![]() Understanding existing OKRs is a great way to get a better sense of the current status of direction of different teams. Read existing strategy documents like annual road maps or objectives and key results (OKRs). Ask many questions about the company, culture, goals, and challenges. Be a spongeĪsk your manager and stakeholders what you can tackle in the first 90 days that will allow you to hit the ground running, as well as make a significant impact in the organization. Instead of, “Meet many product stakeholders”, try, “Schedule 5 initial 1:1s with product stakeholders in the first 30 days”, and “Set up 3 regular 1:1s with stakeholders outside of my organization within 60 days”. In each stage of your strategy plan, your goals should be SMART: specific, measurable, attainable, realistic, and time-bound. Identify how short-term goals feed into the bigger picture. Think about the steps it’ll take to set yourself on track to be successful in the role long-term. Does your team have specific long-term goals? Is there anything particularly important that senior leadership wants to see? Reflect on your overall priorities and identify why the company hired you. Start by identifying your big goals for the first three months, then break it down into manageable tasks for each month. Six tips for making a 30-60-90-day plan 1. I used it as a checklist for my goals, as well as who to meet with. ![]() When I moved from managing the JavaScript Cloud Advocacy team at Microsoft to managing multiple teams, drafting a 30-60-90-day plan helped me think about priorities, set realistic time-bound expectations, and identify the highest priorities for myself and my teams. ![]() It’s a reminder of priorities, and defines what you plan to accomplish in the time frame. It’s a key part of a robust onboarding process. It serves as a guide, a resource, and a checklist. It allows you to identify the largest challenges, and set goals. What is a 30-60-90-day plan?Ī 30-60-90-day plan is a tool for new managers or managers new to their role to gain clarity of what’s expected from them. Here’s how to write one for a smooth transition. A 30-60-90-day plan can set you up for success in your new job. In between onboarding and getting to know your direct reports, you need to familiarize yourself with the tech stack, tooling, operations, and rhythm of the business. These examples are just a drop in the bucket of what goes in a good plan.Starting a new job as an engineering manager can be overwhelming. Work with supervisor to set long-term goals.Use the 80/20 Rule to evaluate time and/or task management.Establish relationships with assistants / support departments.Learn as much as possible through company training and self-education about corporate policies, company culture, equipment and techniques.Use 80/20 Rule to evaluate staff performance.Visit other departments to determine tasks/ relationships.Do a SWOT Analysis to inform strategic planning.Brainstorm new & creative ways to get prospects’ attention in the field and ask your manager’s input.Continue calling upon accounts and prospects within territory, completing 3-5 cycles before month’s end.Fine tune most efficient driving route through territory.Make sure all Anchor, Core & Developmental accounts have been visited. Continue calling upon accounts and prospect within territory, completing 2-3 call cycles before month’s end.Meet and establish relationships with the sales team.Let me give you just a few examples of how this looks in 3 different areas…sales, management-level jobs, and technical jobs. ![]() The last 30 days (the 90-day part) are the “getting settled” part, so this section should include things that take more initiative, such as handling projects on your own or going after new business. The next 30 days (the 60-day part) are focused more on getting rolling in your job…less training and more activity. The first 30 days of your plan is usually focused on training–learning the company systems, products, and customers. The 30/60/90-day plan is the way to do that. To really shine in the interview, you want to blow the hiring manager away with your focus, energy, initiative and dedication right from the start.
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