The first two months in your new role have flown by, your 60-day plan has helped you develop key professional relationships and create a plan to better influence the wider business. You’re now in the final month of your probation period. You’ve met with key stakeholders, developed, and begun work on your strategy to achieve your short and long-term goals. You have a mentor and know your skills and knowledge gaps, and have identified ways to make positive changes in the wider business.
In this third and crucial month in your new role, it is key that you really start delivering on your plans and strive to work on your personal development plan to ensure any identified skills or knowledge gaps are closed.
To help plan for success, here is our guide to the first 90 days to ensure you are making the most of our template.
The first 90 days plan
Step 1. Check in with your manager
You’re in the third month of your new role. It is important to check in with your manager to review your progress. How are you tracking with your three-month plan? Are you performing well and are there any areas you might need additional support with? Agree what your next steps should be moving forward and what areas you should focus your development on.
Step 2. Establish your priorities
If needed, update the business priorities in your 90-day plan. Following your conversation with your manager, be sure to include any additional priorities you might now have to enable you to stay in line with your three-month plan and meet any development needs identified.
Step 3. Plan the actions you need to take
Where you identified opportunities to implement fast changes for early wins, be sure to start implementing plans to deliver these ideas and improvements. As you become more integrated into the team and wider business, you will become more privy to larger projects and be more involved with actioning them, therefore, you are likely to have a much larger list of tasks you are required to complete. Be sure you are tracking your tasks and fulfilling your required actions as needed.
Step 4. Determine your deliverables
Like with your 60-day plan, this may or may not have changed. At this stage of your onboarding process, however, it is likely that it has as you should have been introduced to new tasks progressively over the past two months. Be sure you are tracking these day-to-day tasks and completing them as required and to your highest standard.
Step 5. Identify your development needs
Personal and professional development is an ongoing action. Whether or not you or your manager identified any particular areas you need to develop, you should always seek to increase your knowledge and grow your network. Seek out any relevant groups, networks and/or events that might be happening around your organisation or at external industry-specific organisations.
If there were areas identified to develop add them to your plan and review your progress. Continue to work on your development plan and seek out any feedback from your manager as you need.
See below an example of our 90 days plan template and a blank copy for you to plan for success in your new role.
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