The 30/60/90 framework is a structured approach to setting short-term goals over the first three months of a new role, project, or shift in responsibilities. It’s most often used during employee onboarding, but it’s equally effective for leadership transitions, performance improvement, or longer-term development planning.
Why It Matters
Breaking the first 90 days into three phases helps prevent overwhelm, supports strategic thinking, and sets the stage for clear, measurable growth. It gives managers and team members a shared roadmap and creates multiple checkpoints for alignment and support.
Phases
First 30 Days: Learn
- Focus: Observation, listening, training
- Understand the team culture, values, and systems
- Build relationships and trust
- Shadow, absorb, ask questions
🌱 This phase is about learning the ropes, not changing them.
Days 31–60: Contribute
- Start applying knowledge
- Take ownership of small tasks or areas
- Offer insights, suggest improvements
- Continue building confidence and collaboration
✏️ This phase is about starting to contribute while still learning.
Days 61–90: Own
- Take full responsibility for core duties
- Show initiative and problem-solving
- Reflect on progress and define goals for the next 90 days
- Begin mentoring others or supporting new staff (if appropriate)
💪 This phase is about stepping into the role with confidence and autonomy.
How to Use It in Team Management
- Use it to onboard new team members in a structured, empowering way
- Apply it when promoting someone internally or shifting responsibilities
- Use it as a coaching tool for performance improvement plans
- Revisit the framework during annual reviews to realign growth