Creating A 30-60-90 Employment Plan

Join Isaiah as he explains what is a 30-60-90 employment plan and what are the goals you should achieve at each stage once you get hired

Here’s a quick rundown of this week’s episode…

• First, Isaiah discusses discusses what a 30-60-90 employment plan is what should be the goals for the first 30 days of a new employee
• Next, Isaiah reveals what a company expects from you at the end of your first 60 days in a new position
• Finally, Isaiah reviews the goals of the first 90 days, which usually mark the end of the probatory period

From This Week’s Show… 

What Is A 30-60-90 Employment Plan

Once you transition into industry, you’ll want to work with your employer to make sure you’re doing things right during your first 30, 60, and 90 days.

You may want to create and submit a 30-60-90 employment plan to your employer during the interview stage in order to impress them with your candidacy and put your name at the top of their hiring list.

The first 90 days of your employment are critical because they get you past the probationary period of your employment and set you on a trajectory for career success—or not. 

The number one thing you want to do in your first 30 days is learn the tools and systems of the company. You need to be able to answer questions such as: Where are things? How can you access them? And how can you use them?

Your next priority is to get comfortable with the culture. Remember, culture is how things are done, how you feel, and how other people feel. You want to get to know the culture. You want to understand the product or service, the treatment, or whatever it is that you’re supporting.

Which Are The Goals Of The First 60 Days

In your first 60 days, you’ll start working with your team or teams. You’ll communicate with teams in your first 30 days, but it won’t be until after that first month that you will really start working with them.

Your goal is to start being seen as an asset to the team. You’ll want to take on a big project during this time, and you should still have some mentorship from your manager and other employees as you do so.

During this phase, companies expect you to start understanding the unwritten rules at the company. For example, the person who is in charge on paper might not really be in charge. You’ll want to figure out the actual power structure of the company during this time.

The company expects you to learn the unwritten rules, the shared beliefs about the company, and the shared practices by the end of this onboarding phase.

The Goals For The First 90 Days

Around day 90, you need to demonstrate your real value to the company by showing that you can take on a big project related to your role independently with minimal supervision. Doing so ensures that the company values you and shows that you’ve integrated yourself into the company and you’re succeeding in your role.

By the end of the first 90 days, you’ll want to make sure you’ve connected with a number of key people, including your manager (the person you’re directly reporting to), your team (the people you work with on a daily basis), and your peers (people on your level, both on your team and in other departments).

You’ll also want to connect with your superiors in higher levels of the organization. You may not be directly reporting to these people, but they can be seen as mentors who may advocate for you if you build relationships with them.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.