Every business looks to achieve goals and hit targets. This is what makes a business successful and stable. As a business owner, you may want your employees to focus on certain tasks and achieve their set of responsibilities. A new employee may feel overwhelmed and confused in many situations. This is where as a business owner or a manager, you need to guide them during the early few weeks. This initial guidance can help them understand the business goals and work accordingly. To accomplish this, businesses can use a specific business plan. Business Plan 30-60-90 is one of them!
In this article, I would like to highlight the 30-60-90 business plan method that businesses use to help employees with their initial targets and tasks.
What is A Business Plan 30-60-90?
It is simply a document or a plan that you can provide to your new employee regarding what he needs to focus on in the next 30,60, and 90 days. Being a new employee can confuse you about what to focus on. A 30-60-90 plan simplifies this for you. This plan primarily consists of what you need to accomplish or target in the first 90 days as per your work profile.
The main agenda of this document or plan is to prepare milestones or targets in an incremental format. If you are prepared with a list of tasks for the first 30 days, then 60 days, and 90 days – it becomes easy to prepare and work. The 30-60-90 plan can be prepared by the employee or the hiring manager. If the employee prepares this plan, he needs to ensure he is aligned with the organizational goals to start with. Whereas it may be a little easy for the hiring manager to prepare one for a subordinate employee.
So, a 30-60-90 business plan is
- A document that outlines your goals for the first 90 days as an employee
- Prepared by you (employee) or your senior hiring managers.
- A list of tasks aligning with the goals of the business.
- Helps you know your targets in a structured manner.
What Are The Benefits Of the Business Plan 30-60-90
There is no rule to use a business plan 30-60-90 every time you hire employees. However, most businesses use this as this comes out to be a good practice. There are many benefits that a good, well-structured business plan 30-60-90 can provide you and your employees.
Here are some of them!
- Structured list of targets/goals your employee needs to achieve.
- Helps you track the progress of the employee’s work.
- Helps you manage your time and focus on important goals.
- Helps you prioritize your tasks as per the timeline set.
- Ensures a smooth transition into your new job profile.
How To Make A Business Plan 30-60-90
There can be many approaches to making a well-defined business plan 30-60-90. The method you use may depend on your business goals and domains. However, there is always a certain pattern that you can follow while creating this plan. The overview is somehow similar and then minute details may differ.
So, here are some steps that you can follow to create a business plan 30-60-90.
1. Define Company Goals
Any employee working for a business needs to accomplish the company goals. The goals you set for any employee have to align with the goals of the company. This is how each employee can contribute the most and become productive for any business.
Our first step should be to understand and define the goal of the company for the next 90 days. This will determine what tasks and targets your employee should work on. So, define what your company is targeting and then you move to the next step!
2. Define Employee Goals: First 30 Days
Under this you need to plan and define all the tasks your employee needs to achieve in the first 30 days of his joining. It can vary depending on your organizational structure and company goals.
But the most common method every company uses is to ask the employee to understand the company goals and learn the tools used in the company. As your employee, he needs to be familiar with all the tools you use. So, this often comes as the task for the first 30 days.
3. Define Employee Goals: First 60 Days
Under this you need to plan and define all the tasks your employee needs to achieve in the first 60 days of his joining. The tasks you put under this would depend a lot on what was achieved in the first 30 days by your employee.
Maybe certain tasks went unfinished or were later decided to be withdrawn. It can also be that the employee over-achieved his targets and was able to accomplish a lot in the first 30 days. This can allow you to expand the targets and start with new goals immediately.
4. Define Employee Goals: First 90 Days
Under this you need to plan and define all the tasks your employee needs to achieve in the first 90 days of his joining. On a similar pattern, what your employee was able to achieve in the first 60 days will determine what tasks you want till 90 days complete.
This mostly contains the implementation of whatever was learned and achieved in the first 2 months. You can now expect your employee to start contributing on a larger scale and with new targets.
5. Resource Allocation
Whatever you hope from your employee requires a set of resources. Without proper resources, any employee wouldn’t be able to achieve what he is asked for. As a company, you need to list all the resources your employee would need to accomplish his tasks.
The resources may include tools, a new budget, or even an intern! All this depends on the type of goals you set and the timeframe in which you want them to be achieved.
6. Tracking Progress
This is the final step in your business plan 30-60-90. No matter how structured your plan is, if you cannot track it – you will eventually fail. You need to prepare a tracker to track and take a record of every task assigned to your employee.
Tracking the progress depends on your own abilities. Some managers want tracking sheets, some want everything on emails, or some would only ask for the final number/result of the task. This is up to you how to track the progress of the tasks you have set for your employee.
Example: A Business Plan 30-60-90
I have worked in the field of lead generation, business development, and sales. Using my experience, I would try to provide an example of a business plan 30-60-90 that you can refer to.
Let’s assume the job profile of the employee to be in business development and sales.
Defining Company Goals
- The company goal is to onboard 10 more clients in the next 90 days.
- Minimum 3 premium clients with a profit of more than $50K per month.
- And the rest 7 clients can fall below this revenue range.
- If the rest 7 clients are also premium – obviously a good milestone.
Define Employee Goals: First 30 Days
- Learn Lead Generation Tools
- Learn CRM used by the company
- Study the present clientele of the company
- Learn and perform a SWOT analysis about our competitors.
Define Employee Goals: First 60 Days
- Prepare your leads database
- Record everything in the CRM
- Start sales reach outs to all your leads
- A daily minimum reach out of 30 leads.
Define Employee Goals: First 90 Days
- Carry negotiations with at least 5 clients.
- Close at least 2 clients with paperwork.
- Meanwhile, the sales reach outs still continue.
Resource Allocation
- Provide access to lead generation tools
- Provide access to CRM and its database
- Provide weekly training sessions with the training team
- Provide weekly doubt sessions with the training team
Tracking Progress
- Track progress directly from the CRM database
- Track daily sales reach outs
- Track how many leads responded.
- Track any roadblocks hampering the sales.
- Track the paperwork – if applicable.
So, here is a quick example of a business plan 30-60-90. Hope this helps!