30 60 90 Day Plan: Achieve Success as a New Manager

What is a 30-60-90 day plan?

Congratulations, you’ve landed a promotion as a manager! Earning this role will be great for you and your family, but you also understand it will come with greater responsibility as well as a learning curve. How will you navigate this?

Utilizing a 30 60 90 day plan to achieve success as a new manager will provide the roadmap you need. Depending on the industry, there are key components that will be essential to your plan. Using your 30 60 90 day plan as a guide will ease your anxiety and increase your confidence when starting your new role.

What are the benefits of having a 90-day plan?

The first three months as a new manager will be a learning curve. There will also be some feelings of being overwhelmed by all of the information you’re expected to learn.

Even though you will be new to the company or department, frontline staff may have some apprehension as it is anticipated changes will be made. Being aware of this can be nerve-wracking and make you wonder if you made the wrong decision by accepting the role.


Feelings of inadequacy as a manager are real and normal. You will question yourself and probably make decisions that may not particularly favor your company or department’s goals. However, these will be lessons learned.

Knowing that we all learn from mistakes, will not negate how will feel when it’s happening. Implementing a 30-60-90 day plan that is easy to follow will decrease or eliminate feelings of inadequacy.


Secondly, starting a new job with a 30 60 90 day plan can have will keep you accountable to yourself and others. This is huge because as a new manager people are looking to see if you make mistakes. More importantly, how you react to those mistakes.

As a new manager, you need to become comfortable with owning your mistakes and the best managers are not afraid to be transparent with front-line staff about the action plan to improve.

The first phase of your 30 60 90 day plan will assist you in understanding what your front line staff are expecting from their new manager. This is valuable information as it will assist you with making decisions for your department and/or company.

30 60 90 day plan:achieve success as a new manager

What to include in a 30-60 90 day plan for new managers

As someone who has written an effective 90-day plan, I encourage you to view your 30 60 90 day plan in phases. Each phase is 30 days and you will have a theme for each phase. Approaching your 30-60-90 day plan with themes will keep you focused on your objectives during the particular phase.

The first 30 days

The first 30 days as a new manager are critical. Observing and learning should be your only focus during this time. Observation includes asking questions for deeper understanding. Your focus on learning will include learning about your job responsibilities as well as the people that work with you.

People that work with you will give as much as they get. In other words, treat them as people, not employees, and take notes as they share with you their strengths and some of their pain points.

60 days

In the next 30 days, your theme is launching. During this phase, you’re going to implement a small change based on what you have learned and observed in the first 30 days of your plan. Use that information as leverage for positive change management.

Although you will be implementing a change during this time, remember to continue what you were doing in the first 30 days. You never want to stop learning and observing.

Launching a small change will allow you to gauge how you are being received as a new manager. You will also get a sense of how well the actual change is being received.

The second activity you want to do in this phase is ensuring you expand your network. Ensuring that you connect with cross-functional teams and other departments will assist you in understanding their pain points as well. This will be pertinent information when it comes to collaboration.

90 days

The last phase is the measuring phase. This is the phase of the 30 60 90 day plan where you hold yourself accountable and allow others to provide feedback.

Review your 30 60 90 day plan objectives and ask yourself if you have met your objectives or if you need to modify any. You can obtain feedback from others by sending out a short survey with pertinent questions.

Once you receive feedback, going forward, you can tailor your 30 60 90 day plan to your and your department’s needs.

30 60 90 day plan
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Common mistakes made by new managers

  • Not connecting with front line staff
  • Not asking for feedback
  • Not having a mentor
  • Not having a self-care routine
  • Not learning from mistakes
  • Not having work-life balance

Evaluate success

The process of following a 30 60 90 day plan is an active and fluid one. You want to ensure you are frequently asking for feedback from different sources. This will help you hone your leadership skills and to know what is working and what needs progress.

What happens after the 90 days?

As you move past the initial ninety days of your new role as a manager, you ought to guarantee that your goals are in accordance with organizational objectives and the objectives for your particular job. You ought to have a strong groundwork of information with respect to your work, the capacity to finish your responsibilities appropriately, and a comprehension of how your goals help the company and department. 

At this point, ask yourself,  ‘what road do I want to take with this company?’ and start to get yourself in a position for that goal. Step up and connect with partners who might have the option to help you. For new managers, this is the point at which you can begin to roll out greater improvements. 

For new managers, this is the point at which you can begin to roll out greater improvements. Take a gander at the general image of your organization or division and figure out where changes can be made. Guarantee that each colleague is where they should be, survey the financial plan, and supplement where needed.

Similar to your objectives set for the initial sixty days, of your 30 60 90 day plan, all objectives here should be quantifiable, time-bound, and explicit. While this is greater picture thinking, every objective ought to in any case be reasonable and practical.

30 60 90 Day Plan Template


The initial 90 days in a new position are basic in responding to key inquiries: Is the organization a solid match? Might you at any point meet (and surpass) assumptions?

Building a powerful 30 60-90 day plan for new managers can take a portion of the tension off by giving a system to progress that joins large thoughts with explicit objectives to assist with achieving success.

90 day plans can look and should look different for various positions. Let us help you design a plan for your career by booking a session with us!

How do you present a 30 60 90 day plan in an interview?

When asked how you plan to do something related to the job responsibilities, I recommend referencing your 30 60 90 day plan. After the interview, send a thank-you email that includes and references your 30 60 90 day plan.

What should be included in a 30 60 90 day plan?

Your goals for each month as well as specific objectives that correspond with company goals as well as your own.