I remember my first day at HubSpot. I was so nervous and had a million concerns swimming around in my head.
Will I adapt to my new job? How long will it take for me to get the hang of things? Can I manage the workload and maintain a good rapport with my coworkers?
Fortunately, my outstanding manager at the time prepared a comprehensive checklist to be completed over a few months, and it helped me slowly but steadily adapt to HubSpot. Fast forward a few years, and I’m a rockstar at my job.
The checklist was called a 100-day checklist, but it followed the rhythm of a typical 30-60-90 Day Plan.
A 30-60-90 Day Plan, or something similar, is imperative to the success of a new employee as it helps them set and reach attainable goals and acclimate to their new position.
To help set your new employee, or yourself, up for success, here’s what you need to know about crafting the best 30-60-90 Day Plan.
30-60-90 Day Plan
A 30-60-90 day plan lays out a clear course of action for a new employee during the first 30, 60, and 90 days of their new job. By setting concrete goals and a vision for one’s abilities at each stage of the plan, you can make the transition into a new organization smooth and empowering.
Learning the nuances of your new role in less than three months won’t be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.
You‘d write a 30-60-90 day plan in two situations: during the final stages of an interview and the first week of the job. Here’s how each type can be executed:
30-60-90 Day Plan for Interview
Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire.
As a candidate, this would sometimes confuse me in the past, but I now understand they just want to see if a potential hire can organize their time, prioritize the tasks they likely take, and…
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