How to create a 30-60-90 day plan for internal promotion

Ready to level up and land that internal promotion? A 30-60-90 day plan might just be the secret weapon you need. Think of it as a roadmap that outlines your strategy for making an impact during your first three months in the new role. With a solid outline, you can show your boss that you’ve got a game plan for success. In this article, we’ll break down everything you need to know to create your own 30-60-90 day plan for an internal promotion so you can get noticed and make a great first impression.

What is a 30-60-90 day plan?

A 30-60-90 day plan is a simple but powerful tool that breaks down your first 90 days in the role into three clear phases. The first 30 days are all about learning, the next 30 are for planning, and the final 30 days are all about taking action and delivering results. It’s your way of showing that you understand what it takes to succeed and sharing how you plan to crush it in your new role. Here’s the breakdown:

• 30 days: Focus on learning the role, building relationships, and understanding the team dynamics.
• 60 days: Start implementing strategies and making improvements based on your observations.
• 90 days: Drive impact by delivering measurable results and laying the groundwork for future success.

Why use a 30-60-90 day plan for internal promotions?

Creating a 30-60-90 day plan for an internal promotion is like setting yourself up for a home run. It helps you walk into your new role with confidence and clarity. But why is it so effective? Here’s what it brings to the table:

• It proves you’re ready: It shows your manager that you’re not just thinking about the role — you’re ready to own it.
• It sets you up for wins: When you outline clear goals, you make it easy to rack up early wins and build momentum.
• It creates a roadmap for success: With a plan in place, you’re not just winging it — you know exactly where you’re headed and how to get there.

In other words, a solid 30-60-90 day plan is your way of saying, “I’m prepared, I know what I’m doing, and I’m here to add serious value.”

Elements of an effective 30-60-90 day plan

So, what goes into a well-crafted 30-60-90 day plan? Let’s take a closer look at what to incorporate to be successful at every stage:

• Clear goals: Set specific goals that align with your role and your manager’s expectations. Focus on key deliverables for the first 30, 60, and 90 days.
• Priorities: Plan to become familiar with your new responsibilities and build connections during the first 30 days. Then move on to identifying challenges, proposing solutions, and delivering the best results you can in your new role. 
• Actionable steps: Break your goals down into bite-sized steps that you can realistically tackle. Make sure these steps are meaningful and drive impact.
• Metrics for success: Decide how you’ll measure success. It could be completing projects, improving team processes, or simply getting positive feedback.

“A solid 30-60-90 day plan is your way of saying, ‘I’m prepared, I know what I’m doing, and I’m here to add serious value.'”

How to create your own 30-60-90 day plan for an internal promotion

Ready to put it all together? Here’s how to craft your own 30-60-90 day plan that’ll make your promotion a no-brainer.

Step 1: Get to know your new role

Before you even start planning, do your research. Understand what’s expected, talk to your team, and dig deep into what success looks like. Get clear on your department’s goals and how your new role fits into the bigger picture.

Step 2: Map out each phase

Create a separate focus for each 30-day period:

• 30 days: Learn the ropes, get to know your team, and learn about current projects.
• 60 days: Start implementing changes, fix pain points, and establish yourself as a reliable go-to.
• 90 days: Take full ownership and show you’re ready to lead.

Step 3: Align with your manager

Don’t just keep your plan to yourself. Make sure you get buy-in from your manager. Set up a meeting to go over your plan, listen to their goals for your new role, and get aligned on priorities. By the end of your meeting, your manager might just be your biggest cheerleader and ally to help you snag the promotion. 

Step 4: Review and revise

Your plan is a living document, so don’t be afraid to tweak it as you go. Keep track of your progress and adjust your goals based on feedback and results. Remember to share your progress with your manager by setting up check-ins at the 30, 60, and 90-day marks. 

Example of a 30-60-90 day plan for an internal promotion

Need some inspiration? Here’s a quick example of what a 30-60-90 day plan might look like:

30 days: Focus on learning and relationship-building.

• Meet with key team members and stakeholders.
• Review current processes and identify areas for improvement.
• Document all key workflows and responsibilities.

60 days: Start making an impact.

• Implement process improvements and establish best practices.
• Take on a small leadership role in a project.
• Gather feedback from the team to refine your approach.

90 days: Drive results and showcase value.

• Deliver a key project that demonstrates your skills.
• Present your achievements and outline future initiatives.
• Propose a plan for ongoing development and team success.

How to stay accountable to your 30-60-90 day plan

Having a plan is great, but sticking to it is the real challenge. Here’s how to stay on track:

• Set micro-goals: Break down each month’s goals into weekly or daily targets.
• Get a mentor: Find someone who’s willing to check in on your progress.
• Document everything: Keep a journal of what’s working, what’s not, and what needs to change.
• Share your wins: Regularly update your manager to stay aligned and show progress.

Tips for success: What to avoid when creating your 30-60-90 day plan

Even the best plans can go sideways if you’re not careful. Here’s what to avoid:

• Being unrealistic: Don’t set goals that are out of reach — focus on impact, not perfection.
• Going solo: Don’t keep your plan a secret. Share it with your team and manager.
• Ignoring feedback: Make sure to ask for input regularly and be ready to pivot if needed.
• Sticking rigidly to the plan: Be flexible. If new priorities pop up, don’t be afraid to adjust your goals.

FAQs: Everything you need to know about 30-60-90 day plans

Have questions? We have answers. Here’s everything you need to know about 30-60-90 day plans to set you up for success:

How detailed should my 30-60-90 day plan be?

Keep it focused and goal-oriented. Your plan should outline your top priorities, specific goals, and key metrics for each 30-day period. Think quality over quantity. Don’t overwhelm yourself or your manager with unnecessary details.

Can I create a 30-60-90 day plan if I’m not yet promoted?

Absolutely. You can use it to pitch yourself as the ideal candidate for an internal role. A solid plan demonstrates your initiative, readiness, and commitment to success.

What should I do if I’m falling behind on my 30-60-90 day plan?

Don’t panic. Review your goals, re-prioritize if needed, and get input from your manager. The objective is to stay adaptable and focused, not rigidly locked into the plan.

Start creating your 30-60-90 day plan for a successful promotion

Creating a 30-60-90 day plan for an internal promotion gives you a powerful tool to show you’re ready to thrive in your new role. With a clear vision, actionable goals, and a strategy to track your progress, you’ll stand out as the candidate who’s not just thinking about the job but is already planning to crush it. So, grab a pen (or your laptop), and start building your plan today. Your next promotion is just one solid strategy away. If you decide to look for a new job, upload your resume to CareerBuilder today.

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