Managing a team to drive a company’s growth and overall success is an excellent opportunity for any professional to exhibit their leadership skills. Studies have shown that changes implemented within the first 100 days of a change in leadership set the path for the rest of the financial year for any organization. A 30-60-90 day plan is designed to help managers, new and seasoned, set their team for success in the long run.
This guide explains more than just the 30-60-90-day framework. We discuss how practical insights, action-driven strategies and implementing performance metrics can set your organization up for long-term success.
What Is A 30-60-90 Day Plan?
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Managerial roles are coveted by many but only a few master them. What sets great managers apart is their ability to recognise key goals and challenges and create frameworks that deliver swift and effective results. A 30-60-90 day plan is one of the stepping stones to achieving managerial excellence. It is a systematic layout of some of the critical objectives to achieve within the first 90 days of work, focusing on learning, building key relationships and eventually contributing to the team.
Why a 30-60-90 Day Plan is Crucial for New Managers
- Builds Credibility: Demonstrates strategic thinking and intent to align with business goals, creating trust between managers and team members.
- Drives Team Engagement: Builds team spirit, encouraging individual team members to contribute, thus building a good rapport with your new team.
- Accelerates Impact: Enables early wins, setting the stage for long-term success.
- Reduces Role Uncertainty: Provides a clear roadmap for execution and accountability.
Phase 1: The First 30 Days – Observe, Listen, and Learn
Goals:
- Build rapport with your team and stakeholders.
- Understand team dynamics, challenges, and workflows.
- Set mutual expectations.
- Identify what drives quick wins and immediate impact areas.
Key Actions:
1. Establish Trust and Open Communication
🔹 Conduct 1:1 meetings with team members to understand their strengths, motivations, and concerns.
🔹 Set up introductory meetings with cross-functional teams and senior leaders to understand their expectations.
🔹 Foster an open-door policy and encourage transparent discussions.
2. Understand Business Objectives and Performance Metrics
🔹 Review company strategy, team OKRs, and historical performance data.
🔹 Assess key initiatives and expectations and come up with strategies that align with the senior leadership’s projections.
🔹 Identify urgent bottlenecks that require immediate attention.
3. Evaluate Team Strengths and Skill Gaps
🔹 Identify high-performers and leadership potential within the team.
🔹 Assess areas for upskilling and create a learning roadmap.
🔹 Define initial competency benchmarks for the team.
Success Indicators:
- Completed 1:1 meetings with all team members and key stakeholders.
- Documented team goals and quick wins.
- Clear understanding of business objectives and team structure.
Phase 2: Days 31-60 – Build and Strategize
Goals:
- Implement process improvements and optimize workflows.
- Strengthen team collaboration and alignment.
- Set short-term and long-term performance goals.
- Identify leadership opportunities within the team.
Key Actions:
1. Implement Quick Wins and Process Enhancements
- Introduce efficiency improvements based on early observations.
- Automate repetitive tasks, streamline meetings, and remove roadblocks.
- Launch a team initiative to encourage problem-solving and innovation.
2. Define and Align Goals Using OKRs or SMART Metrics
- Set clear team and individual goals that align with company objectives.
- Establish measurable KPIs to track progress and impact.
- Develop accountability mechanisms for goal tracking.
3. Strengthen Team Dynamics and Collaboration
- Organize team-building activities to foster trust.
- Facilitate cross-functional collaboration for increased efficiency.
- Introduce mentorship and peer learning programs.
Success Indicators:
- Documented team and individual goals with clear KPIs
- Implementation of at least one major process improvement
- Increased team engagement and collaboration
Phase 3: Days 61-90 – Execute and Optimize
Goals:
Drive business outcomes with measurable impact.
- Foster a high-performance team culture.
- Assess, filter, and implement feedback to optimize leadership style.
- Develop a long-term agile strategy that drives successful results in the long run.
Key Actions:
1. Review and Optimize Team Performance
🔹 Conduct a mid-quarter performance review and make suitable adjustments to business strategies from time to time.
🔹 Address performance gaps through coaching and mentorship.
🔹 Recognize and celebrate team achievements to boost morale.
2. Establish a Culture of Continuous Learning and Growth
🔹 Encourage upskilling through training and development programs.
🔹 Implement real-time feedback loops for team members.
🔹 Provide clear career growth opportunities to retain top talent.
3. Refine Your Leadership Approach
🔹 Seek anonymous feedback on your leadership style.
🔹 Adjust communication and decision-making based on team insights.
🔹 Develop a 6-12 month strategic plan for sustained success.
Success Indicators:
Improved team performance metrics and productivity
Positive feedback from peers and direct reports
A clear strategic roadmap
Start Your 30-60-90 Day Journey
When implemented correctly, a well-structured 30-60-90 day plan can drive tremendous results contributing to an organization’s success. For new leaders, having a roadmap can help them understand their organization’s long-term business goals, develop successful relationships within and outside their team, enable them to build a team of effective contributors and craft successful strategies that align with their organization’s goals, all of which are important elements of successful leadership.
