Personal goals: These goals are more about getting to know the people in the team and the leadership and establishing workplace relationships.Performance goals: Concrete goals employees want to accomplish or complete as part of their new role.Learning goals: Includes the knowledge and skills employees need to acquire to succeed in their roles.Goals are categorized into learning, performance, and personal goals. Measurable goals – For each phase, goals are set that roll up to your focus and priorities.For instance, for a sales rep, the priority for month one might be learning about the company’s sales funnel or listening to high-performing team members’ sales calls. Priorities for different phases include learning internal processes, performing job roles independently, proposing solutions to problems, etc. It is important to outline high-level priorities to be completed in each phase. Priorities – Priorities are more specific than the focus phase, but broader than individual goals.The third month is about executing the strategy mapped out in the second phase and contributing to projects within the team. The second month focuses on adding value to the organization, planning, and contributing to the team. Typically, the first month of a new job focuses on understanding the company culture, roles and responsibilities, and absorbing onboarding materials.
Focus – The focus is your objective for each phase of the month.A 30-60-90 day plan includes the following elements:
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