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30-60-90 Day Plan for Managers
A free 30-60-90 day plan for new managers and leaders. Listen and learn in the first month, set direction in the second and lead the team plan in the third, with clear measures for each phase.
- 1:1s, team goals, quick wins and hiring
- Works for first-time managers and senior leaders
- Word, PDF or Google Docs
Build your 30-60-90 day plan
Pick a plan type, add the basics and edit the goals for each phase. The plan below updates as you type.
Text in [square brackets] is a placeholder. Replace it with your own detail.
Company and support needed (optional)
What is a 30-60-90 day plan for managers? It is a plan for a manager’s first three months in a new team. The first 30 days are for meeting each direct report and learning the business, days 31 to 60 for setting team goals and delivering quick wins, and days 61 to 90 for executing the plan and building the team.
30-60-90 day plan for managers: preview and edit
This is the Manager or leader 30-60-90 day plan. Edit the form above to change it, and replace any text in [square brackets] with your own detail.
30-60-90 Day Plan
| Name | [Employee name] |
|---|---|
| Role | [Job title] |
| Manager | [Manager name] |
| Company | [Company name] |
| Start date | [Start date] |
Main goal by day 90: Earn the trust of the team, agree on clear team goals and show measurable progress on [team priority] by day 90.
Days 1 to 30: Listen and learn
Focus: the team, the business and the goals
Goals
- Hold a 1:1 with each direct report about their work, goals and concerns
- Meet my own manager, peers and key stakeholders
- Review team goals, metrics, processes and budget
- Learn what is working well and what is not
- Pick [1 or 2] quick wins
How success is measured
- 1:1 held with every direct report
- Stakeholder map complete
- Top [3] problems and opportunities listed
Day 30 check-in: [date] with [Manager name]
Days 31 to 60: Plan
Focus: set direction and deliver quick wins
Goals
- Share what I have learned and a draft plan with the team
- Set team goals or OKRs for the quarter
- Start regular 1:1s and team meetings
- Deliver the first quick win
- Address urgent people or process issues
How success is measured
- Team goals agreed and shared
- First quick win delivered
- Regular meeting rhythm in place
Day 60 check-in: [date] with [Manager name]
Days 61 to 90: Lead
Focus: execute the plan and build the team
Goals
- Roll out the team plan and track progress weekly
- Agree on development goals with each direct report
- Make a hiring plan for open roles, if any
- Ask the team for feedback on my leadership
- Report results to my manager
How success is measured
- Progress on [team metric]
- Development goals set for every report
- Team feedback collected
Day 90 check-in: [date] with [Manager name]
Support needed
- Time with my manager each week
- Access to team data and past reviews
- HR partner support for people issues
Employee: ______________________ Date: ____________
Manager: ______________________ Date: ____________
Your plan is ready. Use Download Word, Download PDF or Copy for Google Docs above any time. Want to see how Peoplebox turns this plan into tracked goals, 1:1s and check-ins?
What to include in a 30-60-90 day plan for managers
A new manager’s first 90 days shape how the team works for years. Gallup research shows managers account for at least 70% of the variance in employee engagement scores, so a clear 30-60-90 day plan for managers is worth the hour it takes to write.
| Section | What to write |
|---|---|
| Team 1:1s | A first 1:1 with each direct report in the first month. |
| Stakeholders | Your own manager, peers and partner teams to meet. |
| Current state | Team goals, metrics, processes, budget and headcount to review. |
| Quick wins | One or two visible fixes to deliver by day 60. |
| Team goals | Goals or OKRs for the quarter, agreed with the team. |
| People plan | Development goals for each report and any hiring plan. |
| Feedback | How you will ask the team for feedback on your leadership. |
30-60-90 day plan for new managers: first-time vs experienced
A 30-60-90 day plan for new managers looks different depending on experience. A first-time manager, often promoted from the team, should spend more of the first 30 days on the shift from doing to leading: setting up regular 1:1s, learning to delegate and agreeing with their own manager on what is now expected. An experienced manager joining from outside should spend more time learning the business, the history of the team and the people before changing anything.
30-60-90 day plan for a leadership position
A 30-60-90 day plan for a leadership position, such as director, head of department or executive, keeps the same three phases but raise the scope. In the first 30 days meet the leadership team and key customers. By day 60 share a written assessment and priorities. By day 90 have an approved strategy, team structure and the metrics you will report on.
Tips for using a 30-60-90 day plan for managers
- Listen before you change things. Most first-month changes are undone later.
- Ask every report the same three questions: what is working, what is not, what would you change.
- Share your 30-60-90 day plan for managers with the team so they know what to expect.
- Pick quick wins the team cares about, not only ones your manager sees.
Track the plan after day 90
Peoplebox brings goals, 1:1s and check-ins into one place, so the 30-60-90 day plan flows into regular performance reviews.
Related guides
- Leadership SMART goals examples
Goals for the day 90 phase and beyond.
- One-on-one meetings guide for managers
How to run the first 1:1 with each report.
- IDP examples for managers
Development plans to agree with each report.
- What is an OKR?
Set team goals for the quarter.
30-60-90 day plan for managers FAQs
What should a new manager do in the first 30 days?
Meet each direct report one to one, meet your own manager and key peers, review the team’s goals, metrics and processes, and note what is working and what is not before making changes.
What is a 30-60-90 day plan for a leadership position?
It is the 30-60-90 day plan for managers with a wider scope: meet leaders and customers in month one, share an assessment and priorities in month two, and have an agreed strategy, structure and metrics by day 90.
How do I present a 30-60-90 day plan as a new manager?
Share a one-page version with your manager in week one, then a short version with your team. Focus on what you will learn first and when you will share a plan.
What quick wins can a new manager deliver?
Fixing a broken meeting rhythm, clearing a long-standing blocker, clarifying team priorities, or speeding up an approval the team finds slow.
Is this 30-60-90 day plan template free?
Yes. You can build and edit the plan on this page for free. To download it in Word or PDF, or copy it for Google Docs, you share your name, work email and phone number once. After that, every HR Toolkit download stays unlocked in your browser.
Can I edit the plan in Word or Google Docs?
Yes. The Word file opens in Microsoft Word and can be uploaded to Google Docs. You can also use Copy for Google Docs and paste into a new document with the formatting kept.
Is the information I type stored?
No. The plan is built in your browser and what you type is not sent anywhere. Only the name, work email and phone number in the download form are shared with Peoplebox.
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