Six free 30-60-90 day plan templates, available as Word documents and printable PDFs. Pick the one that fits your situation, or use the interactive builder below to create a fully personalized plan in minutes.
Every template is structured around three 30-day phases — priorities, tasks & actions, milestones, and success metrics for each — plus space for your top goals, key stakeholders, and personal success metrics at the top.
Build a personalized plan instead
If you’d rather skip the blank fields and get a plan tailored to your situation — with your name, your company, and your goals woven throughout — use the builder below. It walks through five quick steps and produces a finished plan you can download as Word or PDF.
Which template should you choose?
General template
The default starting point. Works for any role, any industry, any seniority level. Phases are framed as Learn → Build → Lead. Best if you want a clean, neutral structure to fill in yourself.
Managers template
Built for first-time managers and experienced managers stepping into a new team. The framework shifts to Listen → Diagnose → Execute, reflecting the reality that new managers should listen far more than they act in the first 30 days.
For a full walkthrough of the manager-specific 90 days, including week-by-week tasks and common mistakes, see the 30-60-90 day plan for new managers.
Executives template
For directors, VPs, and C-suite transitions. Same Listen → Diagnose → Execute framing as managers, but the prompts emphasize stakeholder mapping, board alignment, and the strategic listening tour that defines successful executive transitions.
For the full walkthrough with stakeholder mapping and board-ready milestones, see the 30-60-90 day plan for executives.
Sales template
For new sales reps, AEs, and sales managers — including territory transitions. The framework is Learn → Pipeline → Close, with prompts for pipeline coverage, account planning, and ramp quota.
For the full walkthrough including pipeline coverage targets and a rescue plan for when ramp stalls, see the 30-60-90 day sales plan.
Interview template
A 30-60-90 day plan you can bring into your interview. Prompts are framed in the conditional (“here’s what I’d focus on”) rather than as commitments, and emphasize the kind of strategic thinking interviewers want to see.
For the full walkthrough including how to research the company from the outside and present the plan in the room, see the 30-60-90 day plan for interview.
Onboarding template
For managers building a structured 90-day plan for a new hire on their team. Phases are framed as Welcome → Coach → Confirm, with prompts focused on training, feedback loops, and confirming full ramp at day 90.
For the full manager’s walkthrough including pre-boarding, scheduled reviews, and when onboarding goes wrong, see the 30-60-90 day onboarding plan.
What’s inside every template
All six templates share the same structure, just with different framing:
- Cover details: Name, role, company, start date, manager, and reviewer fields.
- Top 3 goals: What does success at 90 days look like?
- Key stakeholders: Who matters most for your success?
- Personal success metrics: How will you know you’ve succeeded?
- Three 30-day phase blocks, each with priorities, tasks & actions (with checkboxes), milestones, and success metrics.
- Notes & reflections page for ongoing observations.
Word vs. PDF — which to download?
Word (.docx) is the right choice if you want to fill the template in digitally — type your priorities, check off tasks, and update as you go. The Word version is fully editable in Word, Google Docs (after upload), or any compatible editor.
PDF is best if you’d rather print the template and fill it in by hand, or if you want a clean, locked version to share. The PDF is identical in structure to the Word version, just non-editable.
How to use these templates effectively
Start with expectations, not the template
Before you fill in a single section, talk to your manager about what success at 90 days looks like for them. The template is a structure — the real value comes from filling it with the right priorities, which depend entirely on what your manager and team need.
Be specific about milestones
“Get to know the team” is not a milestone. “Hold 1:1s with every direct report by day 21” is. The more specific your milestones, the more useful the plan will be for keeping yourself accountable and reporting progress.
Update the 60-90 day portions at day 30
The 60-90 day sections are best treated as hypotheses, not commitments. Around the 30-day mark, you’ll know things you didn’t know on day 1. Take 30 minutes to update those phases based on what you’ve learned — your plan will be far more accurate the rest of the way.
Share the plan with your manager
A plan that lives only in your folder is half a plan. Walk your manager through it in your first or second 1:1, ask for feedback, and incorporate their input. This conversation alone is worth more than the document itself.
Want a fully personalized plan instead?
If you’d rather not start from a blank template, the personalized 30-60-90 day plan builder walks through five quick steps and produces a complete plan with your name, your company, and your goals woven throughout. The builder includes content for all six situations (general, managers, executives, sales, interview, onboarding) and four framework styles (Learn-Build-Lead, Listen-Diagnose-Execute, Observe-Plan-Act, Foundation-Quick Wins-Strategic Impact).
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