformation goals, timeline & scorecard, make it readable, set smart goals, identify the company’s mission, meet the key stakeholders, be flexible.

• Determine How You Will Measure Success

Mintzberg’s 5Ps

Addie model, final words, 30 60 90 day plan templates for powerpoint.

Some employers ask candidates to present a 30-60-90 day plan. This helps employers understand the candidate’s skills, ability to create and manage measurable goals, foresight and willingness to be accountable for his/her work. The plan includes a roadmap to how the candidate aims to learn, add value and play a transformational role within the organization.

Organizations usually expect candidates to not only put in an effort to understand and evaluate the organization, projects and working environment; but to also add value, optimize procedures and bring positive change.

Benefits of Creating a 30 60 90 Day Plan

Whether your employer has asked for a 30 60 90 day plan or you take one along without any prior request from the potential employer, there can be a number of benefits for making such a plan. Similarly, the employer can better screen candidates if they ask for a 30 60 90 day plan.

Clarity in Job Expectations

One of the benefits of making a 30 60 90 day plan is that it provides clarity regarding what you might want from the new job. Furthermore, by dwelling into specifics of the advertised job description, you can also better understand the nature of the job and what you might have to offer to your potential employer.

If you’re someone rather new in your career or at an intermediate stage, making 30 60 90 day plans when trying to move up the career ladder can also be a way to sharpen your skills. You can see it as a tool that improves performance and productivity in the long run.

Better Preparation for a Job Interview

By making a 30 60 90 day plan, you can better prepare for a job interview. Many candidates can make the mistake of not paying attention to the job descriptions for dozens of jobs they might apply for. Once they receive an interview call, it can be tempting to skip the fine details. This is where you can fail during a job interview. Many times, it’s not the tough questions that can ruin your job prospects but a simple question that you failed to prepare for.

A Reflection of Professionalism

Some job applications create a 30 60 90 day plan even if the employer has not asked for it. This shows intent and determination, where a potential candidate has taken the time to better understand the job role and provide practical suggestions. Such an approach can make your potential employer see that you aren’t coming in with a casual approach. It also reflects on your professionalism in a positive way and can help you score some extra points.

Helps Thoroughly Screen Candidates

Many candidates can be good at expressing their views but not all that good at implementing action plans. A 30 60 90 day plan template can help employers screen candidates more closely by analyzing the candidate’s capabilities and asking tough questions.

Enables Gauging the Experience of Candidates

When a potential candidate presents a 30 60 90 day plan , it’s not just a reflection of his/her ideas but also a reflection of the experience and expertise they bring along. Some candidates might be suitable based on their expertise and experience for the job compared to others. For example, when choosing between two candidates for social mobilization of rural communities, one might have experience working with large organizations, but the other candidate might be more suitable based on his/her expertise at the grassroots level. Such a distinction might mean the difference between someone who is more in touch with the environment he/she needs to work in compared to the other.

Can Help Attract Better Candidates

Arguably, asking for a 30 60 90 day plan can help weed out candidates with a casual approach who might not even want to put in the time to make such a plan. Such candidates might not even apply for the position, leaving room for better candidates.

30/60/90 plans are often required at the time of job interviews and after an employee joins an organization. Such a plan is a reflection of how the employee intends to move forward during the first 90 days at the job, including how he/she shall learn, adapt, and perform at the workplace.

To put it in a nutshell, you should create a 30 60 90 day plan when applying for a job and it is quite likely you will need one when starting your new job. However, as mentioned earlier, even if the employer hasn’t asked for one, you can always create and bring along such a plan, be it a simple document or PowerPoint presentation. This is because such a move will give you clarity in your job role, will help you plan better for the job interview, and might even help you win a few extra points.

We also recommend you to read: The First 90 Days: Critical Success Strategies for New Leaders at All Levels by Michael D. Watkins to get some insight into how a 90 days plan can lead to success at the workplace. The book reflects upon leadership and career transitions. Joining a new job with a better salary and a few extra perks should not ideally be a goal. Negotiating with your new employer, moving up the career ladder, and ensuring success at the workplace requires leadership skills, your ability to bargain with your employer, team, and external stakeholders, is equally important.

How to Create a 30 60 90 Day Plan for a Job Interview?

If you have a job interview where you might require using a PowerPoint presentation to reveal your 30-60-90 day plan, you should focus on the key elements of the plan.

The key elements of a 30-60-90 day plan for a job interview entail understanding processes, people, procedures, products and competition, evaluating processes and provide an action plan for optimization and transformation within the organization.

The first 30 days entail the learning phase, where you must understand the processes, procedures, your team, product and the competition.

Process, People and Procedure

The first 30 days are to get acquainted with your new job. The objective is to understand the team, processes and procedures. Understanding how things work within the organization would be key to moving things forward. Many project managers can become disconnected from company processes and their own team, leading to bad decisions and subordinate resentment. During your job interview don’t try to show that you know everything, since everyone needs to learn about the new company before they can take meaningful steps.

Product and Competition

During the first 30 days you will also be required to understand the product or service, its key features, the clientele and how competitors might be a threat to it.

As evident from the aforementioned, the first 30 days, therefore, are all about learning the basics, followed by the next 30 days where you would move forward to the evaluation phase.

Evaluate Current Processes

The next 30 days (60 days) will include assessing current processes to understand how things work and to identify room for improvement. You might want to create a SWOT analysis to determine strengths, weaknesses, opportunities and threats. This will also help you allocate resources in the best possible manner to optimize your impact.

Evaluate Changes

Once you have evaluated processes, you now must try to evaluate grounds for bringing meaningful change. For example, you can identify cost-saving initiatives, methods for reducing waste, improving processes, lower per unit cost, etc. During this time, you would also be acquainted with the team (during the first 30 days) to determine what kind of change might be rational and what changes might lead to employee resentment and a possible backlash.

The next 30 days (90 days) would conclude 3 months, which is also usually the probation period for employees. This is the time when you need to deliver, or you might find yourself looking for a new job. If you set out with SMART goals, you should be fine during this time.

Initiate Action Plan

Based on your specific, measurable, attainable, realistic and time-bound (SMART) goals, you will require initiating your action plan. This will be a detailed plan with timelines and a scorecard to measure the success of your strategies.

Implement New Strategies and Procedures

During the last 30 days of the 30-60-90 day plan, you should start rolling out your new strategies and procedures. For example, a new process might be rolled out during this time or initiatives to cut costs and improve efficiency might be initiated.

Practical Example: How to Create a 30-60-90 Day Presentation for a Job Interview?

Now that we have discussed the basics of a 30-60-90 day plan, let’s take a look at how to create a 30-60-90 day plan example presentation to show your potential employer how you intend to add value and improve the processes, procedures, and project delivery.

There is no point jumping right into the topic. You should start with a brief introduction of the topic at hand and explain what the plan is about. This is the section of the presentation that starts with a brief explanation of the topic.

You should incorporate your goals within your presentation, starting with the learning phase or the first 30 days. You should briefly explain how you intend to learn about the processes, procedures, people and corporate culture, product or service and the competition to evaluate room for improvement. If you don’t have a lot of information regarding the organization, you can create sample goals based on hypothetical examples.

Many people can end up joining a job and thinking they have made a mistake. You need to have absolute clarity that the new job is something you are interested in, are looking to take the initiative to move forward with and can add value to the organization. Speak with clarity regarding your goals and if necessary, use hypothetical examples to give an example of what you might bring to the table.

You can also discuss strategies used by competitor organizations and even present a SWOT analysis in your presentation. Your information during this time might be limited regarding the organization, since you are unlikely to know specifics. But that’s alright, since employers expect the candidate to put in an effort in their plan and not know everything regarding the organization at the time of the job interview.

Based on the learning phase (first 30 days), you must set goals for taking initiative. As mentioned earlier, this is the evaluation phase where you would look for bringing changes to processes, procedures and perhaps team orientation to set out an outline for what might be rationally achievable. You can set SMART goals with indicators in the form of a scorecard for this purpose.

This part of your First 90 Days in a New Job presentation will focus on the change you intend to bring and the way you ensure it. You can explain how you intend to integrate your team with your organizational mission, vision, core values and bring improvement to existing processes, procedures and methods. You can also refer to a SWOT analysis to explain how your methods might be the right way forward for the organization. For example, in case the company is facing declining sales, you can incorporate a plan for improving market share, competing more effectively against competitors who pose a threat to the business and how you intend to capitalize on available opportunities (e.g. brand goodwill or making better use of existing marketing resources).

Make sure that you incorporate a timeline and scorecard in your 30-60-90-day presentation. This will allow your potential employer to assess your capability of organizing your goals and get an overview of what your plan might look like at a glance. The scorecard will enable you to show how you intend to measure success and achieve your goals. This will help give a positive impression regarding your capabilities and clear out any possible confusion that your audience might have regarding your plan.

Tips for Making Your First 90 Days in a New Job Presentation

Making a plan for your first 90 days in a new job presentation is too complicated might confuse your potential employer. One of the key aspects of making a robust 90 days plan is that it should be easy to understand. Try to keep the layout of the plan easy enough for your audience to understand and pay special emphasis on legibility. If it’s a document, use standard fonts. If you need to present your plan, do away with flashy templates and over-the-top animations and try to keep the layout easy to read and simple enough to present. And of course, avoid death by PowerPoint.

It goes without saying that the goals you set out should be SMART, i.e. specific, measurable, achievable, realistic, and time-bound. You can analyze your goals once your plan is complete to ensure that they comply with SMART goals . Since this is a 90 days plan, you should try to focus on goals that are based primarily on the first 90 days, even if you plan to discuss a few long-term goals. You can also use a template that can help you easily layout your plan in the form of PowerPoint slides. For more information, we also recommend our section of SMART goals templates .

To create a 30/60/90 plan that is well received, you should ensure that your plan is in line with the company’s vision and mission. You can do a bit of research regarding that prior to your job interview. If you are making a plan after being hired, it is even more critical to ensure you don’t make a plan that can end up colliding with the corporate culture of the organization. To ensure this, you need to better understand the vision and mission statements of the company and any other frameworks they might have in place related to them.  

While it’s unlikely that you will be able to meet the key stakeholders at the time of the job interview, when making a 90 days plan after joining a job, you can meet the key stakeholders to help refine your plan. This would include both internal and external stakeholders such as peers, senior management, line managers, vendors, partner organizations, etc.

While you might think you have a robust 30 60 90 day plan. It isn’t necessarily going to be perfect for your potential employer. You need to leave room for flexibility and adapt to potential challenges and suggested changes. Be it at a job interview or when making a plan after being hired, you need to ensure your plan isn’t rigid and can be adapted to unforeseen circumstances.

Determine How You Will Measure Success Example

To measure success, you will require adding a few KPIs (Key Performance Indicators). For example, if you are hired as a communications expert in the development sector, you will be required to elaborate upon how you can use digital technology to benefit the organization. Are you looking to overhaul the company’s social media presence? Are you looking to change the website design of the company website with a responsive UI? Do you plan to reach a specific number of targeted beneficiaries under a human development program using digital technology? Your KPIs should be in line with your SMART goals and should be realistically achievable during the laid-out timeline.

Alternatives to 30-60-90 Day Plans

There are a few alternatives to the 30-60-90 day plan. Let’s briefly take a look at a few 30-60-90 day alternatives.

Mintzberg 5Ps have been around since 1987. These 5Ps were the brainchild of Henry Mintzberg and include; Plan, Ploy, Pattern, Position and Perspective. These 5Ps serve as a roadmap for making a business strategy to make the most out of an organization’s strengths.

ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. Being an Instructional Systems Design framework, the ADDIE model is used by instructional designers and training developers for developing courses.

Source: ADDIE Model PowerPoint template by SlideModel

The GROW Model is used by executive coaches. The model is meant for setting goals and problem-solving . The model can be understood simply by its name, which stands for Goal, Reality, Obstacles, Options and Way Forward.

Even if you are not asked to bring a 30-60-90 day plan, it might not be a bad idea to bring along one to improve your chances of scoring a job. A 30-60-90 day plan is essentially meant to assess the capabilities of a potential employee and what change he/she might bring to an organization. When making such a plan for a job interview, you should gather as much information regarding the organization as possible. You should also look into competitors, weaknesses in procedures, financial outlook of the organization, etc. This information is usually available on the organization’s website, via news articles and from companies dealing with trends related to the industry.

Your 30-60-90 day plan needs to be rational, with SMART goals and measurable success. You should not jump to conclusions but rather focus on rational approaches which might be implemented should you get the job. You should also account for aspects like a rigid corporate culture, possible non-cooperation of coworkers and procedures which might make it hard to implement your goals. In such a case you can mention pre-conditions for your 30-60-90 day plan to be successful. This is because many such plans can fail due to the bad working environment prevalent in particularly large organizations, where petty politics and slow procedures can be the bane of newly hired employees looking to implement strategies which might otherwise look rational.

If you are looking to create a professional plan for your new job interview, check out our 30 60 90 Day Plan Templates .

1. Free 30 60 90 Day Plan PowerPoint Template

Free 30 60 90 Day Plan PowerPoint Template is a 3-slide presentation for planning presentations. You can utilize slides of 30, 60, and 90 days planning to visualize goals and set realistic deadlines. Together, you can present a strategy for success in the first 90 days on job or a new project.

Use This Template

2. 30-60-90 Days Plan PowerPoint Template

This is our most popular 30 60 90 Day Plan Template for PowerPoint, the most recognized by jobseekers and expected by employers. This is a powerful tool in the final stages of a job interview process.

3. Simple 30 60 90 Day PowerPoint Template

The Simple 30-60-90 Day Plan Template for PowerPoint is an infographic layout of business and management concepts. This tool helps recruitment officers to analyze candidate’s interpersonal skills, clear understanding of job descriptions, and passion for work.

4. 100-Day Plan PowerPoint Template

The 100-Day Plan Template is a timeline and planning presentation. This template includes 5 slides of colorful diagram design. This template also includes a Gantt chart format of time scheduling for management plans.

5. 30-60-90 Day Planning Template for PowerPoint

The 30-60-90 Day Planning Template for PowerPoint is a strategy and planning concept presentation. The timeline of days is represented by a blue ruler shape containing entries of days instead of centimeters. The circular shapes give an effect of a magnifying glass on 30 – 60 – 90 day milestones.

6. 30-60-90-120 Day Plan Slides for PowerPoint

The 30-60-90-120 Day Plan Slides for PowerPoint is a tabular layout to present an action plan in any managerial capacity. It is a one-step further to 30-60-90 day plan to map project goals and deliverables within four milestones, including the 120 day plan option.

7. 30-60-90 Day Plan Slides for PowerPoint

The 30-60-90 Day Plan Slides for PowerPoint is a business planning template to map out main goals. In terms of 30, 60, and 90 days, you can highlight the deliverable of a project, operation, or job. Business owners, startups, and entrepreneurs use a 30-60-90 day roadmap template to highlight the company’s course of action.

8. 90 Day Plan Template Slides for PowerPoint

The 90 Day Plan Template Slides for PowerPoint illustrate a line gauge of tens. It is a timeline & planning PowerPoint template for all types of industry strategies. The concept can be applied to projects for organizing and prioritizing processes.

9. 90-Day Plan PowerPoint Template

The 90-Day Plan PowerPoint Template is a planning presentation tool used by business professionals. This template lets users personalize their 30-60-90 days plan of success for executive meetings. New managers and leaders use the 90-day plan template to showcase their first 30, 60, 90 days plan on a new job.

10. 30-60-90 Day Planning PowerPoint Template

This 30 60 90 day plan template is a clear example of how to generate a planning in three simple steps. This template is 100% editable, allowing the user to customize the content and visual appearance.

11. 30 60 90 Days Plan Timeline Template

The 30 60 90 Days Plan Timeline Template is a very useful template for project management. It will allow you to present your 30 60 90 day plan with a weekly planning of each task and a specific Gantt chart generating a clear roadmap.

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30-60-90, Interview, Job Interview, Planning, Strategy Filed under Business

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Interview tips: building a 90-day presentation that’ll get you noticed

Like a number of us, I was affected by the impacts of the coronavirus. But not unlike you, I know this is not the time to panic but an opportunity to refine my interview skills, polish up my resume and continue to push forward in hopes of securing my next role.

When going through the interview process, you will likely have to present on several topics that might include presenting:

• Your GTM plan and strategy
• Your first 90-day plan
• An effective content strategy
• On how to put together a successful win/loss program.

For this article, I will focus on what I believe equates to a successful 90-day plan .  Before you get to this point in the interview process, you have likely had several interviews where you gained a better understanding of the role within the company, the opportunity, or challenges that lay ahead and have a better understanding as to where you would focus your time if given the opportunity.

This is where the hard work begins.

This is where you can demonstrate how you would approach your first 90-days in the role.

Think about how you would organize your thoughts and make a strong case for your employment.

You are not only evaluated on your ability to put together a comprehensive and articulate 90-day plan. Your delivery, execution, and overall presentation skills will put under a microscope as well.

The presentation will likely be 15-20 minutes in length. Be prepared to answer questions and be specific in your response. This will show you have prepared and put in the effort to demonstrate exactly how you will react in certain situations.  

Remember, everything you do is being evaluated and critiqued. Make sure you make eye contact through the presentation. Prepare your talk track. You don't want to appear as though you are reading from a script.

The first thing I recommend is to create your presentation outline. My recommendation is seven core slides.

Now let's dive a litter deeper.  

Within slides three through five above , this is where you can set yourself apart from the competition .  Be very specific as to what you will be doing. Again, this detail will prove that you understand the role, the company and that you gleaned enough detail from the interview process to highlight items specifically mentioned as gaps, needs, and critical responsibilities .  

For each of the "phases" listed above, break down the slide into four categories: Learning, Personal, Initiative, and Performance goals.  Under each category, you will need to demonstrate you understand the position and vital responsibilities required of the role. Remember, your goals will look much different in the "Education" phase than in the "Execution" phase.

Upfront, you will have more learning goals than performance goals.  As you progress through your first 90 days, your initiative and performance goals will become more extensive, and your learning goals less prominent.

To summarize, the purpose of this activity from the employers' standpoint is to:

• Evaluate your knowledge of the role
• Evaluate your presentation and delivery skills
• Narrow down the candidate pool from roughly three candidates to the person who will receive the offer.

Creating a 90-day presentation that will land you that job offer is not easy; it takes time and should demonstrate why you are THE person for the role. Keep this in mind, and you will ROCK this exercise.

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Top 10 90-Day Plan Templates for New Jobs with Examples and Samples

Deepika Dhaka

Are you starting a new job or taking on a new project and feeling overwhelmed by the enormity of the task ahead? According to research by Leadership IQ, over 46% of newly hired employees fail within the first 18 months, often due to a lack of clarity and direction. This is where a 90-day plan can make all the difference. 

A 90-day plan is a strategic roadmap that outlines your goals, priorities, and actions for the first three months in a new role or project. By having a clear plan in place, you'll be able to hit the ground running, make a positive impact, and avoid becoming a part of that harrowing statistic. 

For instance, imagine starting a new role as a Sales Manager. With a 90-day plan, you can set specific targets, prioritize your sales pipeline, and identify areas where you can add value to the team. This helps you succeed in the short term and sets the foundation for long-term success in your career.

10 Best 90-Day Templates for Employees and Hiring Managers

If you are seeking to craft a 90-day plan but struggling to figure out where to commence, explore this blog offering a plethora of popular templates that are currently assisting millions worldwide. These templates are meticulously designed to offer a lucid and user-friendly framework, complete with sections outlining your goals, identifying key stakeholders, and creating 90-day action plans.

The 100% customizable nature of the templates provides you with the desired flexibility to edit your presentations. The content-ready slides give you the much-needed structure. 

Let’s explore these helpful resources!

Template 1: 90-Day Marketing Plan

Companies that regularly create and implement marketing plans are more likely to see a positive return on investment (ROI) than those that do not. If you're ready to boost your marketing game and drive real results, this PowerPoint Presentation is all you need. It guides you through creating the most effective 90-day plans for the online platform, social media engagement, and outreach. It includes different visual layouts to create a foolproof plan that is easy to communicate. Grab it now! 

Download this presentation

Template 2: 90-Day Executive Plan

Are you an ambitious leader seeking to enhance your performance and achieve exceptional results? Look no further than our 90-Day Executive Plan PPT Set. This comprehensive resource covers all the essential elements, including effective strategies, optimization techniques, and actionable steps for implementing a valuable 90-day plan. Tailored for various job roles, such as marketing, human resources, and project management, this PPT Deck features visually appealing layouts for easy comprehension. Download today!

Template 3: 90-Day Marketing Plan PPT Slide

This PowerPoint Slide can assist you in defining your 30-60-90-day plans in a clear and structured graphic, ensuring that your project goals are in line with the company's overall objectives. The design is both simple and professional, providing enough space to list your tasks and sub-tasks effectively. By downloading this resource, you can enhance your motivation and confidence to excel in your new role. Take the next step and use this helpful tool to align your goals with your company's vision.

Download this template

Template 4: 30-60-90-Days Plan for Sales Improvement

This 30-60-90-day plan for sales improvement can help you achieve your goals by providing a structured approach to your sales strategy. It outlines key priorities for each phase, along with the corresponding key actions you need to take. By breaking down your sales goals into manageable chunks, you can focus on making measurable progress toward your targets. With this plan, you can ensure that you are maximizing your resources, identifying new opportunities, and building strong relationships with your customers. Download now!

Template 5: 30-60-90-Day Plan Template

Demonstrate your key actions for a new job with this 30-60-90-day plan and showcase your current value and future potential. With this consolidated and easy-to-use template, you can effectively communicate your plan of action to your team, manager, or potential employer. It's the perfect tool to highlight your organizational skills, strategic thinking, and commitment to your new position. Download now and watch as you exceed expectations and achieve your goals!

Template 6: Scalability Business Model with 30-60-90-Day Plan

Introducing our revolutionary PPT Deck - the ultimate solution for entrepreneurs and business leaders who want to take their ventures to the next level! With our comprehensive 30-60-90-day plan, you'll learn how to optimize your business model for scalability and sustainable growth. It covers essential steps such as setting a baseline, defining an action plan, and then building scalable programs. This PPT Deck is perfect for businesses of all sizes, from startups to established enterprises. Get it today!

Template 7: 30-60-90-Day Plan with Columns and Rows

If you need a simple and effective way to define your activities for the initial phase of your new position, explore this 30-60-90-day plan template created by our expert designers. Featuring rows and columns that allow you to outline your objectives, tasks, and deadlines, this template is the perfect solution for anyone looking to improve their productivity in an organized manner. Plus, with its intuitive design and easy-to-use format, you'll be able to start using it right away. Download now!

Template 8: 30-60-90-Day Plan for Quality Assurance

This 30-60-90-day plan for quality assurance is built around the principle of continuous improvement, which means that it is designed to be adaptable and flexible so that you can adjust your approach as you gather more data and insights into your quality assurance processes. By consistently monitoring your progress and making adjustments as needed, you'll be able to stay on track and achieve your quality goals within time. Download now!

Template 9: 90-Day Plan for HR

This comprehensive PPT Template includes detailed steps and strategies for optimizing your HR processes, such as streamlining recruitment, improving employee engagement, and enhancing communication. With this template, you'll be able to easily collaborate and delegate tasks, ensuring that everyone is on the same page and working towards the same goals. Try it today to build a dedicated workforce!

Template 10: Organization 30-60-90-Day Sales Plan

Showcase your potential as a sales expert with a 90-day plan PowerPoint slide that provides distinct segments for the initial 30, 60, and 90 days of your job duties. Utilize this platform to establish your strategies and essential objectives for delivering projects. This is an excellent opportunity to demonstrate your ability to prioritize tasks and produce tangible results. Get it now!

1, 2, 3 Months

A well-crafted 90-day plan can help individuals and organizations achieve their goals and set them on a path to success. Whether it's personal growth, career development, or business expansion, a clear roadmap and actionable steps can make a significant difference. As Antoine de Saint-Exupéry said, "A goal without a plan is just a wish." Therefore, it's essential to have a plan and work toward it diligently. With a 90-day plan, one can take small steps that lead to significant achievements for reaching the desired destination.

Now that you know why the 90-day plan is crucial, it's time to download these templates to get started. Download them once and use them forever!

P.S . If you are looking for Master Action Plan Templates, here’s a handy guide with popular samples and examples.

FAQs on the 90-Day Plan

How to write a 30-60 90-day plan.

To write a 30-60-90-day plan, you should start by researching the company and the role you are applying for. Identify the key responsibilities and objectives, and break them down into specific tasks for each 30-day segment. Define measurable goals and targets for each stage, and align them with the organization's overall strategy. Be sure to include any relevant training or development activities that you plan to undertake during this period.

What should be included in a 90-day plan?

A 90-day plan should include specific goals and objectives for the first three months on the job. It should outline the key responsibilities and tasks, along with the expected outcomes and deliverables. This plan should also include any training or development activities that will support your success in the role. It should be aligned with the organization's strategy and demonstrate your understanding of the company's goals and priorities.

What is the goal of a 90-day plan?

The goal of a 90-day plan is to establish a clear roadmap for success in a new role. It provides a framework for prioritizing tasks and achieving measurable results while aligning with the organization's overall strategy. A well-crafted 90-day plan demonstrates your understanding of the company's priorities, your ability to prioritize tasks, and your commitment to delivering results.

How do I make a 3-month work plan?

To make a three-month work plan, start by identifying the key responsibilities and tasks required to achieve your objectives. Break these tasks down into specific actions and prioritize them based on their importance and urgency. Assign specific deadlines to each task and define measurable goals and outcomes. Be sure to align your plan with the organization's overall strategy and identify any resources or support you may need to succeed. Review and adjust your plan regularly to ensure you are on track to achieving your goals.

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The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

When you’re starting a new job, sometimes deciding whether to pack a lunch the first day is a struggle—forget about planning out the next few months. So if you’ve been asked to make a 30-60-90 day plan for your new job—or even earlier during the interview process—you might have a few questions like What? And How? And Do I really need a job or can I live off the grid in a cozy little cave?

But we promise, making a 30-60-90 day plan is possible and it can help you set yourself up for success at your new gig. We’ve got detailed instructions on when and how to make a 30-60-90 day plan, plus a template to guide you and an example to inspire you.

What is a 30-60-90 day plan?

A 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It lists your high-level priorities and actionable goals, as well as the metrics you’ll use to measure success in those first three months. Done well, it will help you make a positive first impression on your new employer—or the hiring manager you hope will be your future boss.

Download The Muse’s 30-60-90 day plan template here .

When to make a 30-60-90 day plan

Many 30-60-90 day plans follow a similar structure, but the level of detail may vary depending on your situation. There are two main times when you might make one: preparing for an interview or starting a new job.

Note: If you’re a manager who wants to make an onboarding plan to help your new hires hit the ground running (without constantly having to ask you what they should do next), you should consider using our self-onboarding tool , a template for outlining your month-one goals for a new hire, as well as creating a week-by-week plan with a thorough list of meetings, readings, and tasks they should tackle in their first month on the job.

For an interview

If you’ve made it to a late-stage job interview, you may be asked something along the lines of, “What would your first 30, 60, or 90 days look like in this role?” It’s a good idea to prepare to answer this regardless of what level role you’re interviewing for, but it’s more common for higher-level positions.

With interview questions  like this, the hiring manager is likely trying to understand your thought process going into the job more than anything. They want to know: Do you understand the role and what it would require of you? Can you get up to speed quickly and start contributing early on? Do your ideas show that you’re the right candidate to fill this particular position?

Even if you’re not explicitly asked this interview question, coming prepared with a plan can help you wow the hiring manager and stand out among other applicants. “Employers are looking for people who are agile and proactive,” says leadership consultant Michael Watkins, author of The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter . “By talking about how you would approach your first 90 days, you demonstrate agility and proactiveness.”

In other cases—more commonly for higher-level management or executive roles—you may be asked to do an interview presentation . Creating a 30-60-90 day plan to present is a great way to show the hiring manager that you understand the challenges a company or department is facing and you have a clear plan for tackling them.

Be sure to include a few specific ideas in your interview presentation—depending on the role you’re interviewing for, that could be suggestions for ways to cut costs, increase sales, or improve customer satisfaction. You want to convey: “I’ve got five good ideas, and when you hire me, I’ve got 50 more,” says career coach Eliot Kaplan , who spent 18 years as Vice President of Talent Acquisition at Hearst Magazines.

For a new job

If you’re starting a new job, your new manager may explicitly ask for a 30-60-90 day plan in writing, or you may want to create one for yourself to help ease the transition to your new role. In either case, the goal is to set yourself up to hit the ground running—and to be sure you’re running in the right direction.

“If you come in without a game plan and try to tackle everything, you’re going to get nothing done,” Kaplan says. “Come up with a couple things you can accomplish successfully.”

If you’ve already started the position, you’ll have access to internal resources and your new coworkers, which will make it easier to create a detailed, realistic plan. If there are things you’re unsure about—like goals, expectations, or typical benchmarks—ask! You’ll likely impress your new colleagues with how proactive you are, but more importantly, you’ll gather the information you need to be successful.

Elements of a 30-60-90 day plan

Before you’re ready to get down to the details of your 30-60-90 plan, you’ll want to think about the high-level elements it needs to include. As the name suggests, you want to think of your plan in three 30 day phases that translate to your first 30, 60, and 90 days on the job. For each phase, you’ll need to:

• Determine a specific focus
• Set your top priorities
• Make concrete goals that support those priorities
• Determine how you’ll measure success

Here’s how to fill in the major parts of your plan for each of the first three months: 

Your specific monthly focus might change based on your role and the company, but typically, the broad focus of each 30-day period will look similar:

• The first month (days 1-30) of a new job is about learning.
• The second month (days 31-60) is about planning and beginning to contribute
• The third month (days 61-90) is about execution and—when applicable—initiating changes to the status quo.

Within those broad monthly buckets, outline your high-level priorities for each phase. For instance, your priorities for different phases could include learning internal processes, performing your role independently, or proposing solutions to a problem facing the company. Your priorities should be more specific than your focuses, but broader than individual goals.

Setting goals is all about making a plan for how you’ll achieve your overarching priorities. For each phase, set goals that ladder up to your stated focus and priorities. (See our example 30-60-90 day plan below for inspiration.) If it’s helpful, break your goals into categories like learning, performance, and personal goals.

• Learning goals: To set these, ask, “What knowledge and skills do I need to be successful? How can I best absorb and acquire that information and those abilities?”
• Performance goals: These are concrete things you want to accomplish or complete as part of your new role. To set these, ask yourself, “What progress do I hope to make within the first 30/60/90 days?”
• Personal goals: These goals are more about getting to know the people you’ll be working with and finding your place within your new company or team. To set these, ask, “Who are the key people I need and want to build relationships with? How can I establish and foster those relationships, so that I’m seen as trustworthy and credible?”

For each goal, determine at least one metric you’ll use to track your progress. Ask yourself, “What does success look like and how will I measure it?” Not sure how to do that? Keep reading!

6 tips for writing a 30-60-90 day plan

So how do you figure out your focus, priorities, goals, and metrics for a brand new role? You’ll need to gain a deeper understanding of the challenges that the company or department is trying to solve and reflect on how you can make a positive impact within the first 90 days. Here are six tips to make that easier:

1. Think big picture .

Before you start writing out specific goals and metrics, reflect on your overall priorities. “Start with what’s important to you and work out from there,” says Muse career coach Yolanda Owens . “What are the things you’re going to need to know in order to be successful? Use [those] as your compass.” Identify why they hired (or are looking to hire) you, and set priorities that deliver on that purpose. For mid- and high-level roles, you’re likely being brought in to solve a specific problem or lead a particular project. For more junior roles, your priority can be getting up to speed on the basics of your role and how the company works.

2. Ask questions .

Whether you’re new to a company or still in the interview stage, asking questions is crucial. In order to set realistic goals and metrics that ladder up to your high-level priorities, you’ll need a baseline understanding of the status quo. Ask things that start with, “What’s the average…” or “What’s typical for…”

You can ask your new coworkers these questions or use early stage interviews to ask questions that could help you make a 30-60-90 day plan later on. Muse career coach Tamara Williams  suggests asking up front, “What can I tackle in the first 90 days that will allow me to hit the ground running as well as make a significant impact in the organization?”

3. Meet with key stakeholders.

Establishing healthy working relationships is key to success in any role. If you’ve already started the job, set up meetings with the following people within the first 30 days:

• Your manager
• Other coworkers on your team with whom you’ll work closely
• Other colleagues who are in your role or a similar one
• Any cross-functional partners (on other teams) you’ll work with regularly
• Any external partners (outside of the company) you’ll work with regularly
• Your new direct reports (if you’re a manager)

In each meeting, learn about your coworkers’ roles within the company—and also get to know them as people. Ask lots of questions about the company culture, internal processes, reporting structures, team and company challenges, and other questions that come up as you’re learning the ropes. It’s important to have these conversations before you make plans to change the way things are currently run.

“Too many times, [people] come into the role and say, ‘At my last company, we did it this way,’” Williams says. “That turns people off. You need to be a student before you become a teacher.”

4. Set SMART goals .

Once you’re clear on your high-level priorities, set specific goals that ladder up to your priorities for the 30-, 60-, and 90-day phases. These goals should be SMART: specific, measurable, attainable, realistic, and time-bound.

For example, instead of “Understand our SEO,” a SMART goal would be, “Within the first 30 days, identify our top 10 target keywords and assess how we’re currently ranking for them.”

5. Determine how you’ll measure success.

This will likely be different for each of your goals. Metrics are often quantifiable (revenue, pageviews, etc.), but some goals might have more qualitative metrics, like positive customer feedback. However, try to make even qualitative metrics measurable—for instance, the number of five-star reviews you receive.

6. Be flexible.

Don’t worry if you don’t end up following the plan precisely. Every job is different, so tailor your plan based on what you know about the role and organization, but accept that it will likely change. Ask for feedback throughout your first 90 days (and throughout your tenure at the company). If you have to course-correct as you go, that’s totally fine.

If you’re a team lead or executive, consider adding, “Conduct a SWOT analysis of my project, team, the department or the company as a whole,” to your plan during month two or three. SWOT simply stands for strengths, weaknesses, opportunities, and threats. Once you complete this exercise it might help you adjust the rest of your plan as well as set longer-term goals and strategies.

Also, don’t stress about the length of your written plan—it’s the quality that counts, Kaplan says. “I've gotten [90-day plans] that were two pages long and were perfect, and ones that were 40 pages long and were useless.”

30-60-90 day plan template

If all that feels a bit overwhelming, or you’d just like some more guidance, check out our (free) downloadable 30-60-90 day plan template .

Not a fan of our formatting? (Or just need the words and nothing else?) Copy and paste the text below for each month of your plan.

My 30-60-90 Day Plan

Prepared by: [Your name] Prepared for (optional): [Hiring manager or manager’s name, Company Name] Date: [MM/DD/YYYY]

Days [1–30/31–60/61–90]

Focus: [Your focus for your first month]

Priorities: [Your priorities for your first month]

Learning Goals

• [Your first goal.] ( Metric:  [How you’ll measure your first goal])
• [Your second goal.] ( Metric: [How you’ll measure your second goal]
• [Your third goal.] ( Metric: [How you’ll measure your third goal])

Performance Goals

• [Your first goal.] ( Metric: [How you’ll measure your first goal])

Personal Goals

30-60-90 day plan example

Use our 30-60-90 day plan template to start creating your own plan. If you’re stuck on how to fill it in, this example can provide some inspiration.

Focus: Learning

Priorities: Get up to speed on my role, team, and the company as a whole. Understand the expectations my manager has for me, learn how the internal processes and procedures currently work, and start to explore some of the challenges facing the company and my role.

Learning goals:

• Read all of the relevant internal materials available to me on the company wiki or drive and ask my manager for recommendations of articles, reports, and studies I should review. ( Metric: Reading completed)
• Get access to the accounts (email, task management software, customer relationship management platform, etc.) I’ll need to do my job. Spend time familiarizing myself with each of them. ( Metric: Task completed)
• Listen to five recorded sales calls by seasoned teammates. ( Metric: Five sales calls listened to)
• Meet with someone on the account management team to learn about what new clients can expect from the onboarding process. ( Metric: Task completed).

Performance goals:

• Make my first sales calls to key clients and prospects. ( Metric: Three sales calls completed)
• Ask my manager for feedback on my output and performance. Document the feedback so I can incorporate it in my future performance. ( Metric: Task completed)

Personal goals:

• Meet with my manager and as many other new coworkers as possible. Introduce myself and learn about their roles within the organization. ( Metric: Five meetings held)
• Set up recurring meetings with everyone I’ll need to work with on a regular basis—including cross-functional and external partners. ( Metric: Regular meetings set and attended)

Focus: Contributing.

Priorities: Perform my role at full capacity, with a decreased need for guidance. Start to explore how I can make a unique impact within my role and the company.

• Complete an online training course to learn how to better use our customer relationship management platform. ( Metric: One course completed)
• Shadow a seasoned member of the team, listen in on at least three of their sales calls, and document what I learn from observing their approach. ( Metric: Task completed)
• Make five sales calls a week to key clients and prospects. ( Metric: 20 calls completed)
• Ask a seasoned member of the team to observe at least one of my sales calls and give me feedback about how I can improve. ( Metric: Task completed)
• Listen to at least four of my own recorded calls and note self-feedback ( Metric: Four calls listened to)
• Ask for feedback from my manager and coworkers, and document the feedback so I can incorporate it in the future. ( Metric: TBD)
• Schedule coffee or lunch with someone from the company I haven’t gotten to know yet. ( Metric: Task completed)

Focus: Taking initiative.

Priorities: Start assuming more autonomy and finding small ways to practice leadership skills. Start to explore goals for the rest of the year.

• Identify and sign up for a conference, webinar, or online course that will aid in my professional development. ( Metric: One conference, course, or webinar signed up for)
• Analyze my performance so far and establish key metrics I care about (sales, leads, revenue, etc.). Implement a test to try to improve that metric. ( Metric: Task completed)
• Perform my core responsibilities at a higher level based on the metrics I outlined. (Close more sales, increase revenue, etc.) ( Metric: TBD)
• Develop an idea for a new project or initiative I can spearhead, and pitch it to my manager. ( Metric: Task completed)
• Complete the project or initiative I outlined and get feedback from key stakeholders. ( Metric: Project/initiative completed and feedback received from three key stakeholders)
• Get involved extracurricularly within the company by signing up for the corporate volunteer day or a company-sponsored club or sports team. ( Metric: Task completed.)

With our 30-60-90 day template, examples, and guidelines, you’re well-equipped to land the job you’re after or tackle your first 90 days in your new role. Happy planning!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.

3 Techniques to Create a 30-60-90 Day Presentation for a Job Interview

Employers always look for outstanding applicants in a job interview. They only want the best among the rest. Thus, applicants go through a series of screenings to get their desired role. But as an applicant, how can you stand out from the rest?

Coming in fully prepared for the interview is common advice. Being confident during the interview is another piece of advice. But what can set you apart is by making a 30-60-90 day presentation during your job interview planning .

What is a 30-60-90 Day Presentation?

A 30-60-90 day presentation shows what an applicant can do for the company. But that’s not all there is to it. It should include the priorities and goals of the applicant for the first 90 days after being onboarded . 

This is usually common when applying for a higher position in the company. So if you are applying as a manager, director, or something even higher, you are expected to present a 30-60-90 day presentation.

As an applicant, having a 30-60-90 day presentation can say a lot about yourself. It may not be easy to create one, but it will show that you are ready to take on the job. It can also show how serious you are that you are willing to go above and beyond to prove it.

A 30-60-90 day presentation will also enable employers to get a sense of an applicant’s expertise. By knowing their expertise, employers can easily identify if an applicant is perfect for the job. It also helps them identify if an applicant stands out from the rest. 

Are you excited to slay your next interview? Let’s find out the tips on creating a 30-60-90 day presentation for your next job interview!

Tips on Creating a 30-60-90 Day Presentation

There are many techniques that an applicant, such as yourself, can learn. Here are 4 tips on creating your outstanding 30-60-90 day presentation:

1. Identify the key factors

Before you create a 30-60-90 day presentation, you should think of the key factors involved in it. Below are the key factors:

• The company and its people
• The processes or procedures
• The products or services they offer
• The competitors

You should familiarize yourself with these key factors first. Once you grasp that your 30-60-90 day presentation will revolve around these key factors, it will be easier to create a plan. 

Remember, your plan should include how you will learn, understand, evaluate, and make the necessary action plans for them.

2. Conduct extensive research

After identifying the key factors, it is time to conduct your research. Find out what you can about the key factors. The company, the existing processes, the products or services, and the competitors. This also includes the mission and vision of the company. This can be done by checking the company’s website or social media pages.

Aside from that, you should also understand the role you are applying to. Do not just read the job description. But instead, ask people who may have familiarity with the role itself. You may be surprised that some of your friends or colleagues can help direct you to the right people. It’s all about your connection!

Remember that the more information that you get, the better it is for you. Even just knowing the name of the product or service that the company is using is going to be helpful. You may not know everything, but your employer will appreciate that you made an effort to know them more. That gives you an A for your effort!

3. Make a comprehensive plan

Now that you have conducted your research, it is time to make a plan. You should breakdown your plan into three. These are the 30-day, the 60-day, and the 90-day plan. Here is how you can create each plan:

The 30-day plan

To start, the first 30 days should emphasize your SMART goals . Your goals should be patterned using SMART goals . SMART is an acronym for Specific , Measurable , Attainable , Realistic , and Timely . These goals should be focused on the key factors you have previously identified. Again, this is the company, the existing processes, the products or services, and the competitors.

As this is also the training phase, you should also add the methods on how you can learn more about the company. Get familiar with the processes and your team, try out the products or services, and find out more about their competitors. 

But this will be difficult to do if you don’t have enough information about the company. If that is the case, you can just give smart and hypothetical examples. 

The 60-day plan

Then, the next 30 days should be the evaluation phase. You can use the SWOT analysis to present this properly. SWOT means Strengths , Weaknesses , Opportunities , and Threats . 

During this time, you should identify the company’s strengths and weaknesses, as well as broader opportunities and threats. Once you have completed this, you should be able to improve the company’s business strategies and optimize existing processes.

The 90-day plan

Finally, the last 30 days should be the execution. You should be able to present how you plan to implement what you have learned and evaluated about the company. Show strategies that can and will work for them. Revise processes that are not beneficial. 

Create new standards for delivering better products and services. Then make sure to add a timeline for each action plan that you have. You can also make use of a scorecard to track the success of your strategies.

Voila! You have learned the techniques to create a 30-60-90 day presentation. Now, it is time to create one. Remember, to create a great presentation, you should identify the key factors, conduct extensive research, and make a comprehensive plan. Then use SMART goals for creating your goals, and SWOT analysis for evaluating the company. But most importantly, dress professionally, be confident during your presentation, and always smile!

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First 90 Days in a New Job

The first 90 days in a new job is a crucial period on two levels. Firstly to pass your probationary period and secondly to formulate your reputation within the business. This means that first impressions matter! Most people that you will interact with would’ve already made up their mind of what to think of you in the first 12 weeks. Therefore, it’s important to get off on a firm foot and create the right brand for you. In this blog I’m going to provide you with 7 key tips when starting a new job so that you can successfully navigate your first 90 days.

1) Observe your office environment

This is vital in the first 90 days of your new job.  Rather than jumping in and making your presence felt, in my opinion it’s better to work your way in slowly.  You want to make your presence felt in the right way and by observing your environment you can gauge a temperature check on the business culture understand the office hierarchies , who are influential individuals are and what are the office politics. Observe to identify who are potential allies, those who sit in the middle and those that are going to be obstacles for you.

How this looks in the practical sense is that when you go to a meeting you say less and be present in the moment. Observe people’s body language and how they’re acting with one another. Who is dominant,  who are submissive who’s behaviour changes in different people in the room. Who makes a lot of noise,  who are the ones that complain a lot and also, those individuals that quietly go about their business. This is all fantastic data for you from which you can strategise  your approach  to working with people,  having certain conversations and those to keep at arm’s length.

Just to let you know we’re not just interview coaching experts, but we also provide extensive career support. So if you are needing some support to guide you through the first months of your new job drop us a message and we’ll be happy to help. 

2) Connect with Co-workers and Listen 

That’s part self orientation in your first 90 days of your new role you’re going to interact and engage with many co-workers within the business. You’ll do this as part of your day-to-day job role where you’re attending meetings. However, it’s more important in my opinion to actually be proactive and connect with them. There’s two important reasons for this, firstly, anyone that you might reach out to, will actually appreciates that you have been mindful of them, and therefore there’s a natural appreciation for your gesture. Secondly,  through having this engagement,  the interaction will allow you to learn more about their business area,  as well as their motivators, drivers, their personality and quirks.  

Here the key is that you have to listen,  you ask the questions and show  curiosity because the more they speak the more information you’re able to gather. Including their business area, as well as the relationships they have within the wider organisation. In some instances you might find that some colleagues aren’t talking and that you’re having to do most of the speaking.  Don’t see this as a negative, their in-action itself indicates that they are cautious and possibly suspicious of why you’ve reached out to them and want to speak to them.  Which would mean either that you need to spend more time to get them to open up or if they’re suspicious,  try to understand why they feel this way.

Further, it might be worth tagging this individual as someone to be careful around in terms of how you behave and what you say, at least until you become more settled into the role.

3) Understand your line manager 

Probably the most important person that will have a direct impact in your day-to-day job will be your direct line manager. Most of the time your line manager will be your biggest supporter; they’re the ones that hired you and this is a crucial relationship. Getting off on the right foot and the first 90 days is of great importance here. The majority of the time this should be very straightforward since you’ve previously met them through the job interview process. However, understanding  key aspects of your line manager’s personality can help you ensure that you’re able to adapt your actions and engagements with them to get the most out of the relationship. So, what area should you be assessing?  I have listed five key areas that you should consider.

• Their Motivators – What is the most important thing in their job? I.e. their reputation, delivering on promises.
• Which actions will get you the most praise – for example. Rather than presenting the information in a spreadsheet you spend a further 10 minutes creating some tables and putting it to a PPT and emailing it to them as a PDF.
• What are their dislikes – this is self explanatory
• How do they behave with their subordinates in contrast to their line managers and seniors.
• What could be their insecurities – If they have an insecurity that you’ve identified, such as delivering engaging presentations, you may want to avoid delivering a way better presentation before or after than, particularly when more senior colleagues are present. There is no worse situation when your boss is jealous of you. 

4) Do your job well and make your work visible 

This is of course a given. Whether it’s in the first 90 days of your new job or two years into a role you should always aim to do your job to the highest standards, because that’s what you’re paid to do.  However, alongside doing your job well, is to make your work visible! This means, making sure that your line manager and your colleagues are aware of the work that you’re doing. Including the creating awareness about the amount of effort that you have putting in to a particular piece of work. You have to be your own biggest cheerleader no one else is going to do it for you!

So how do you practically do this,  firstly when you’re speaking with colleagues whether it’s to small talk you make sure that you highlight some of the work that you’ve done.  Don’t underplay your achievements and the work that you’ve done so far.  This is not the place or time to be modest, Because they don’t have a benchmark or what you’re capable of. Therefore it might be perceived as lacking confidence or that you are not working as hard as you should be.

5) Look for quick wins

One of the  fastest ways  to get into the good books of your colleagues and Line Management is to do certain tasks and actions that get them on board quickly. This means looking for quick wins. So what does a quick win look like? Well let’s firstly define what a quick win isn’t, a quick win isn’t doing something for a co-worker that isn’t part of your job remit. This is something that’s extremely dangerous because it’s likely that they will come back to you in the future for you to help them or support them from that same task.  Now, as you haven’t created the appropriate boundaries this could lead to you having excess workload and more stress.  

The keyword here is collaboration, looking not only for the quick wins if possible but also  converting that action into a win-win. Where both parties mutually benefit. It could be as simple as grabbing a coffee with a co-worker and then offering to pay. 

6) Do your very own SWOT Analysis

One of the big advantages that you have  in the first 90 days of joining an organisation is that you have a sense of perspective. You are not engrossed in the company politics, the company culture or  built any particular relationships and therefore can proceed with far more objectivity.  It’s important to take advantage of this opportunity to help you better understand the organisation and make an impact within the first 90 days. By doing a SWOT analysis looking at the strengths, weaknesses, opportunities and threats related to yourself and in relation to the organisation. This will give you clarity in terms of what steps you need to be taking. 

Also, as you become more accustomed to the company politics and ingrain yourself into the company culture you still are able to stay connected to the objective perceptions that you gained from your SWOT analysis. This is key, to ensure that you stay on course with your original objectives when joining the company and optimally navigate through your job role. 

7) Have a Monthly (30 day)  Strategy

Since we’re trying to get through your first 90 days which essentially coincides with your probationary period it’s important to break up those 90 days into segments and think about how you are going to increase your presence and your impact within the business over that period of time. This will ensure that you organically grow within the business and hopefully within the first 90 days become indispensable.

Below are some of my tips are things to take into account and to consider for the first 30 days,  up to day 60 and then up to 90 days.

First 30 days of a new job

This is where my earlier advice of observing and listening is going to be crucial.  Now importantly this does not mean that you do not show  enthusiasm or energy. Still be yourself and be excited about the new role. However take notes of your observations and through listening to those conversations and get a full picture of the political, cultural, team dynamic and expectations within you within the business.

Day 31 to 60 of you new job

Start prioritising which activities and actions are visible so that others can also see that you are already contributing positively to the business. Of course, this doesn’t mean you overlook the less glamorous parts of your job. However, as you grew into the job it’s important to ensure that you’re to have a certain degree of control of your colleagues and your boss are perceive you.  

Day 61 to 90 of your new job

By this point you would have already settled into your role, show casing your skills and have an understanding of the company dynamic. This of course all therefore results in you gaining a positive reputation within the organisation. Now, is the perfect time to start the process of making a strategic impact! When you took the job there was an element and an expectation that you were to bring improvements and deliver change. You can  now really begin that process!  Start off by focusing on the quick wins and collaboration. This means that you are further developing your reputation within the business but also getting those around you excited about you being a change agent. The you are somebody capable of bringing people together and delivering change. Finally, what all of this means to you is that you’ve masterfully navigated your first 90 days and have become a vital cog in the business.

A large majority of professionals who end up struggling in their first 90 days are graduates. This is why it’s important to find the right graduate role where a company takes these factors into account. This is why it’s important to do your research before you apply, understanding factors such as the average graduate salary and most progressive industries.

Farhan Raja

I'm Farhan, the Founder and Coach at JobInterviewology.com, one of the world’s leading Career and interview Coaching specialists. Bringing over a decade of industry experience and a passion for guiding individuals in their career journeys. As an Interview and Career Coach, I've authored the eBook '10 Simple Steps to CV & Resume Success,' directed a leading UK CV writing specialist, and pioneered the iPREP interview coaching methodology. My career and interview coaching has spanned over 10 years across diverse industries, from IT giants like Google and Microsoft to vital sectors like Civil Service & NHS, Pharma, Finance, Engineering, Automotive, Construction, Logistics, Banking, and Management Consulting. I've had the privilege of assisting professionals in presenting their best selves, and targeting roles at renowned companies like Amazon, GSK, EY, Shell, Rolls Royce and more.

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• 20 Apr 2023

Tackle the First 90 Days of Your Next Role: A 5 Step Process for Success on the Job

Congratulations! After months of networking, interviewing, and sending out resumes, you’ve landed your next role. This is a huge accomplishment!

Celebrate, rest, relax and show your gratitude to the people who helped you achieve this goal.

Then, as day one in your new role draws near, make sure you have everything you need to succeed by following HBS Career Coach Matt Spielman’s five steps to success on the job in the first 90 days.

Why the First 90 Days Matters

In his work educating companies about successful onboarding , Spielman notes the importance of the first 90 days for employees and their employers. “Research suggests that an employee’s first 90 days will in large part determine his or her performance, longevity, and contribution to the company,” he shares.

Therefore, a successful onboarding program designed and executed by the company alongside an intentional plan designed and executed by the employee is critical. This joint process establishes and strengthens relationships, conveys transparency, and ultimately mitigates risk and maximizes success.

“For the employer, key elements of a successful onboarding process include introducing new hires to key stakeholders, setting employees up for success by designing an internal interview guide for conversations, and creating a 90-day plan laid out in three 30-day increments to meet key objectives and goals,” explains Spielman.

The important thing to remember as a new employee – you will not be executing on 90 days’ worth of goals on day one.

“As an employee feeling the pressure that accompanies a hard-won job, you will want to make a positive first impression,” Spielman says. “The natural reaction in many instances is to jump right in but as Jeff Olson said, ‘Sometimes you need to slow down to go fast.’”

Step 1: Detail What, Why, and How

Step 1 in the “slow down to go fast” five-step process is to detail the first 90 days by communicating openly with your manager about:

• What you plan to do to learn your new role and contribute
• Why you are structuring your approach in this way
• How you will execute this plan to make progress

To guide this conversation and keep you focused, break out your first 90 days into a three-segment action plan like the one outlined here . Segments one and two will be dedicated to accelerating your learning and beginning to contribute to the conversation. Segment three (days 61 through 90) will be further detailed as you meet stakeholders and conduct interviews.

Note the importance of quantifying output of each segment and scheduling check ins to manage expectations and maintain open lines of communication.

Step 2: Identify Stakeholders

After laying out your objectives for the first 90 days, the next step is to identify the stakeholders you should meet and interview. The conversations you have as a new employee may be an extension of what you learned during the interview process or provide completely new and highly valuable information.

Identify with your manager who you will be interacting with on a regular basis in your new role and who else within the company you should connect with to gain their insights or to prepare for future collaboration. Then craft your questions for these conversations using the 90-Day Interview Guide.

Sample questions include:

• What is our company’s greatest strength(s)?
• What’s the one thing we’re not doing today to accelerate growth (of revenue, customers, product, service, etc.) but should?
• What would need to happen for the organization to seize the potential of these opportunities?
• What are the biggest challenges the organization is facing (or will face) in the near future?

Step 3: Conduct Interviews

Next, set up your 30-45 minute stakeholder meetings where you’ll have an opportunity to build relationships, learn, and capture important information that will make you successful in your new role.

To make the most of these meetings, determine what method you will use to capture information (i.e. typed or handwritten notes, recorded Zoom meetings, transcriptions) so that you have an organized way to refer back to what you’ve learned and be ready to synthesize in Step 4.

Step 4: Synthesize (and Share?)

Notes in hand, in Step 4 you will be identifying key themes – both from what you did hear and what you didn’t hear in your stakeholder interviews. Were there any inconsistencies you noticed that might require clarification?

From all of the data collected, you will then be able to conduct a SWOT analysis for the company, specifically related to how that will impact the imperatives for your new role.

What you share and when will be up to your discretion. Unless you have significant concerns about the finding, best practice has been to share an anonymized summary of your interviews. “You can provide almost instant value – and make a positive first impression - by offering the insights gleaned during the onboarding process. The company can benefit from your fresh eyes and new perspective.”

Step 5: Build, Share, Work the Plan

Lastly, informed by your job description, job interviews, experiences, and data from the five-step process, you can write out clear goals.

What four goals (approximately) should you plan to achieve and in what time horizon?

To ensure that you are setting the right goals in this process, follow the ACHIEVE model: Action-Oriented, Consequential, Hard not Herculean, Integrated, Explicit, Visualized, and Endpoint-focused. Understanding the meaning and the consequence – the why – behind a goal dramatically increases the chances of it being achieved. Spielman, who designed the ACHIEVE model, states “When we add in the “V,” for the visual representation of the goal, we tap into the power of visualization that athletes have been using for decades.”

Furthermore, when sharing your goals, make sure they are supported by defined action items to will work in service of those goals, as well as a clear articulation as to why these goals are important. Incorporating these elements, along with a deadline for each aim, will turn your list of goals into a clear action plan that you can communicate to others and begin executing on in service of your new company.

More Resources

For more on navigating the first ninety days, check out the resources below:

• Inflection Points: How to Work and Live with Purpose
• “All Aboard!” Five Steps to Ensure New Employees Soar
• The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter

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• Revolutionizing Wellness: Kate Twist (MBA 2008) Shapes the Future of Consumer Health Brands
• Finding Alignment to Make Impact: Layla Ramirez (MBA 2017)
• Access real-world employment data from HBS alumni with the Career Trends tool

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First 90 Days In A New Job Presentation Template

First 90 Days

Transcript: Tom Swift 04.07.22 First 90 Days 90 Day goal To have business ready proposal for initial system changes and a two year technological change road map. 90 day goal - Increase Medecator+ Sales - Improve Medecator+ functionality and user uptake - Realise new financial benefits through new technological opportunities Initiate business sign off for first system optimisation Initiate business sign off for first system optimisation To present a two year technological change road map To present a two year technological change road map Integration - First 45 days First 45 - Current Business standing and setup - AAH operations - Hospital operations - Key Stakeholders and stakeholder mapping - Current customer engagement strategy - Aligned IT and Development teams - Introduction and collaboration on current AAH IT projects - Current change process / implementations of system change Understanding current business operations Induction support Induction Key reporting lines Business overview Stakeholder introductions Weekly project governance & Check ins What changes can we make? Understand our opportunities building our Future - System Gap analysis - Current Benefits realisation model - User feedback - Business change readiness - Opportunity and associated risks - Current business risk assessment - competition offerings / comparisons - Exploration of ideas / realistic expectations of internal IT parties - Change impact assessment - Stakeholder engagement - Build initial business case for first proposal Road map - Repeat orders - Suggested orders - GPHC / MHRA updates - Product Recalls - Specials

Transcript: Financial performance Operational Efficiency & Effectiveness Customer Satisfaction Growth First 90 Days Measures that tell us how the business is trending and performing in an instant EMPLOYEES Comms & Transition plan Morning Tea with the NEW guy Profile LT & Board members Visit Jobs CUSTOMERS Top 5 SYSTEMS SAFETY Enabling systems that increase effectiveness or efficiency and build value in the business PEOPLE "Right People, Right seat on the bus, Going in the Right direction" Operational Systems Performance Management Finance Systems Safety Systems IT Systems STAGE 1 (0-90 Days) - UNDERSTANDING, Where are we now? STAGE 2 (90 -180 Days)- PLANNING & STRATEGY, Where are we going? STAGE 3 (180+ Days) - CONSISTENCY & GROWTH, Preparation meets opportunity! History of safety performance Embedded safety culture Steve Covey "Seek First to Understand before being understood" What are we doing today? What can go wrong? How do we prevent it? PERFORMANCE INDICATORS

Transcript: Amy Glover Learning, Planning and Measuring Success as Early Careers Manager First 90 Days Day 1-30 Empathise Day 1-30 Empathise Understand the 'Why' BRC Mission and Goals Business Problem? Needs of Generation Z Organisational structures 'Safe, Heard and Developed' Understand the 'Why' Build Relationships Build my internal network Key partners and external contacts Secure buy-in Young Staff Network Supporting People in Crisis Build Relationships Learning - The Story So Far Review existing activity Best Practice Persona Development Skills Assessment Learning: The Story So Far Day 31 - 60 Define and Ideate Day 31-60 Define & Ideate Engagement and Co-production Facilitate workshops Co-production principles Feedback, relationships and accountability Engagement & Co-production Analyse and Prioritise Evaluation of learning so far SWOT Analysis Connect with EDI Priorities and action plan Identify Opportunities Develop Strategic Plan Programme architecture Recommended improvements Higher/further education Graduates/apprentices/staff Management support Develop Strategic plan Day 61-90 Prototype and Test Day 61-90 Prototype & Test Programme Launch Quick wins Roles, responsibilities and timelines How to deploy at scale Programme Launch Quality Assurance Performance metrics Formative evaluation Quality of delivery Quality Assurance Consolidate Relationships and Build Momentum Reporting and feedback Recognition and celebration Build Momentum Measure Success What would 'Good' look like after 90 days? Knowledge and relationships Strategic Plan and objectives Co-production Network Impact Measurement Tools Value Proposition 360-Degree Feedback Self Assessment Initial Outcomes Progress on Strategic Goals Performance Metrics Increased Engagement ...and how would you measure that? Measuring Success

first 90 days

Transcript: First 90 days Aliya Kunyazova WHY WE ARE HERE? WHY WE ARE HERE? Sponsor: Maria G Content Owner: Aliya K. Time allocated: 60 min Facilitator: Maria G. PURPOSE Purpose of the session Engage MT in the leadership journey conversation, get advice and support required. For the MT is to get visibility on the newly recruited talent progress and development OUTCOMES OUTCOMES What specific outcomes do we want? MT provided feedback/support needed, got visibility on talent What decisions are required? Support requested AS A RESULT OF THIS SESSION I WOULD LIKE YOU TO: We have a unique opportunity to grow CM expertise on the market for the next 2 years with right mindset, set up and choices! We set up our talents up to success! THINK: RESULT INSPIRED, ENERGIZED & COMMITTED TO SUPPORT! FEEL: Provide feedback and align on support requested DO: Agenda About me My journey so far My priorities for 2020 Challenges and support needed from MT AGENDA ABOUT ME IF IT DOES NOT CHALLENGE YOU IT DOES NOT CHANGE YOU! JOURNEY SO FAR WORK-LIFE BALANCE OPEN DEVELOPMENT FUN ON-BOARDING WOW ADAPTATION SUPPORT MEETINGS FEEDBACKS GLM CHALLENGE 1:1 STRESS GREAT PEOPLE PEOPLE 1. High quality PDP of direct reports 2. Synergize the team: CM weekly, CMTM monthly 3. Work load allocation among team members PEOPLE BUSINESS BUSINESS New approach to customized activities Optimized approach to CAM Structured and effective WOW process with progression Understanding of category and our performance Operational: CM GM Day, in absence of CAM KZ leading Top 2 clients in KZ from CM side, supporting Aidai in Bel. Personal Development opportunities OPPORTUNITIES FROM: New to Mars, not familiar with the policies, practices, org structures, doesn't know how things are done thru formal and informal networks. ORGANIZATIONAL AGILITY TO: 1. Understands and lives Mars culture 2. Knows how to get things done both through formal channels and the informal network 3. Understands the origin and reasoning behind key policies, practices, and procedures FROM: Has LM experience outside of Mars, but 1st year LM at Mars GLM TO: Effectively utilizes all steps of GLM. MY PURPOSE AND PRIORITIES FOR 2020 PRIORITIES 2020 WHY Customer Marketing team, Leverage growth opportunities in the channels and customers by translating category, brand, shopper and customer insights into strategies, plans, tools and capabilities that deliver excellence in activities execution HOW FROM: low functional capabilities & customer centricity TO: To a team consists of subject matter experts with customer centric mindset 1. Recruit, grow Customer Activation Managers with high learning agility, invest on functional & customer expertise 2. Build customer centric CM within Mars 3. Create strong network with Lead Market, Regional Team and Global team WHAT 1. From 2 Customer activation strategies to Customer activation strategies for all SP accounts, combining Mars & Customers strategies 2. Set up CM for long term success: knowledge management, new channels development, talent development 3. Engagement (placement of team, team spirit, wow, network with regional&global team) CHALLENGES & SUPPORT NEEDED

First 90 days

Transcript: Day to day / regular Systems Team Gaps / Efficiencies Staffing & Outputs FUTURE UNDERSTANDING Objectives Vision for finance function Annual timetable Company Performance Issues/challenges Set expectations

Transcript: Kaitlynn Riley 03/22/2021 90 Day Plan Training Plan One day at a time Address common issues I experienced Learning from your staff It's a two way street! Ensure coordinators are educated on vet care/animal welfare Reach out to department heads for my own training/development Training Plan Microsoft Programs OneNote or Excel Spreadsheets Easy access to information Response templates for text/email OneNote & Excel Employee Strengths/Weaknesses Employee Strengths/ Weaknesses Use to team's advantage Recognition Regular feedback Call data Daily goals/focuses Be open to new ideas Relationship Building Simply introduce myself and program Regular meetings Common issues encountered Monitor information requested on calls Relationship Building Anticipated Priorities Anticipated Priorities Scheduling Adoptions Animal surrender Food pantry Measuring Success Measuring Success Regular meetings within organization Community feedback Employee feedback Leadership Lead with positivity Be understanding Check-ins Employee growth Acknowledge team success Leadership GOAL 1 Goal 1 Stellar employee retention GOAL 2 GOAL 2 Counsel employees before something becomes problematic Conclusion Great and necessary additon to organization Must be implemented successfully to properly assist clients Conclusion

Transcript: The Road Ahead You've been offered the position... Job Offer CONGRATULATIONS! Next Steps: Confirm Availability Negotiate Pay Accept Position Title How to Negotiate Salary: Let's Talk Pay... - Many workers in WA earn Paid Sick & Safe Leave - Wage Theft is illegal - don't work off the clock, you are owed what pay you agreed to - All workers have a fair chance to apply for a job without being asked about their crimial history right away "A famous study done by Linda Babcock for her book Women Don’t Ask revealed that only about 7% of women attempted to negotiate their first salary, while 57% of men did. Of those people who negotiated, they were able to increase their salary by over 7%." Title Seattle's minium wage increases every January 501+ Employees = $16.00 500 or fewer Employees = $15.00 or $12.00 + $3.00 in tips/medical benefits Title Title Title Title Welcome to the HR Office Meet HR New Hire Paperwork I9 W2 Company Policies Other Forms New Hire Paperwork What you need: 2 forms of ID VOIDED Check/Letter from your bank Permits Pay Checks Let's talk PAY How do will I receive my paycheck? When will I get paid? ADVOCATE: Can you help me understand the deductions? BENEFITS Additional / Not all Employers: - Dental insurance - Vision insurance - Retirement benefits or accounts (401K) - Healthcare spending or reimbursement accounts, such as HSAs, FSAs, and HRAs. - Long term disability insurance Basic Full-Time Benefits: - Paid time off (PTO, sick days, and vacation days) - Health insurance - Staff Meal On-boarding "let's get situated..." On-boarding New employee on-boarding is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly. Work Place Culture: Company culture refers to the personality of a company. Company Culture It defines the environment in which employees work. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals. Training New Staff Training It is the process through which new hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. Writer, Producer, Director & Star The first 90 days of a new job is an evaluation period Month 1 The employer is looking for you to deliver on the promises and claims you made in your interview Month 2 How quickly can you get up and running and start contributing? Can you maintain the work ethic you showed at the start? Month 3 Entering a new job, position or career can be challenging... Learning Systems Who will help you get acclimated? How are you going rise to your greatest potential? Staying Hired or Ask For Feedback Timeline Be Prepared HIRED Be On-Time Maintain Stamina Getting Fired Sleep. Eat. Take Care of Yourself. "Early is on-time, On-time is late" Ask how you can improve What pieces do you need to be successful? 90 Day Goal! 90 Days on the Job completed! so, whats next? Next Steps: Next Steps Benefits - speak to HR or managment to sign up Feedback - speak to your manager for strengths & challenges Career Development - what opportunities are available to me? what am I interested in pursuing? Reflect on your success Personal Development Challenge yourself Set healthy boundaries Speak with your mentor or Career Specialist

Transcript: Thank You! How Penicillin was discovered Penicillin Sir Alexander Fleming was studding a bacteria in culture dishes. He noticed that a mold called Penicillin was also growing in some of the dishes. A clear area existed around the mold because all the bacteria that had grown in this area had died Energy might be the most important thing in our lives. we use it for almost everything,but what is energy, energy is the strength and vitality required for sustained physical or mental activity. There are lots of types of energy some are shown in the image Energy Energy The periodic table is a table of the chemical elements arranged in order of atomic number, usually in rows, so that elements with similar atomic structure (and hence similar chemical properties) appear in vertical columns. Periodic Table Periodic Table Chemistry is the branch of science that deals with the identification of the substances of which matter is composed; the investigation of their properties and the ways in which they interact, combine, and change; and the use of these processes to form new substances. Chemistry Chemistry

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5+ Best 90 Day Plan Templates for PowerPoint

Last updated on June 20th, 2024

A 30 60 90 day plan entails your plan for the first 90 days at the job. You might require making such a plan for a job interview to share your vision with a potential employer. If you’re looking for presentation templates (compatible with PowerPoint and Google Slides) that can help you make such a plan, then here is our pick for the  Best 90 Day Plan Templates for PowerPoint that you can use today.

1. Free 30 60 90 Day Plan Slide

This is a free 30-60-90 day plan template for PowerPoint by SlideHunter. There are three slides in this free 30 60 90 day plan template for PowerPoint , which are essentially three different designs for presenting your plan. You can edit the sample content within slides to reveal a 90 day plan or dedicate one slide for 30 days each.

2. 30 60 90 Days Plan PowerPoint Template

This is a premium, flat design template for making a 90 day plan using layouts similar to Android’s material design or the Windows Modern UI. The use of solid colors, with clearly mapped sections make the template visually pleasing and simple enough to explain a 90 day plan with ease. This professional 30 60 90 day plan template for PowerPoint can help to plan your first 30 days, 60 days and 90 days in a new job.

Using this 30 60 90 day plan PowerPoint template, you can not only design content slides but also opt for making infographics out of sample slides for better explaining your strategy in more comprehensive and easy to grasp layouts.

3. 90 Day Plan Template for PowerPoint

This is another premium 30 60 90 day plan template for PowerPoint & Google Slides that you can download. In this case, the 30 60 90 Day Plan focuses on the 90 Day with a relatively simple design to help presenters create a 90-day plan without all the flashy graphics. This template  provides two color themes and a plethora of layouts to give you an endless supply of design options for making your 90 day plan in style and will be a good design to present the first 90 days at the job . This design can be used as a 90 day check in template.

4. Animated 30 60 90 Plan Template for PowerPoint

This is an animated template by Presenter Media, which is well known for producing premium, animated PowerPoint templates of the highest quality. This template has versions available for both PowerPoint and Apple’s Keynote, with a 13 slide set for making a 90 day plan using charts, tables, infographics, custom diagrams and content slides.

This is such an innovative 90 day strategy template that you can create anything from Gantt charts to custom diagrams using the sample content available with this slide deck.

5. Creative Roadmap Template for PowerPoint

A 90 day plan is essentially a roadmap. This is why it is not necessary that you use a template that comes with a name spelling out that it is meant for making a 30-60-90 day plan. This is a roadmap template with beautiful illustrations that can help you create beautiful slides for discussing your 90 day plan using eye-catching graphics and layouts that are bound to impress any audience. The roadmap slide can easily be customized to a 30 60 90 day plan slide.

Using a 90-Day Plan Template

Unlike a 30-60-90 day plan, a 90-day plan template for PowerPoint & Google Slides provides a structured framework for outlining objectives, tasks, and milestones within the first nine months of a new role or project. By breaking down the 90-day period into three 30-day phases, the plan allows for a focused approach, ensuring that objectives are achievable and progress is measurable.

To effectively use a 90-day plan template:

• Set clear, specific, and measurable goals ( SMART Goals ): Define your objectives for the first 90 days, ensuring that they are in line with the overall goals of your role, project, or organization.
• Break down goals into smaller tasks: Divide each goal into smaller, manageable tasks that can be completed within each 30-day phase.
• Allocate resources: Assign the necessary resources, including personnel, budget, and time, to each task.
• Monitor progress: Regularly review and assess the progress of each task, adjusting the plan as needed to ensure goals are met within the specified timeframe.
• Reflect and revise: At the end of each 30-day phase, evaluate your progress, identify areas for improvement, and refine your approach for the next phase.

Use Cases and Applications of 30 60 90 day plan templates

Here are some real-life applications for a 30 60 90 day plan template in PowerPoint or Google Slides.

• Onboarding New Employees: A 90-day plan template can be used to streamline the onboarding process of new employees , ensuring that new hires are effectively integrated into the team and contributing to the organization’s goals as quickly as possible.
• Project Management: Project managers can use a 90-day plan to outline project objectives, allocate resources, and monitor progress. This structured approach helps ensure that projects stay on track and are completed on time.
• Career Development: Individuals can use a 90-day plan template to set and achieve personal and professional development goals, as well as improving your interpersonal skills and identify areas for growth and improvement and creating a roadmap for success.
• Marketing Strategies: Marketing professionals can leverage a 90-day marketing plan template to outline their marketing objectives and strategies. This helps in defining target audiences, setting KPIs, planning marketing campaigns, and tracking the effectiveness of marketing efforts over the three-month period.
• Business Growth: Entrepreneurs and business leaders can use a 90-day plan to identify and prioritize growth opportunities, effectively allocate resources, and establish a clear path forward.
• Organizational Change: In times of change, a 90-day plan can help organizations navigate uncertainty, providing a clear framework for managing transitions and ensuring that objectives are met.

Frequently Asked Questions

A 90-day plan template is a strategic roadmap used in business to outline goals and actions for the first 90 days in a new role, project, or initiative. The 90-day plan template provides a structured guide, helping you break down your objectives into three stages: 30, 60, and 90 days. It’s a crucial tool in project management, onboarding new hires, and strategic planning.

A 90-day plan template for PowerPoint or Google Slides is an effective way to visually present your objectives and strategies. It’s useful for communicating your plan to stakeholders, team members, or clients. By incorporating these templates into your presentations, you can ensure a clear, concise, and engaging portrayal of your roadmap.

Yes, most 90-day plan templates for PowerPoint and Google Slides are customizable. You can change colors, shapes, text, and other design elements to match your brand or project’s aesthetic. You can also adjust the timeline or action steps as necessary to better suit your specific goals and timelines.

Yes. Regardless of the size of your business, the editable 90 day plan templates can be tailored to suit your needs. For small businesses (SMB), they can help structure growth strategies or project outlines. For larger corporations, they can assist in aligning multiple departments or teams towards a common goal or project.

Firstly, you should tailor your presentation to your audience’s understanding and expectations. Highlight the plan’s objectives, the methods for achieving those goals, and the anticipated outcomes. Using visual aids like a 90-day plan PowerPoint or Google Slides template can make complex strategies easier to grasp. Remember to invite feedback and questions to encourage engagement.

A 90-day plan typically includes key goals for each of the three months, action steps needed to reach those goals, and measures for success. It should also indicate responsible parties for each task, necessary resources, and potential challenges. A well-rounded 90-day plan takes into account not just the ‘what’, but also the ‘how’ and ‘who’.

Yes, these 90-day plan templates can be used in a wide range of industries, including tech, healthcare, marketing, finance, and more. They provide a universal framework for outlining strategies and goals. However, they can be customized to reflect the specific needs and nuances of your industry or company.

A 90-day plan template is a convenient tool that can be used in a wide range of applications, from onboarding new employees to managing projects and driving business growth. By breaking down goals into manageable 30-day phases, these 90-day plan templates for Google Slides and PowerPoint facilitate more effective planning and execution, helping individuals and organizations achieve success in their first 90 days and beyond. If you have doubts about how to create one of these plan templates, you can check our article how to make a 30 60 90 day plan in PowerPoint .

We hope you liked our list of the Best 90 Day Plan Templates for PowerPoint. The 30 60 90 day plan templates above contain both premium and free templates , including ones with simple to complex designs, and are available for PowerPoint and Google Slides. You can pick the 30 60 90 day plan template that best suits your needs and fill the sample slides to add your plan and present it like a pro.

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How to create a 90-day plan for new hires

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Writer, Editor, Beard Puller

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5-second summary

• A comprehensive 90-day plan doesn’t just set expectations for new hires – it makes them feel welcome and included.
• Using the “buddy system” can make a 90-day plan even more effective.
• Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve; so much information to absorb, so many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set your new teammate up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a strong team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using these templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

What is a 90-day plan?

Our definitive, road-tested virtual onboarding checklist

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

A 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and checkpoints for follow-ups on their progress.

Ideally, a 90-day plan should:

• Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
• Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
• Orient the new employee to company and team culture by emphasizing relationships and shared objectives
• Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

• How can you use this plan to help a new team member succeed?
• What quick wins can they ship to gain momentum?
• Who are the key stakeholders this person needs to know about?
• Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
• What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use a kind of buddy system. Buddies show new teammates the ropes, introduce them to other Atlassians, and act as go-to resources for questions.

The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to create a 90-day plan

Generally speaking, there are a few organizing principles to focus on.

• 90-day plans are often broken into three phases: Days 1-30, Days 30-60, and Days 60-90.
• Don’t overwhelm your newbies! You can’t learn everything there is to know about a job or a company in three short months. Focus on what matters most, and what’s realistic in the timeframe you’re working with.
• Consistent, frequent check-ins are very important, since you’ll be defining goals for what should be learned or delivered in each phase.
• Both the new hire and their manager should feel empowered to give honest and timely feedback (about systems, company habits, points of uncertainty, you name it) – don’t wait until the 90 days to clear up any points of friction.
• Don’t underestimate the power of open communication – it can mean the difference between clarity and confusion or empowerment and ineffectiveness.

90-day onboarding plans are good for your company culture

A 90-day plan isn’t just a task list – it’s the foundation for working together, learning together, and understanding team and company culture.

At Atlassian, we don’t think of a new hire’s first 90 days as a trial period or proving ground. Rather, we encourage an emphasis on knowledge gathering and sharing and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead.

Regular check-ins, honest feedback, and the support of learning (and failing), help establish a bedrock of trust, which should underpin all team and company interactions – during the first 90 days and beyond.

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Cheat Sheet – The First 90 Days

“I like work: it fascinates me. I can sit and look at it for hours.” — Jerome K. Jerome

Have you read The First 90 Days , by Michael Watkins?

Maybe you’ve you read The First 90 Days , but the real question is, how do you “do” The First 90 Days ?

The Survivor’s Guide for Success at Your New Job

The First 90 Days is basically a survivor’s guide for leaders in how to hit the ground running when they start a new job.   Rather than “sink or swim”, it’s a systematic way to survive and thrive in your new role.

The beauty is, The First 90 Days really helps you thrive on the job whether you are new to the job, or have had the job for a while.  It helps whether you lead teams or are a one-man band.   It’s one of the best books that demystifies what it means to be effective in terms of self-leadership, team-leadership, and organizational leadership.  It’s the corporate warrior’s playbook for success.

Cheat Sheets for New Job Success

I figured that what I put together would be helpful for a broader audience, so here is my playbook for actually putting The First 90 Days into practice.    It’s my cheat sheets and my notes on how to turn it into action.

Note that even with my cheat sheet, I still need to regularly dive deep into the book so I can really understand the “why”, the “how”, the “when” and make the most of the habits and practices.  It’s a powerful framework that takes a lot of practice to really learn how to do well.  The good news is the framework is a friend for life and will serve you well.

The Five Propositions

According to Michael Watkins, the five fundamental propositions form the foundation of the approach to transition acceleration:

• The root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and the individual, with his or her strengths and vulnerabilities.
• There are systematic methods that leaders can employ to both lessen the likelihood of failure and reach the breakeven point faster.
• The overriding goal in a transition is to build momentum by creating virtuous cycles that build credibility and by avoiding getting caught in vicious cycles that damage credibility.
• Transitions are a crucible for leadership development and should be managed accordingly.
• Adoption of a standard framework for accelerating transitions can yield big returns for organizations .

The 90 Day Plan for New Job Success

This is my distillation of the 90 Day Plan for new job success.  I like to have a bird’s-eye view.  Here it is:

The Backbone of New Job Success

To be effective in applying The First 90 Days, you need to know what the backbone of The First 90 Days actually is.  According to Michael Watkins, the backbone of The First 90 Days is:

• Promote Yourself
• Accelerate Your Learning
• Match Strategy to Situation
• Secure Early Wins
• Negotiate Success
• Achieve Alignment
• Build Your Team
• Create Coalitions
• Keep Your Balance
• Expedite Everyone

The formula is a powerful one.  Basically, you are learning the lay of the land, while creating momentum, and making impact.   This sets the stage for your credibility, as well as forces you to build effective relationships within your ecosystem.

Key Practices for New Job Success

Here is a map of the key practices for new job success, according to Michael Watkins.  I use the map to help remind me how to implement The First 90 Days, and to check where I’m at in terms of applying proven practices for effectiveness on the job:

My Favorite Practices for New Job Success

There are a lot of practices to learn and absorb.  If I reflect on the ones that I use the most for the greatest impact, they boil down to this:

• STARS (Start-up, Turnaround, Realignment, Sustaining Success)
• The Five Conversations (situation diagnosis, expectations, style, resources, personal development
• Build your advice and counsel network (technical advisers, cultural interpreters, and political counselors)
• Identify challenges and opportunities
• Secure early wins
• Setting up action-forcing events
• Identifying supporters, opponents, and convincibles
• Leverage “teachable moments”
• Make waves of change
• Structured reflection

As you can see, there is a lot of synergy across the practices.   When you read The First 90 Days, be sure to pay extra attention to the language of STARS and think of it in terms of a lens across people, process, and product.   Each of those can be a in a very different situation, and the better you understand the landscape, the more effective you can operate.  For example, if you think that the product is in a Start-Up, but others think of it as a re-alignment, that can cause some serious problems in your effectiveness.  Once you understand the lay of the land, you can better bridge where things are, with where you would like things to be.

Be sure to check out The First 90 Days as a way to change your game and improve your workplace effectiveness.

If you have any stories or insights from applying The First 90 Days , I’d love to hear them.

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Starting a new job here’s what to do in the first 90 days.

• September, 23 2021
• Working Motherhood

Showing up for your first day of work comes with all kinds of excited-nervousness because you’re walking into something completely new. It’s normal to go into the first week with a laser focus on learning the basics of your new role, but what about beyond that? What are your plans after your initial training? 

When you’re first starting in a new role, it’s understandable to have a little bit of tunnel vision because the only way you’re ever going to get to a point where you excel and stand out is by learning exactly how to do your job. This training is essential to your success at the company, but you’ll be even more successful if you start thinking and strategizing for the long term from the very start. 

Believe it or not, you can set yourself up for success within the first 90 days in your new role. Ninety days seems to be a magic number in business because interviewers often ask candidates what they picture themselves accomplishing in their first 90 days in a job. There’s also the 30-60-90 day plan, which is commonly used to help new employees set goals and map out how they will accomplish them in this time frame. It is with this plan that you’ll blow your new boss and team away. 

What Is The 30-60-90 Day Plan?

The concept is simple. It’s a map of what you plan to accomplish at the 30, 60, and 90-day marks after you’ve started a new position. You’ll come up with goals that you want to achieve at each of these milestone days and map out how exactly you plan to accomplish them in the timeframe. 

When creating this plan, it’s essential to keep your goals realistic and attainable. For instance, you’re probably not going to complete a significant process improvement project in your first 30 days on the job because you’re likely still learning the current processes. Instead, your goals should increasingly become more in-depth with each milestone because you’re probably going to accomplish significantly more by the 90-day mark than you could at 30 days.

By and large, the goals you set should align with the company’s, department’s, and or team’s overall mission and how your role fits explicitly into it. For example, while it may be a personal goal for you to be proficient in complicated software by the time you’re ten days in, that goal doesn’t add anything to the company’s big picture because it’s an expectation that you can successfully do the basics of the job. Instead, think about how you can go beyond the expectations . 

It is not to say that your 30-60-90 day plan shouldn’t include personal goals because those are important, too. However, the big picture goals will be the ones that grab leadership’s attention and help you stand out. The chances are high that many of your 30-day goals will be more personal, just because you’ll still be learning, but once you get to the 60 and 90-day marks, you’ll start phasing out the individual goals to focus more on the considerable picture planning.

Ideally, you should have your goals set for your 30-day mark within your first week on the job, as this will give you a full three weeks to accomplish them. To develop appropriate objectives and your 30-60-90 day plan as a whole, you’ll need to intentionally meet with your manager to get some information and a general feel for the team and company culture. Here is what you should try to go over in that meeting:

What are your boss’ goals for you, and what do they think success looks like for your position at 90 days? Ask about general expectations of you in this role, as well as if there are any performance metrics you will be measured by  Find out what your boss’s priorities are for you, the team, as well as in their position (in terms of contributing to the company’s overall mission) Use this time to ask as many questions as you need to get a better understanding of your role

After this meeting, you should have a good amount of insight to help you get started on your 30-60-90 day plan, but you probably won’t be able to complete it entirely since you’re still easing into the position. It’s okay because it’s supposed to be a living document that you can review and edit as needed. 

As previously mentioned, a lot of your goals for the 30-day mark will be more personal, simply because you likely won’t have the training yet to go bigger. Some targets you may want to consider adding to your plan include:

Master general training tasks to a point where you can work independently 90% of the time Learn the organizational chart and where your position/department falls into it, then go out of your way to meet people across different departments and get to know them (by having actual conversations, not just introducing yourself) Get familiar with the company’s strategic plan, long term goals, and general mission  Learn about your company’s customers, even if you don’t interact with them directly Get a feel for your team culture as well as the company’s as a whole

These small goals will help you gain the knowledge you need to build larger ones and determine what you need to do to accomplish them. When time permits before the 30-day mark, schedule a meeting with your boss to review your 30-60-90 day plan and get their feedback and insight . Ask if your plan aligns with what they’d like to see from you in this position, and find out if there are any changes they’d like you to make. It’s also an excellent opportunity to get tips from your supervisor on the best ways to accomplish some of your objectives. 

60 Days In 

At this point, you’re likely pretty well trained and have a good understanding of your expectations daily. It is also your first significant benchmark in your plan where you should show some results. The specific goals you choose to aim for at 60 days will depend a lot on your position and the company you work for, but here are a few to consider:

Complete a process improvement initiative; find a process (or processes) that can be done more accurately or efficiently, and figure out a way to do just that to improve your individual and or team deliverables  Extend your reach within the organization by volunteering for larger projects, taking on a leadership role on a committee, and or starting a new initiative internally  Collaborate with colleagues in different departments to create stronger relationships and merge work to aim to deliver cohesive results across other parts of the organization

Make sure you have a meeting scheduled with your boss at the 60-day mark to go over what you’ve accomplished to date and to modify the goals and or strategies you have planned for the next 30 days. If you haven’t already done so, schedule recurring 1:1 meetings with your boss and or teammates for regular check-ins. Also, now that you’ve had a chance to build some relationships, it’s a good time to share with your team how you work best so that when it comes time to distribute work, everyone knows where you will thrive.

90 Days In 

You’re at the final step of your 30-60-90 day plan, which means you should be at a point where you’re able to deliver something that will make an impact. Whatever the goals you set for this point will be particular to your unique job and company, so it’s hard to give examples. Just remember, when planning this, point out that your goals should be primarily department and or company-focused because the whole idea is for you to prove your value in a discernible way. 

At 90 days, it’s also a good idea to do another check-in with your boss to discuss what you’ve achieved at this point and to build out longer-term goals and strategies for yourself. This next phase of goal planning will likely go out six months to a year in the future, which means these objectives will build on your prior success and, ultimately, make an even more significant impact than what you’ve already accomplished.

Final Thoughts

Even if you’re the most confident person in the world, going into a new job is intimidating. Depending on your personality, it might be tough to put yourself out there to meet new people and push boundaries to stand out as a valuable employee. While the point of the 30-60-90 day plan is to help you find success, it is not to force you to be someone you’re not or to act in a way that isn’t sustainable for you long term. You can still be a star in your new role without collaborating cross-departmentally or creating or leading a new initiative in your first 90 days. So, do what feels right for you and your specific situation and use the plan as a tool to help you stay on track to achieve whatever goals make sense for you. 

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