What makes for an individual contributor doesn’t always translate to great leadership. With great power comes great responsibility, but it’s not always a smooth transition to having the final say. It’s shift to serve your former peers as a boss and manage new, often strategic responsibilities. The good news is that a 30-60-90 day management plan foresees the challenges many first-time managers face. If you’re seen as ineffective, peers in management may go around or above you rather than building partnerships.

Your relationship with your manager may not be as strong-meaning you might not be able to lean on them when you need.When it drops, productivity can lag for as long as five years.(And all you really have is your people.)

If you don’t find a way to invest in relationships with your direct reports, you lose your greatest asset.

It’s a flow on effect with the following not-so-desirable milestones. Failing to connect with your team and effectively translate business goals to everyday work can mean getting a lashing from both sides. You are the conduit between strategy and performance. It also creates a more deliberate entry point for your transition, mapping impact beyond the job description.įor many organisations, this is what they’re looking for in a leader or manager. Why is a 30-60-90 day management plan important?Ī 30-60-90 day plan acts as a safeguard against new job anxiety at best and poor performance at worst. It serves as a plan of action with short-term performance goals aimed at making their onboarding smooth but impactful. The 30-60-90 day management plan outlines what a new manager hopes to achieve in their first 30, 60 and 90 days in their role.

306090 plan example