Template

30/60/90 Day Plan for New Managers (Interactive Template)

An interactive, fillable 30/60/90 day planning template that helps new managers map stakeholders, set prioritized objectives, plan relationship-building, identify quick wins, outline learning goals, and define measurable success signals to review with their manager.

Interactive Tool

30/60/90 Day Plan — New Manager Template

Use this template to turn early energy into prioritized, relationship-centered action. Fill each section with concise, measurable items you can review with your manager and share with your team. Tips are included to help you make answers practical and verifiable.

Enter your full name and formal role/title (e.g., Alex Rivera — Engineering Manager).
Enter the date you started or the date this plan begins (YYYY-MM-DD).
Name the team, unit, or scope you directly manage or lead.
List 6–10 stakeholders. For each: name, role, interest or priority (what they care about), influence level (high/medium/low), and preferred communication cadence. Example: Jamie — Product Lead — cares about roadmap alignment — influence: high — cadence: weekly check-in.
Write up to three objectives that, if achieved, would show clear early impact. For each objective include a brief success measure (how you’ll know it’s done) and an owner or collaborator. Example format: Objective — Success measure — Who's involved.
List relationship goals with your team and key stakeholders (e.g., establish regular 1:1s within 2 weeks; meet each direct report for a 45-minute intro in first 30 days). Make them concrete and timebound.
Identify small, feasible changes that build credibility and remove obvious friction. Include estimated time to complete and any dependencies. Example: reduce weekly meeting length from 90 to 60 minutes — owner: me — deadline: 2 weeks.
Outline tasks or responsibilities you intend to delegate, who will take them, and your plan to support handover. Note any immediate decisions you plan to keep.
List 2–4 learning goals with concrete ways to learn (e.g., review ops dashboard twice weekly; shadow support team for one week). Include expected evidence you’ve learned it.
Describe the indicators that will show progress for each objective (qualitative and quantitative). Examples: team NPS improvement, cycle time reduced by X%, two documented process improvements, direct reports meeting development milestones. Specify how and when these will be measured.
Note known risks and external dependencies that could slow progress (e.g., hiring freeze, required tech access). For each, note mitigation or who can help remove it.
List specific asks (decisions, introductions, prioritization help, resources) and suggested timing. Keep asks concrete and actionable.
Choose how often you want 1:1 progress check-ins in the first 90 days.
Add details if you chose Other for cadence.
Prepare a short agenda to align expectations. Example items: confirm priorities, agree reporting cadence, clarify success measures, discuss support needs.
List next steps you will take after reviewing this plan with your manager, including owners and deadlines.
1 = Not confident / needs major changes, 5 = Very confident and ready to act.
Select Yes when you want others to see it; No if it’s still a draft.
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