30/60/90 Day Plan Template

**30 days. Floor walks.** Every shift. Every day. No exceptions. Meet every salaried person. Sit in on every line's morning standup. **60 days. First Lean event.** Pick the lowest OEE line (Line 3). Run a focused kaizen with the operators, not just the engineers. Implement what they recommend. **90 days. Capex memo.** Recommend the 3 highest leverage capex items. The CFO will know within an hour whether they go. **6 months. Line 3 hits 92% OEE.** Document the playbook from the kaizen and apply it to Line 1. Open the safety committee co-chair seat to an hourly operator. TRIR trending under 1.8. **1 year. The plant runs on its own playbook.** All four lines at or above 92% OEE. TRIR under 1.4 sustained 12 months. Hourly turnover under 16% rolling. Next year's capex plan written by the supervisors, signed by you.

There are two 30/60/90 plans worth writing. One is for the new hire — what they own in their first three months, before they are expected to deliver anything that goes into a board deck. The other is for you — your check-ins, your debriefs, the questions you are going to ask at each gate.

Most companies write only the first one, and they write it generic: "Day 1-30, learn the team. Day 31-60, build relationships. Day 61-90, drive results." That is not a plan. That is a stand-up comedy template.

A real 30/60/90 has specific deliverables tied to the role's 12-month KPIs. If the role owns same-store sales growth, day 60 should include a draft of the same-store sales plan. If the role owns OEE, day 30 should include floor walks across every shift. Specific. Anchored to the number.

Talent Traction generates both — the new-hire plan and your post-hire check-in cadence. Free. Customised to your role and your KPIs. Same methodology Mike runs on every executive search.

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Your role. Your company. In about fifteen minutes.

Answer a few questions about the role and the company. The kit builds alongside you. Free. No credit card. No sales call.

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Common questions

Things people ask first.

Is this just an onboarding plan?

It is more than that. The 30/60/90 lives inside a complete Talent Traction System — alongside the scorecard, the JD, the interview guide, and the post-hire review system. They all reference each other.

What if the role changes in the first 90 days?

Then you update it. The kit is yours; edit any section any time. The methodology gives you a starting point, not a contract.

A 30/60/90 that is not 'meet your team for the first 30 days.'

Your role. Your company. In about fifteen minutes.

Things people ask first.

One short email a week. The move most teams miss.

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