In the first month, this might mean scoring above 80% in a skills test based on training the employee has completed.
Metrics: Without concrete, measurable metrics of success, there’s no way for an employee or their manager to understand whether they have met their goals, so you should always include these in a 30-60-90 day plan. In an employee’s first month, actions might include attending training and orientation sessions, reading onboarding documents and scheduling introductions with each of their immediate colleagues. For example, in the first month, the employee’s main goal might be to understand the organisation’s internal structures and processes.Īctions: You should also include the actual steps that the employee will need to take in order to meet their goals each month. This work plan template is used in recruitment as a process of interview or transition in a new role. In terms of 30, 60, and 90 days, you can highlight the deliverable of a project, operation, or job. Goals: A 30-60-90 day plan should help employees to understand the goals they’ll be focusing on each month. The 30-60-90 Day Plan Slides for PowerPoint is a business planning template to map out main goals.
This means breaking down your 30-60-90 day plan into the following three elements: Goals should be tied to measurable metrics that help newly hired employees and their managers to understand whether they have been successful.
At its most basic level, a 30-60-90 day plan should include the new employee’s goals for each of their first three months, and the actions they need to take to achieve them.