90 day business plan for sales managers

How to Create a 30-60-90 Day Sales Plan [Template + Examples]

Casey O'Connor

What Is a 30-60-90 Day Sales Plan?

What are the benefits of implementing this sales plan, how to create a 30-60-90-day sales plan, 30-60-90-day sales plan template, 30-60-90-day sales plan examples.

A 30-60-90 day sales plan is a three-month sales plan that outlines the approach and specific strategies that a new sales rep or sales manager will take in their first 90 days on the job.

When a new sales rep creates a well-thought-out 30-60-90 day sales plan, it demonstrates to their team and manager that they’re a self-starter and have the skills and strategy to do their job effectively and efficiently.

In this article, we’ll go over everything you need to know about the 30-60-90 day sales plan, including why it’s so important, how to make your own, and a few examples to help you get started.

Here’s what we’ll cover:

• How to Create a 30-60-90 Day Sales Plan
• 30-60-90 Day Sales Plan Template
• 30-60-90 Day Sales Plan Examples

A 30-60-90 day sales plan is a clear outline of what a new salesperson or sales manager plans to learn and achieve in their first three months in the role.

Generally speaking, it’s a good idea to create your own 30-60-90 day sales plan any time you begin a new sales role. This demonstrates to the hiring manager — and, later, your new sales manager and colleagues — that you:

• Take initiative to plan for your success
• Look forward to learning about the company and integrating with the current team 
• Have specific ideas about how to add value to the organization

If you don’t create your own 30-60-90 day sales plan, some managers will make one for you. They may ask you to adhere to it as they evaluate your progress and offer feedback about your initial performance.

Each 30-60-90 day sales plan is unique, as they’re created based on the specific goals, skills, and organizational specifics of each individual sales professional and their company. 

That being said, they all generally tend to follow a similar framework: learn – implement – analyze & optimize.

This kind of initiative does not go unnoticed in a sales interview, and — when you eventually get the job — will help the onboarding process run as smoothly as possible. A great 30-60-90 day sales plan can significantly reduce ramp-up time and increase productivity in new hires. 

There is very little downside to creating and implementing a 30-60-90 day sales plan. Although there is a bit of legwork involved in the process, the results are well worth it. Remember — failure to plan is a plan to fail.

The benefits of this plan, on the other hand, are numerous and significant. Both individual sales reps/managers and overall organizations alike benefit from the structure and focus on results that 30-60-90 day sales plans provide.

Empowers Employees to Position Themselves for Success

When a salesperson takes on a new position, a 30-60-90 day sales plan can help them onboard with intention.

Not only does this kind of plan demonstrate to the manager that you’re serious about your (and the company’s) success, but it also helps outline the responsibilities of your new role for your own day-to-day benefit. It gives you an easy-to-follow plan as you navigate the challenges of starting a new position.

It also helps new sales reps and managers create and work toward sales goals in a scalable and sustainable way.

Enables Managers to Maximize Their Resources

Every sales manager appreciates when a new employee creates their own 30-60-90 day sales plan. Not only does it help ensure the success of the incoming rep, but it also enables the sales manager to make the most of their new talent and appropriately plan the way they’re going to use their resources.

A 30-60-90 day sales plan can also help highlight any misconceptions or misalignments the new employee has relative to their new role, or the organization as a whole. It creates a good opportunity for management and new hires to become fully in sync as they understand the scope of the job and define success in the role.

Creates Team-Wide Transparency

A 30-60-90 day sales plan can help foster trust between a new sales hire and their colleagues. It proves that the new hire is capable of taking initiative and meeting goals independently, and gives a clear indication of how the new hire will contribute to the team.

As mentioned above, each 30-60-90 day sales plan is highly unique. There is no one formula that will help sales professionals create a “perfect” plan.

There is, however, a general framework of steps that you can follow that will help you create a robust 30-60-90 day sales plan that’s specific to the organization with which you’re working. 

1. Research Your New Employer

Before a sales interview, or at least before onboarding at a new company, learn as much as you can about their business — who they serve, what they offer, and with whom they mainly compete. Generate a list of questions to ask about their operation and/or their goals.

2. Identify Your New Organization’s Goals

As soon as you can, try to find out some of the company’s business or sales goals. You might learn about these through a sales interview ; you could also gather this kind of information from social media or through LinkedIn. 

The point is to learn enough about some of the things the company is hoping to achieve; you can then speak to those goals in your 30-60-90 day sales plan. 

You’ll also want to ask if they have any goals for you as an individual. They might, for example, have a certain sales quota they’d like you to meet. These should also be incorporated into your 30-60-90 day sales plan. 

This takes a little extra effort, but it’s likely to resonate with a hiring or sales manager. It shows that you’re a team player, and that you have the skillset to help the company successfully reach their goals. 

3. Determine Your Own Priorities

It’s also important to take into consideration your own strengths and career goals when you’re making your 30-60-90 day sales plan. 

See how closely you can align your own professional priorities with those of the company; the more you can find ways to show that the two complement one another, the better off you’ll be.

4. Create a Timeline and Indicate How You’ll Measure Success

Some parts of your 30-60-90 day sales plan might be easy to measure. In Phase 2, for example, you might indicate that you plan to make 50 sales calls per day. That’s a metric that will be easy to account for and evaluate. 

Other components, though, might be tricker to define. In Phase 3, you might plan to “improve the way you handle objections.” This isn’t the most straightforward or tangible progress indicator, but it can be measured. 

A sales rep might determine that they’ve met this goal when they can speak confidently to a range of objections during a role play exercise, with fewer than 5 “errors,” with errors defined as extended pauses or verbal miscues. 

You’ll also want to assign timelines to each action or intended achievement. Being able to measure and put a timeframe on your goals are both important parts of the SMART goal framework.

The more specifically you can measure your progress, the more effective your plan will b e.

Tip: Growing your sales team? Grab some data-backed findings and strategies below.

The following template is an extensive and overarching checklist; not every item will apply to every salesperson or company. Similarly, you may find that you need to add additional components that are unique to your employment situation.

To make it your own, click “File” and select “Make a copy.”

Feel free to remove or add any items from this list; treat this as a template or guide and edit as needed for your circumstances.

Below are three examples of real-world 30-60-90 day sales plans. The first two are great examples of use cases we’ve outlined here in this article: a new sales rep and a new sales manager. 

Note, though, that there’s a third use case that we didn’t explore as fully: a new sales territory . The same basic principles of the 30-60-90 day sales plan apply similarly to this topic. 

As always, feel free to use and adapt as you see fit according to your specific circumstances.

New Sales Rep

This 30-60-90 day sales plan example is perfect for a salesperson starting a new position as a sales rep. 

• Complete all company-run onboarding, training, and/or coaching
• Learn about the company’s mission, values, and culture
• Become fluent in the specifics of the product and/or service
• Research the target market and ICP, and learn how to reach and communicate with your specific buyer personas
• Learn the names and roles of everyone on the team
• Schedule periodic check-ins with a mentor and/or managers to discuss progress
• Research your company’s competitors
• Identify a top performer who is willing to let you shadow them, and schedule a few times to do so
• Practice interacting with prospects
• Role play different sales scenarios with your mentor or other top performers
• Set sales goals using the SMART goal framework
• Keep a clear record/detailed notes about all of your sales activities so that you can optimize the process in the future
• Create a follow-up strategy and schedule
• Review your notes and identify areas of strength and improvement
• Make tweaks to your sales process and test them
• Create and stick to a daily schedule that aligns with your productivity goals
• Solicit feedback and incorporate it into your process

New Sales Manager

This 30-60-90 day sales plan example is perfect for a salesperson starting a new position as a sales manager.

• Identify key professional and personal pieces of information about every team member (i.e., birthday, kids’ names, preferred work environment, preferred method of communication)
• Identify any sales management tools you need, including technology like a CRM system
• Perform thorough research on the competition and current and historical market trends
• Study team sales reports to identify collective and individual strengths and weaknesses
• Observe and record the day-to-day operations of team members
• Implement at least one small change based on feedback from the team
• Identify skills gaps or areas of growth, both individually and team-wide
• Set new SMART goals for the team based on analysis and sales reports
• Make at least one small change to support the team
• Continue collecting and analyzing data
• Meet 1:1 with team members to offer and solicit feedback 
• Create a strategy for new training / coaching
• Collect data and run analysis on how your new strategy could generate more revenue
• Create a structured schedule that implements any changes

New Sales Territory

This 30-60-90 day sales plan example is perfect for a sales team that’s entering into a new sales territory.

• Define the market/trends of the new sales territory 
• Learn about the competition in the new territory, local or otherwise
• Study and understand the demographics of the new territory
• Identify ways to tweak your sales strategies based on demographics
• Perform a SWOT analysis to determine viability 
• Build the ICP and buyer personas for the new territory
• Identify the most profitable accounts in the new territory
• Create SMART sales goals
• Decide which KPIs to focus on and design a system for tracking and recording them
• Generate new leads
• Ask for feedback from team members, prospects, and customers
• Implement feedback as you optimize your process
• Outline your sales forecast for the next quarter/remainder of the year
• Create a sales process and workflows that align with your goals and forecast

Have you created and/or followed a 30-60-90 day sales plan before? How did it improve your sales process ? Would onboarding have been more challenging without one?

Tip: Looking for more sales plan templates? Grab them here –> 13 Sales Plan Templates .

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30-60-90 Day Sales Plan: The Complete Guide

Sales reps who use the 30-60-90 Day Sales Plan are  30%  more successful than those who don’t. This clearly supports the fact that without a structured plan, you might face stress and the risk of not meeting your targets, which can be frustrating.

Don’t know where to start?

This guide provides a step-by-step 30-60-90 Day Sales Plan. It helps you set clear goals, understand important strategies, and use the first three months effectively to achieve long-term success. Let’s dive in and boost your sales journey!

• What is a 30-60-90 Day Sales Plan?
• Empowers Sales Reps with a 30 60 90 Day Sales Plan
• Maximizes Resources with a Strategic 30 60 90 Sales Manager Plan
• Fosters Team Unity through Transparent 30 60 90 Day Objectives

Interviewing for a New Sales Position

On a new job, assignment to a new territory, creating a leadership strategy, leveling up sales skills, 30-day sales plan (day 1–30), 60-day sales plan (days 31–60), 90-day sales plan (days 61–90), 90 day sales plan (day 61-90).

• 30-60-90 day plan: Manager example
• 30-60-90 day plan: New sales territory example

Not including details

No plan to measure success, making an unclear plan, a fixed mindset, not following up with your manager, exceeding expectations with the 30-60-90 day sales plan, what is a 30-60-90 day sales plan .

A 30-60-90 Day Sales Plan is a plan that new salespeople use for their first three months on the job. It helps them set goals and know what to do.

Days 1- 30:  In the first month, new reps focus on learning about the company, its products, and how sales work.

Salespeople start by making connections with coworkers and customers. They learn what customers need and get to know the tools and resources they can use for sales.

Days 31-60:  During the second month, sales reps implement their strategies more. They identify target clients, develop sales techniques, and refine their pitch.

In the second month, they talk to more customers and find more people who want to buy things.

Days 61-90:  In the third month, the focus shifts towards expansion and refinement. Sales reps concentrate on closing deals, meeting targets, and exceeding customer expectations.

They improve by listening, assessing their progress, and planning.

During this time, they set bigger goals and prepare for the coming months.

What are the benefits of creating a 30-60-90 day plan? 

Following are some benefits of creating a 30-60-90 day plan:

1. Empowers Sales Reps with a 30 60 90 Day Sales Plan

A 30-60-90 Day Sales Plan serves as a transformative guide for sales reps new to the field. This structured approach breaks down the initial three months into distinct phases, offering a comprehensive sales plan template adaptable to various sales scenarios. It empowers reps with examples and templates, aiding in the creation of tailored plans for sales territories and individual growth.

The plan isn’t just about numbers; it’s a strategic 60-day sales business plan merged with a 90-day action plan, enhancing the performance of sales teams. It fosters skill development, boosts confidence, and aligns with strategic sales goals. Moreover, it supports the creation of free sales plan templates that encourage team collaboration, ensuring all team members contribute to the shared objectives.

2. Maximizes Resources with a Strategic 30 60 90 Sales Manager Plan

For sales managers, the 30-60-90 Sales Manager Plan optimizes resource allocation. It streamlines tools, training, and support, precisely matching them with outlined tasks and objectives. This plan empowers managers to curate sales action plans, enhancing team performance and driving toward set sales goals within the designated 30-60 90-day sales plan template.

The flexibility of this plan lies in its adaptability to diverse sales scenarios: a 90-day sales plan, a 30-60 90-day plan for sales territory management, or even a free sales plan template encouraging creative approaches. It doesn’t just assign tasks; it fosters collaboration, empowering managers to facilitate collective problem-solving among sales team members.

3. Fosters Team Unity through Transparent 30 60 90 Day Objectives

The cornerstone of our approach is the creation of a transparent 30 60 90 Day Plan that aligns with team objectives. This plan establishes shared goals and examples, encouraging open communication among sales team members. It nurtures a collaborative environment where discussions flow freely, aiding in the creation of effective sales plans and problem-solving strategies.

Transparent goal-setting ensures accountability, encouraging sales team members to take ownership of their responsibilities within the 30-60 90-day sales plan. 

When To Use A 30-60-90 Day Sales Plan? 

You can use the 30-60-90 Day Sales Plan at different career stages as a sales professional in various situations. It helps you succeed and grow.

Here’s how and when you can use this plan:

When applying for a new sales position, a well-crafted 30-60-90 Day Sales Plan can impress potential employers. 

It showcases your preparedness and strategic thinking, making you a standout candidate.

For new hires, this plan acts as a roadmap, easing the transition into the new role. 

It provides precise tasks and goals for the first three months, ensuring a smooth onboarding process.

As a sales rep in a new area, you can use this plan to learn about the market, make connections, and become well-known. 

It assists in adapting strategies according to the specific needs of the new territory.

As a sales manager and leader, you can use the 30-60-90 Day Sales Plan to guide your teams. 

It helps in setting clear objectives, aligning sales efforts, and achieving team-wide goals.

If you are looking to enhance your sales skills, this plan acts as a self-improvement tool. 

It enables focused learning, goal setting, and skill development within a structured timeframe.

How Do You Create A 30-60-90 Day Sales Plan? 

Creating a 30-60-90 Day Sales Plan is a strategic process that sets the stage for your success in a new sales role. Here’s a step-by-step guide to building a plan tailored to your specific goals and the demands of your position:

Begin by understanding your current situation. Assess your strengths, weaknesses, and the unique challenges of your sales role. 

Identify key areas that need improvement and consider the goals you want to achieve within the next 90 days.

Understand Your Environment: 

Dive into your new workplace. Familiarize yourself with the company culture, products, and services. 

Learn about your colleagues, customers, and competitors. Understanding your environment is essential for effective sales strategies.

Build Relationships: 

Make friends with your coworkers, both in your sales team and in other parts of the company. 

Building relationships creates a foundation for trust and future business.

Master the Basics: 

Ensure you have a solid grasp of sales techniques, product knowledge, and internal processes. 

This foundational understanding is crucial for effective communication with clients and team members.

Improve your way of talking: 

Look at how you talked to customers at first and make it better based on their responses.

Identify what works and what doesn’t. 

Adjust your approach to align with customer needs and preferences.

Strengthen your existing connections and expand your network further. Attend industry events, conferences, or networking sessions. 

Expand Your Network: 

A broader network opens doors to new opportunities and potential clients.

Focus on Productivity: 

Streamline your workflow, use sales tools, and focus on tasks. Improve your time management skills to maximize productivity. 

Efficient use of resources ensures you can handle a larger volume of clients.

Optimize Strategies:  

Analyze the results of your previous efforts and optimize your strategies. Identify successful techniques and emphasize them in your approach. Address any challenges or roadblocks.

Set Ambitious Goals: 

Based on your understanding of the market and your performance, set ambitious yet achievable goals for the upcoming months. 

These goals should challenge you and drive your continuous improvement.

Seek Feedback: 

Request feedback from clients, colleagues, and supervisors. This is because constructive criticism helps you refine your skills and approaches. Act on the feedback received to enhance your performance.

30-60-90 day plan examples 

Here are two examples that show how people can adapt this plan for different roles.

30-60-90 day plan: Manager example  

First 30 Days (Day 1-30):

• Conduct one-on-one meetings with team members to understand strengths and challenges.
• Go through historical sales data to identify trends and areas for improvement.
• Start team training sessions focusing on product knowledge and advanced sales techniques.

Goals: Boost team collaboration, enhance product expertise, and address immediate sales hurdles.

Next 30 Days (Day 31-60):

• Analyze team performance data and adjust strategies.
• Introduce a new sales method based on market trends and customer feedback.
• Track individual progress and provide tailored coaching to team members.

Goals: Increase sales by 15%, make the team work better, and use two new successful sales methods.

Final 30 Days (Day 61-90):

• Conduct a team review session to gather feedback on implemented changes.
• Refine sales strategies based on team and market responses.
• Develop long-term sales goals and action plans for the upcoming months.

Goals: Keep selling more, make things better all the time, and plan for success in the long run.

30-60-90 day plan: New sales territory example 

• Immerse in the new territory, understanding local market dynamics and customer preferences.
• Nurture existing relationships and identify potential clients.
• Focus on building a trustworthy bond with clients.
• Learn more about the product to sell it better.
• Use existing connections to get new customers and grow.
• Install targeted marketing strategies tailored to local details.
• Deepen market penetration and increase brand visibility.
• Collaborate with local businesses and engage in community involvement for enhanced reputation.
• Gather customer feedback for necessary adjustments and ensure satisfaction.
• Build lasting relationships and offer customized solutions to clients.
• Establish the company as a trusted entity within the territory.

Goals: Ensure steady revenue streams, create future opportunities, and solidify the company’s reputation.

4 Mistakes to Avoid When Building A 30-60-90 Day Sales Plan 

A 30-60-90 Day Sales Plan is powerful, but certain mistakes can negatively affect its effectiveness. Here are the common errors you should avoid:

One of the primary mistakes is creating an unclear plan lacking specific details. Not explaining what you want to achieve, how you plan, and the steps to take can confuse your team and make them less productive.

With a defined method to measure success, it’s easier to test the plan’s effectiveness. Setting quantifiable targets and implementing key performance indicators (KPIs) is crucial. This data-driven approach ensures you can track progress and make informed adjustments.

An unclear plan often results in misunderstandings and misaligned efforts. It’s vital to express your expectations. Lack of clarity can result in team members working at cross-purposes, diminishing the plan’s impact.

A rigid approach, unwillingness to adapt, and resistance to change can hinder growth. Embrace flexibility and openness to new ideas. A fixed mindset limits innovation and obstructs the plan’s ability to adapt to evolving market demands.

As a sales rep, lack of communication with your manager is a significant pitfall. Regular updates and feedback sessions are crucial. Not telling your manager how you’re doing, what problems you face, and what you’ve achieved can make it harder for everyone to work together.

In the fast-paced sales world, the 30-60-90 Day Sales Plan is a smart strategy. 

This guide reveals the details of this helpful approach, whether you’re new, leading, or improving in sales. It empowers you to succeed.

It’s not about setting goals; it’s about crafting a tailored journey to success. With a clear understanding of products and strong customer connections, you’re set for success. 

With this guide as your companion, step into the sales arena with confidence.

And don’t forget to thank us later. 

Q1: What is a 30-60-90 Day Sales Plan?

A 30-60-90 Day Sales Plan is a framework designed to guide sales professionals in their first three months on a new job. It outlines specific tasks and goals for each phase, ensuring a structured approach to success.

Q2: Who can enjoy a 30-60-90 Day Sales Plan?

Salespeople, managers, and those starting new roles or in new areas can enjoy this plan. It offers a clear guide, helping improve skills, set goals, and use effective sales strategies.

Q3: How do I create a personalized 30-60-90 Day Sales Plan?

To make your plan, consider what you’re good at and what needs work. Learn about your surroundings, set goals, and adjust your methods based on feedback and outcomes. The guide provides detailed steps for crafting your unique plan.

Published On: February 14, 2024

Written by: sushant shekhar, categories: sales sales tips, you might also like.

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How to create a 30-60-90 day sales plan? [ With template ]

Key takeaways.

• A 30-60-90 day sales plan is a structured roadmap designed to outline specific goals and strategies for achieving sales success within the first three months of a new role or project.
• The first month on the job is crucial, and you should learn about the company, its products, processes, and CRM.
• You start selling in the second month, and you should focus on strategies to achieve your sales quota.
• You should be vocal about ideas to improve team processes starting in the second month.

A 30-60-90 day sales plan is like finding the best route to success in your sales job, especially when you consider that 80% of all sales are made by just 20% of salespeople. 

This statistic highlights the importance of solid strategy and being part of a top-performing group. 

With the right plan, you can organize your first three months with clear steps and aim to hit your sales targets. This plan is great for anyone starting a new sales job, looking to improve, or preparing for a job interview. 

We’re here to guide you on how to make a 30-60-90 day sales plan that works for you. 

We’ll also cover the benefits, explain when it’s best to implement this plan, and guide you through building your own 30-60-90 day sales plan with the help of free templates and examples. 

• What is a 30-60-90 day sales plan? 

Benefits of a 30-60-90 day sales plan 

Things to know before creating a 30-60-90 days sales plan, how to create a 30-60-90-day sales plan.

• Checklist for 30-60-90 day sales plan 
• 30-60-90 day sales plan template free 
• 30-60-90 day sales plan examples 

Mistakes to avoid while creating a 30-60-90 day sales plan 

• Best practices: Use software to create and track a 30-60-90 day plan 

What is a 30-60-90 day sales plan?  

A 30-60-90 day sales plan is a clear course of action for the first three months of your new sales job. By strategizing and setting goals, you can transition smoothly or stress-free into the new organization as a sales rep. 

With this plan in action, you’ll be on the right track from the very first day. A well-thought 30-60-90 day sales plan helps you get off the ground and make a good first impression. 

Besides, your sales manager will be able to see how you are planning to move ahead in the organization and adapt to the new role. It gives your manager an idea of your first 30-60-90 days in the company. 

It is your golden chance to get in the good books of your sales managers. Your enthusiasm toward your new role and self-learning attitude can help you earn your manager’s confidence and trust. 

Success is the sum of small efforts, repeated day in and day out. – Robert Collier 

Incorporating a 30-60-90 day sales plan offers numerous advantages for sales professionals and managers. 

Below are the 6 reasons why a 30-60-90 day sales plan is important- 

1. Efficient new rep onboarding  

A 30-60-90 day sales plan is a foundational blueprint for onboarding and training processes.  

This ensures new sales reps are systematically introduced to the company’s sales strategies, techniques, and critical accounts. 

This structured approach accelerates the new hire’s ability to understand the target market and the company’s mission, enabling them to contribute effectively to the sales goals from an early stage. 

Accelerate your sales success - Get your free template

Utilize our comprehensive free 30-60-90 day sales plan template. Craft a winning sales approach to boost your performance and outcomes.

2. Defined goals & metrics  

By breaking the plan down into 30-day segments, sales professionals and managers can set clear, achievable goals. 

This clarity helps measure success or progress, allowing for timely adjustments in sales strategies and efforts to ensure the sales targets are met or exceeded, thus enhancing sales performance across the board. 

3. Enhanced sales strategy development  

The 30-60-90 day plan for sales executives and managers facilitates a deeper understanding of the sales territory, including competition and critical clients. 

This period of analysis and adjustment helps to develop refined sales strategies that align with the market needs and company goals, ensuring a more robust sales process or better sales results. 

4. Fast track to new territory success  

For sales managers entering new sales territories, the 30-60-90 day sales plan offers a systematic approach to understanding and conquering the market. 

By setting specific objectives for learning, applying, or optimizing sales strategies, sales managers can achieve quicker success in new territories, establish key connections, and secure exciting key accounts more efficiently. 

5. Better team cohesion  

Implementing a 30-60-90 plan for managers ensures that all team members, including direct reports and other sales professionals, are aligned with the team’s goals and sales efforts. 

Regular sales meetings to review progress against the plan foster open communication, ensuring everyone is on the same page and working cohesively towards common objectives. 

6. Preparation for sales manager interviews  

For individuals interviewing for sales manager positions, preparing a 30-60-90 day sales plan for interview showcases strategic thinking, initiative, and a commitment to contributing to the company’s success from day one.  

It signals to the hiring manager that the candidate is proactive about their sales role and possesses a solid strategy to make an immediate impact, distinguishing them from other candidates.  

Integrating these benefits into a sales strategy makes the onboarding process more efficient and establishes a clear roadmap for sales professionals and managers to follow. This leads to enhanced sales performance, better team unity, and the successful achievement of sales goals. 

Entering a new sales territory is like migrating to a foreign country. A 30-60-90 day sales plan can be your GPS to move in the right direction and understand your target market. 

It’s important to immerse yourself in the company’s culture, understand its products, and get to grips with the sales CRM .  

Building strong relationships early on and understanding what the team and management expect from you will give you a competitive edge. All this effort lays the groundwork for success. 

Before developing your 30-60-90 sales plan, here is what you must do. 

1. Do your research  

Before you start your 30-60-90-day sales plan, it’s crucial to understand your job. 

This means knowing the sales targets you need to hit, how the company likes to sell its stuff ( sales process ), and what everyone expects you to achieve. 

Think of this step as setting up your GPS in the vast world of sales. 

By knowing your destination and the path, you can chart out a plan that gets you there smoothly, making sure every goal you set is something that moves you and the company forward. 

Research is formalized curiosity. It is poking and prying with a purpose. – Zora Neale Hurston   

2. Be realistic  

Be realistic and honest while creating the 30-60-90 day sales plan. No one knows your limits or capabilities better than you. So only include things that you will be able to do. Do not write things only to impress the sales manager. You must do something you’ve written to satisfy your manager. 

So, ponder over your strengths and weaknesses. Find out what you can do, align it with the management’s expectations as well as the goals of your sales team, and then create the sales plan. 

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3. Stay focused

The journey will seem difficult initially, but if you stay focused, you can succeed. It would help if you did all it takes to prove that the company didn’t make any wrong decisions by hiring you. 

Starve your distractions. Feed your focus – Anonymous

Your journey won’t end when you only create the sales plan. You’ll have even to execute it successfully. For that, you need to be focused throughout the 90-day plan. Your management should be able to see that you are capable of self-management and achieving goals. 

Creating a 30-60-90 day sales plan is a strategic step toward ensuring success in your sales role. 

It’s about setting clear intentions and aligning your efforts with broader team objectives. The first 90-day plan is crucial. 

And here is how you can do that. 

1. Define goals during the first week of the job  

Start by setting specific, achievable goals within your first week.  

This could involve understanding the sales process, getting to know your sales team and manager, and beginning to familiarize yourself with your sales territory.

This one step- Choosing a goal and sticking to it – changes everything – Scott Reed

Your initial goals in the 30-60-90 day sales plan should include learning about the company’s products or services, the target market, and key accounts. 

Establishing these foundational goals early sets the stage for a successful ramp-up period, ensuring you’re ready to hit the ground running. 

2. Make sure your goals align with the team’s goals

It’s crucial that your objectives within the 30-60-90 day sales plan not only serve your personal growth but also contribute to the team’s broader sales targets. 

Engage with your sales leadership and peers to understand the team’s goals and how your role fits into the broader sales strategy.  

Unity is strength… When there is teamwork and collaboration, wonderful things can be achieved. – Mattie Stepanek

This alignment ensures that as you work towards your milestones, you actively support the team’s efforts towards achieving shared objectives, enhancing overall sales performance. 

3. Be clear about your priorities

With numerous tasks and goals, clarity on your priorities is essential. 

In the 30 60 90 day business plan, define which objectives are most critical in each phase—starting with onboarding or training processes, advancing to deeper engagement, and eventually focusing on closing deals or expanding your sales territory. 

Prioritizing tasks will help you manage your time effectively, ensuring you’re focusing on activities that drive the most value for your role and the sales team. 

Checklist for 30-60-90 day sales plan  

Starting a new sales job means adapting to a new environment where what worked before might not work now. 

Each company is unique, with its goals and ways of doing things. It’s essential to go slow at first, learn about the company and build a strong foundation. 

This approach is essential for creating a successful 30-60-90 day sales plan that guides you through learning, fitting in, and finally, excelling in your new role. 

Below is the checklist for the 30-60-90 days sales plan that you can create- 

1. Checklist for 30 day sales plan  

The first month of any new job is crucial, as this is where you’ll get acquainted with the company and its process. So, here’s how you can get a headstart on your job – 

• Once you’ve completed onboarding and training, study the company’s vision and mission. Then, visit its website and social media pages. 
• Invest time in understanding the company’s history, work culture, strategic business plan, and success. 
• Study the market and ongoing sales trends.
• Analyze the competitors and their strengths as well as weaknesses. 
• Review all the written material like brochures, blogs, industry publications, and other content. 
• Meet the product team and understand every point (why the product was developed, sole motive, features, functionality, value, propositions, etc.). 
• Meet with the manager to understand the sales priorities, goals, and current issues. 
• Familiarize yourself with the sales methodologies and sales process followed by the team.  
• Study the ideal customer persona(Find out what the best fit company looks like and who should be targeted in the prospect’s company, i.e., decision maker) 
• Study the case studies of satisfied customers and find out how the product helped the customer. 
• Get familiarized with the past customers and the few key accounts the sales teams are working on. 
• Schedule a meeting with the top performers to understand how they approach sales. 
• Shadow your teammates and listen to how they conduct sales calls.  
• Listen to the sales call recorded by the top performers and note the phrases, rapport-building techniques, and closing strategies they use. 
• Learn how long it takes to convert a deal into sales and which steps are involved. 
• Take training on using CRM and other tools used by the sales team.  
• Analyze the new role and responsibilities and your current skills, and identify what new things you’ll need to learn. 
• Spend time with the marketing and customer support team to understand how they function. 

2. Checklist for 60 days sales plan  

In any company, the first month goes into learning and adapting to the surrounding environments. In the second month, you face the real challenges when you get on the field and start selling. 

So the second month should be planned carefully. The real battle starts when you get the quota and need to strategize to achieve the sales quota . You must begin contributing to your sales team’s growth from the second month. Voice your thoughts and give ideas to improve the team’s processes. 

During 31- 60 days, you must connect and develop relationships with prospective buyers and other sales professionals. In the second month, explore your sales CRM and enter details.  

Developing weekly personal goals during this period can help you stay on track. Even teaming up with coworkers for mock calls can help boost your confidence and prepare you for future sales challenges. 

Below is the checklist for the second-month sales plan that you can create. 

• Have a mock call session with the team. 
• Create milestones that must be achieved to create value for the company. 
• Create a clear sales workflow map. 
• Strategize outbound activities. 
• Enter data into CRM and explore its various features.  
• Explore multiple sales channels for connecting with prospects. 
• Create sales email templates and save them in the CRM simultaneously.  
• Collect sales leads and plan them for the week.  
• Evaluate leads against the buyer persona.  
• Prepare for prospecting calls. 
• Research and collect information about potential prospects.  
• Make at least 40 calls per day. (spend 10 minutes on each call) 
• Create a cold calling script . 
• Create a list of questions for lead qualification.  
• Set time for qualifying the leads.  
• Prepare for discovery calls. 
• Block time for setting appointments.  
• Create a strategy for sales follow-up. 
• Prioritize activities for each day. 

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3. Checklist for 90 days sales plan   

By the third month, you’ll be able to blend in with the new sales environment. The third month will be about putting what you learned in the first sixty days into action.  

During the 61-90 days, you’ll have to speed up the process and start closing deals to achieve your sales quota. From tweaking strategies to nurturing relationships, a lot must be done in the third month. 

You’ll have to track and analyze your sales approach to see what’s not working and make real-time amendments. 

During the 61-90 day period, you’ll have to make your sales manager and the team realize you are valuable. It is your last chance to prove everything you claimed during the interview process. So, make a strong game plan for the third month. 

Below is the checklist for the third-month sales plan that you can create. 

•  Block time for nurturing activities. 
•  Create impactful presentations for the sales meetings. 
•  Prepare for the presentations. Make points to discuss for each slide of the display.  
•  Create strategies to handle objections. 
•  Set the time for following up after the presentation and address concerns.  
•  Create a strategy for closing the deals. 
•  Block time for coordinating with prospects who are in the closing stage. 
•  Create sales reports and analyze sales performance.  
•  Tweak the process for improving the conversion rate. 

30-60-90 day sales plan template free  

You know what to follow when creating a 30-60-90 day sales plan, but how do you assemble these tasks and execute them? Well, we’ve created an extensive 30 60 90 day sales plan template so that you can easily manage all your tasks from one place. 

Click on the link below to get a 30 60 90 day sales plan template free and crush your sales goals! 

30-60-90 day sales plan examples  

Making a 30-60-90 day sales plan is key for new and experienced salespeople to do well. It helps set clear goals for the first three months.  

Here are some examples of 30-60-90 day sales plans- 

30-60-90 day plan: New sales rep   

This plan serves as a roadmap for new sales reps or job candidates, offering a structured approach to mastering their new role and demonstrating their preparedness during the interview process. 

Phase 1 (Days 1–30): Understand   

• Complete all onboarding and training processes to understand the sales strategies and processes.  
• Learn about the company’s mission, sales goals, and the key players within the organization.  
• Get acquainted with the company’s products/services and target market.  
• Conduct research on key accounts and the competitive landscape.  

Phase 2 (Days 31–60): Implement   

• Shadow experienced sales team members to learn from real interactions.  
• Practice sales pitches and calls with sales managers and peers.  
• Start engaging with potential clients to build your sales rep experience.  
• Begin tracking all sales activities and setting initial sales targets.  
• Compile a list of prospective customers and start outreach efforts.  

Phase 3 (Days 61–90): Optimize  

• Evaluate your sales performance, identifying strengths and areas for improvement.  
• Set sales goals for the following month, focusing on enhancing sales strategies.  
• Refine your approach based on successful outcomes and explore new methods for areas lacking results.  
• Establish a daily routine to boost productivity and plan regular reviews with sales leadership to discuss progress.  

30-60-90 Day Plan: Sales manager example   

A sales manager’s plan emphasizes team building, process optimization, and leadership skills to elevate the entire sales team’s performance. 

• Complete necessary company onboarding and familiarize yourself with sales leadership tools and processes.  
• Meet with each of your direct reports to understand their strengths, challenges, and goals.  
• Assess the current sales process or identify inefficiencies and areas for potential improvement.  
• Research competitors and gather feedback from team members on the existing sales strategy or management practices.  
• Implement changes based on initial assessments and feedback.  
• Identify skill gaps within the team and consider training process enhancements or tool integrations.  
• Develop data-driven strategies for improving sales performance and set achievable sales goals for the team.  
• Introduce at least one change based on team feedback to foster a culture of continuous improvement.  
• Solicit feedback on recent changes and assess the impact on team dynamics or sales results.
• Establish a structured daily routine to maximize team productivity and efficiency.  
• Organize regular meetings with team members to discuss progress, challenges, and future sales strategies.  
• Make adjustments based on feedback, focusing on long-term sales goals and team development.  

These examples showcase a comprehensive approach for new sales reps and managers to navigate their roles effectively, setting a strong foundation for success in the competitive sales game.

A 30-60-90 day sales plan gives you a clear direction in the new job. It shows you what you’ll be doing in the first three months.

You will be able to reach your destination when you have a clear map. The 30-60-90 day sales plan should be tactfully developed. Here are the mistakes you must avoid while making the 30-60-90 day sales plan. 

Mistake 1 – Having a vague plan  

An ambiguous plan is like a foggy morning that can mislead you. Your sales plan should tell you what exactly needs to be done in the first three months. Be specific while writing the program. Include the date, number, or anything that’s required. 

In fact, only 60% of sales reps meet their quota . This shows how important it is to have a clear and measurable plan. 

For instance, “I will make 40 calls in a day”. With just one glance, you should know what needs to be done. This way, you will save time and do what’s essential for meeting the sales quota. 

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Mistake 2 – Not getting feedback   

Feedback is crucial for refining your 30-60-90-day sales plan. Feedback lets you determine whether you are on the right path or need to change your approach. 

So, once you create your entire sales plan, please share it with your manager and experienced team members. 

They might advise you to add more points or edit the existing ones. So, make sure you approach your manager or team’s top performers for some valuable feedback. 

Mistake 3 –  Not being flexible  

When you enter a new place, you don’t know much. You observe, research, and try to create a plan. 

When you start executing your project, you might discover that some things aren’t how you assumed them. 

You might have to adjust the schedule. Don’t get discouraged; instead, be flexible and make the change immediately to reach your goals. 

Best practices: Use software to create and track a 30-60-90 day plan  

Using CRM software significantly streamlines the creation and tracking of 30-60-90 day sales plans .

This technology integrates sales reporting and analytics into one platform, enhancing goal setting and success measurement. 

Essential CRM features

• Dashboards : Visualize performance metrics to pinpoint successes and areas needing improvement. Sharing dashboards keeps sales teams and leadership aligned. 
• Custom Goals : CRMs enable personalized goal setting linked to specific deals or tasks, ensuring sales reps have clear objectives. 
• Performance Tracking : Monitor team achievements and identify when additional support, such as training or coaching, is necessary. 
• Forecasting : Helps in setting realistic milestones with projections of revenue, guiding focus towards achieving sales targets. 
• Insightful Reports : Tailored reports on KPIs and account performances provide clarity on team and individual progress, facilitating strategy adjustments. 

Adopting CRM for your 30-60-90 day plan not only simplifies its development but also enhances the ability to monitor and adapt sales strategies, aiming for continuous improvement in meeting sales goals. 

Wrapping up  

A 30-60-90 day sales plan is your roadmap for success in a new sales role. 

By setting clear goals, seeking feedback, and staying adaptable, you lay down a solid foundation for your journey. 

Remember, the key to a great plan is not just in the planning but in the doing and tweaking as you go. 

Stick to this approach, and you’ll confidently navigate your first three months, setting yourself up for a winning streak in the competitive sales world. 

Keep it specific, open to input, and flexible – and watch as your sales plan turns into sales success. 

Frequently Asked Question  

A 30-60-90 plan breaks down your goals for the first 30, 60, and 90 days in a new role or project. It begins with setting learning goals, continues with applying that knowledge, and finishes with actions to achieve your objectives. 

A sales manager 30 60 90 plan is a clear guide for new sales managers to hit the ground running.  

In the first 30 days, it’s all about understanding the team and how things work, which is key for a good 30 60 90 day plan for sales managers.  

The next 60 days are for putting what you’ve learned into action, improving sales strategies, and helping your team get better, fitting into a sales manager 90 day plan.  

The last 30 days are about making sure you and your team are on track to meet your sales goals.  

Following a 30-60-90 day plan sales manager example helps you lead your team effectively right from the start, making the 30 60 90 day sales manager plan really important for success. 

Sure, for a sales manager role, presenting a well-structured 30-60-90 day sales plan during an interview is crucial.  

This plan should outline a clear strategy that demonstrates your approach to achieving success within the first three months on the job. Typically, the plan is broken down into three phases: 

• 30 day sales plan (Assessment and Learning)  

Under the sales manager 30 60 90 plan, the initial month is about orientation and assimilation. 

This involves understanding the company’s sales processes, products, and team dynamics. 

The goal is to assess the current sales strategies, team strengths, and areas for improvement. You’ll also establish relationships with your team and other key departments. 

• 60 day sales plan (Strategic Planning and Integration)  

The sales manager 60 day plan focuses on using insights gained in the first 60 days to develop and integrate strategic sales initiatives. 

This may include implementing new sales methodologies, training sessions to address identified skill gaps, or restructuring the sales territory for better coverage. 

Additionally, you’ll start setting measurable goals for the team and individual sales representatives. 

• 90 day sales plan (Implementation and Execution)  

By now, your 90 day plan for sales manager should shift towards full-scale execution. 

This means actively managing your sales team towards the new objectives, monitoring performance, and making necessary adjustments. 

It’s time to solidify your leadership position, drive sales efforts forward, and demonstrate tangible results from the strategies you’ve implemented. 

For a 30-60-90 day plan for sales manager interview, it’s essential to articulate how each phase will contribute to the overall sales targets and team development. 

Highlighting your proactive steps for learning, strategic planning, and execution shows your potential employer that you have a concrete, actionable plan for making a significant impact in your role as a sales manager. 

Riyanshi Chaplot

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Crafting a Winning 30-60-90 Day Sales Plan: The Definitive Guide

Whether you’re a new sales rep or an experienced manager entering unfamiliar territory, the first 90 days in a role are critical for making your mark. Instead of fumbling through onboarding, you need a foolproof 30-60-90 day sales plan.

This strategic blueprint will help you ramp up quickly, deliver results, and showcase your potential during the crucial three-month window that shapes perceptions. In this comprehensive guide, learn how crafting an organized 30-60-90 day plan can set you up for sales onboarding success.

Page Contents

Understanding 30-60-90 Day Sales Plans

What is a 30-60-90 day sales plan?

A 30-60-90 day plan is a strategic framework outlining the key goals, priorities, and activities for a sales rep or manager during their first 90 days in a new role. It breaks down the onboarding and ramp-up process into three actionable 30-day phases:

First 30 days – Focus on learning about the company, products, role, and team.

Next 30 days – Start implementing what you’ve learned and actively contributing.

Final 30 days – Refine your approach based on lessons learned and work towards mastery.

The 30-60-90 day structure creates a manageable timeline for getting up to speed quickly and making an impact. Each phase has its own objectives:

30 Days: Absorb information and training, build relationships.

60 Days: Put learning into practice, achieve initial goals.

90 Days: Improve processes, take on new challenges.

A detailed 30-60-90 day plan identifies specific goals, actions, and metrics for each phase. This enables the manager or rep to systematically build skills, deliver results, and demonstrate their capabilities in the new role.

Why are 30-60-90 day plans important for sales success?

An effective 30-60-90 day sales plan offers many benefits:

• Shows commitment – Bringing a plan to the interview proves you can set goals and manage your time. Presenting one in the first week demonstrates dedication.
• Provides focus – Outlining objectives for each phase prevents getting overwhelmed and helps you prioritize.
• Builds confidence – Achieving the incremental goals you set boosts self-assurance in your abilities.
• Enables faster ramp-up – Having a roadmap helps you get productive more quickly in a new sales role.
• Allows measurement – Defined targets let you and your manager track progress and calibrate as needed.
• Identifies gaps – Reviewing results indicates where you need to improve to advance.
• Eases anxiety – The structure takes some of the stress out of starting a new position.
• Kickstarts development – The ramp-up plan transitions into ongoing skill-building.

Without a clear direction, it’s easy to flounder in a new sales role. The 30-60-90 day plan provides visibility and guidance to smoothly adapt to unfamiliar territory.

When should you create a 30-60-90 day sales plan?

There are two optimal times to write a 30-60-90 day sales plan:

1. During the interview process

Coming to the interview with a plan already prepared demonstrates strategic thinking and initiative. The 30-60-90 day plan shows how you would approach ramping up in the role. This helps you stand out from other candidates.

Tailor your plan based on the job description and your understanding of the company’s needs. Focus on how you will learn the ropes, begin contributing, and add unique value.

2. Within the first week on the job

If you weren’t asked to present a 30-60-90 day plan for the interview, create one within the first week of starting.

Use the job description and your initial observations of the team’s priorities to build your plan. Run it by your manager to refine and align it with broader organizational goals.

The beginning of a new sales role is the perfect opportunity to create momentum and make a strong first impression. The 30-60-90 day structure will help you do exactly that.

Having a well-defined roadmap sets you up for faster onboarding, greater productivity, and higher job satisfaction. It transforms the stresses of the unknown into an ordered process for skill-building and positive outcomes.

Whether you craft it for the interview or on day one, a clear 30-60-90 sales plan enables you to hit the ground running. The incremental goals keep you focused on demonstrating your abilities. This leads to sales success and professional growth in your new role .

Creating an Effective 30-60-90 Day Sales Plan

Crafting a comprehensive 30-60-90 day sales plan is vital for providing focus and structure during your onboarding and ramp-up. Follow these key steps to create a strategic plan that sets you up for short-term wins and long-term success.

Researching your company, team, and role

Thorough preparation is crucial before defining the specifics of your 30-60-90 day plan. Take time upfront to analyze key information related to your new sales position.

Understand the company’s background

• Founding story, mission, vision, values
• Products, customers, market position
• Organizational structure and culture

Study the team’s goals and processes

• Sales objectives, quotas, compensation structure
• Current strategies, playbooks, tools
• Daily routines, meetings, and norms

Learn about the role’s responsibilities

• Required skills, essential duties
• Previous successes and challenges
• Support resources available

Identify key stakeholders

• Sales manager, product experts, marketing team
• Colleagues you’ll collaborate with regularly
• Mentors who can provide guidance

This upfront research gives you crucial context for mapping out an aligned 30-60-90 day sales plan.

Setting S.M.A.R.T. goals for each timeframe

With your background knowledge, you can define S.M.A.R.T. goals for each of the three phases.

S.M.A.R.T. stands for:

Specific, Measurable, Achievable, Relevant, Time-bound

Here are examples of S.M.A.R.T. goals for each 30-day period:

First 30 Days

• Shadow top sales rep for 5 calls to learn objection handling
• Learn names/roles of all 20 team members
• Complete new hire training with a score of at least 90%

Next 30 Days

• Make 50 cold calls per week for lead generation
• Set up demos with 5 promising leads identified through calls
• Close 2 new deals with current warm leads

Final 30 Days

• Improve sales presentation conversion rate by 25%
• Cross-sell new offering to 10 current customers
• Receive positive 360 feedback on teamwork and communication

S.M.A.R.T. goals give you clarity on the specific metrics and results expected for each phase.

Defining metrics and key results to track

In addition to S.M.A.R.T. goals, identify key performance indicators (KPIs) to quantify your progress.

Examples of sales metrics to track:

• Sales activity volume – calls made, emails sent
• Lead conversion rates – demos scheduled, opportunities created
• Win rates by opportunity stage – initial meetings, proposals, closed deals
• Average deal size, sales cycle length, revenue contribution
• Productivity – calls per day, meetings booked each week

Ways to measure process improvement:

• Reduced revisions on proposals, presentations, emails
• Faster turnaround on internal requests
• Positive feedback from manager and teammates

Relationship and teamwork metrics:

• Number of colleagues/stakeholders met with 1:1
• Initiatives contributed to, collaboration opportunities uncovered
• Feedback scores on teamwork, culture addition

The right sales KPIs will give you tangible insights into the impact of your daily and weekly activities.

Outlining learning, performance, and relationship goals

In addition to S.M.A.R.T. objectives and key metrics, your 30-60-90 day sales plan should outline goals across three categories:

Learning Goals

What knowledge and skills do you need to acquire? Examples:

• Product training to master feature selling
• Shadowing top reps to learn sales process
• Studying buyer personas and target accounts

Performance Goals

What targets will you work to hit? Examples:

• Making 50 cold calls per day
• Closing 3 new deals within first 60 days
• Increasing reply rate from 20% to 30%

Relationship Goals

How will you connect with stakeholders? Examples:

• Meeting with sales coach weekly
• Grabbing lunch with different team members
• Volunteering for employee social committee

Illustrating your plan to grow across these areas shows your multifaceted approach to onboarding.

Getting stakeholder feedback and buy-in

Your first draft of the 30-60-90 day sales plan likely has the right components. But now it’s time to get stakeholder perspectives to refine it and secure alignment.

Who to involve:

• Sales manager – Expectations for your role
• Sales coach – Onboarding best practices
• Top performer – What makes them successful
• Direct teammates – Ways to collaborate

Collect feedback on:

• Are the goals achievable but challenging enough?
• What training is mandatory to complete?
• Any company or team initiatives to get involved in?
• How to structure your time most effectively?

Make revisions based on input:

• Add or adjust goals based on priorities
• Outline stakeholder meetings on your calendar
• Block out fixed times for certain activities
• Define how you’ll track and report on progress

Gaining buy-in from your manager and colleagues ensures your plan is calibrated to set you up for success. Periodically reviewing it together also provides accountability.

With the right preparation and planning, you’ll be equipped to exceed expectations during your 30-60-90 day onboarding. Defining measurable goals and outlining key actions positions you to make substantive contributions while positioning yourself for ongoing excellence.

30-60-90 Day Plan Templates, Examples, and Tips

To create a robust 30-60-90 day sales plan, it helps to have examples tailored to different roles and situations. Here are templates, sample plans, and tips for sales reps, managers, territories, interviews, and execution.

Sales rep 30-60-90 day plan template

For sales reps starting a new role, a 30-60-90 day plan might look like:

• Complete onboarding training
• Learn CRM and sales tools
• Study product offerings and positioning
• Meet with manager weekly
• Shadow top performers
• Make 50 cold calls per day
• Research accounts in territory
• Set up 15 discovery calls
• Create first sales presentation
• Close 2 new deals
• Consistently hit call and meeting quotas
• Shorten sales cycle by 5 days
• Get promoted from trial to full access in CRM
• Improve reply rate to cold emails by 25%
• Cross-sell to 5 existing accounts

Sales manager 30-60-90 day plan template

For new sales managers, a 30-60-90 day ramp-up plan may look like:

• Learn about each direct report
• Review historical team performance
• Observe daily processes and meetings
• Uncover team challenges and friction points
• Implement one process improvement
• Set expectations and quotas for direct reports
• Develop training plans to elevate skills
• Identify team synergies and collaboration opportunities
• Implement one change to support team
• Plan company-wide sales initiative
• Coach direct reports on career development paths
• Create feedback process for ongoing improvement
• Review required skills for open sales roles
• Identify operational bottlenecks to address
• Implement sales initiative across organization

New territory 30-60-90 day plan template

When expanding to a new territory, the 30-60-90 day ramp-up may involve:

• Study territory demographics and market landscape
• Build ideal customer profile
• Identify target accounts and decision makers
• Define sales KPIs to track
• Implement tools and processes for new region
• Make 100 cold calls to prospects
• Set meetings with 20 top targets
• Develop relationships with key accounts
• Define timely, measurable sales goals
• Document territory plan and calendar
• Review results and get feedback on territory plan
• Refine processes based on lessons learned
• Consolidate top prospects for ongoing outreach
• Calculate sales forecasts and pipeline needs
• Plan site visits, events, and trips for next quarter

Writing an impressive 30-60-90 day plan for interviews

Here are tips for developing a 30-60-90 day sales plan for your interview:

• Align your stated goals and priorities with the role’s responsibilities
• Include specific activities that add unique value based on your strengths
• Outline how you’ll learn the ropes, build relationships, and drive results
• Emphasize capability to be self-directed and manage your own onboarding
• Demonstrate you understand the company’s culture and needs
• Show your plan to sales leaders at the company for feedback before interview
• Bring printed copies of the plan to leave with the hiring team

Software to execute your 30-60-90 day sales plan

The right sales CRM and performance management platforms streamline executing a results-driven 30-60-90 day plan. Look for:

• Activity tracking and task management
• Customizable reports and sales analytics
• Automated sales outreach and cadence tools
• Sales coaching and feedback capabilities
• Real-time progress visibility and calibration

With data-driven software, you can quickly determine what’s working and where adjustments are required. This allows you to execute your plan efficiently and consistently improve during the crucial ramp-up period.

An organized 30-60-90 sales plan combined with enabling technologies positions you to onboard smoothly, deliver value, and establish yourself as a high-performer.

Making the Most of Your First 90 Days in a New Sales Role

A thoughtful 30-60-90 day sales plan maximizes your growth and impact during onboarding. However, even with a solid plan, it’s easy to make missteps. Be aware of potential pitfalls and have a strategy for continual improvement beyond the first 90 days.

Avoiding common pitfalls of 30-60-90 day plans

When executing your 30-60-90 day sales plan, keep these common missteps in mind:

Not keeping your manager aligned – Have weekly check-ins to update on progress and challenges. Show you value their mentorship.

Focusing too much on formal training – Hands-on shadowing and field experience will build skills faster.

Not managing energy – Don’t burn yourself out trying to do everything at once. Take breaks to recharge.

Failing to track and review metrics – Regularly analyze your data to inform adjustments and development areas.

Skipping relationship-building – Make time for rapport-building with colleagues, not just selling.

Only selling to “low-hanging fruit” – Resist the temptation to only target easier short-term wins.

Not seeking continuous feedback – Ask teammates and managers how you can improve week-overweek.

Assuming your plan is perfect – Be flexible, not rigid. Adapt your approach based on results.

Stopping planning at 90 days – Have a next-phase plan to maintain your acceleration beyond onboarding.

Continuing to set goals and grow beyond 90 days

The 30-60-90 day structure cultivates the habit of goal-setting. Keep this up beyond the first 90 days by:

• Having quarterly and annual goal-setting sessions
• Scheduling monthly and weekly reviews of the sales funnel
• Outlining daily and weekly priorities and to-do lists
• Identifying new skills to develop each quarter
• Meeting regularly with your sales manager and coach
• Cross-training into complementary roles
• Attending industry conferences and events
• Rotating into new accounts and territories

Ongoing goal-alignment, skills development, and new challenges are key to sustaining your ascent.

Tips for long-term sales success from 30-60-90 day plans

The foundation built via an effective 30-60-90 day launch plan serves as the bedrock for continued excellence. Some keys to leverage this solid base:

Maintain organized processes – Use sales software to systematize your routines.

Keep researching your accounts – Always be learning more about your customers.

Focus on value, not quotas – Give clients solutions to their problems. The sales will come.

Review what’s working – Replicate tactics that get results. Abandon those that don’t.

Continuously add tools to your belt – Add new sales skills and software knowledge every quarter.

Watch the competition – Know their offerings and strategies so you can counter them.

Make time for both strategy and execution – Plan your work and work your plan.

With the right first 90 day foundation through a solid 30-60-90 day plan, you gain an advantage in onboarding faster, impressing your team, and being positioned for ongoing excellence. Keep the momentum going with strategic goal-setting, skill-building, and value-driven actions. Consistent execution compounds over time for sales success.

Key Takeaways and Next Steps

An effective 30-60-90 day sales plan is crucial for driving rapid results when onboarding into a new role or territory. By summarizing the key points and next actions, you’ll be equipped to create your own plan.

Why 30-60-90 day plans matter

Here are the most impactful benefits of having a structured 30-60-90 day sales plan:

• Accelerates productivity – Clear goals shorten the learning curve so you reach full capacity faster.
• Provides focus – Defined priorities prevent getting overwhelmed and enable execution.
• Demonstrates initiative – Bringing a plan to an interview shows commitment to success.
• Enables measurement – Metrics allow monitoring progress and calibrating as needed.
• Identifies areas for improvement – Reviewing results highlights skill gaps to address.
• Reduces stress – Having a roadmap creates confidence instead of uncertainty.
• Kickstarts development – The initial plan transitions into ongoing growth.
• Establishes credibility – Achieving incremental targets builds trust and reliability.

The benefits of having a well-constructed 30-60-90 day plan are clear: faster onboarding, greater productivity, skill development, and showcasing your abilities. The investment required to craft one pays dividends throughout your sales career.

How to get started crafting your 30-60-90 day sales plan

Follow these steps to create your own 30-60-90 day sales plan quickly:

1. Download a template – Use our free 30-60-90 day sales plan template to follow the proven framework .

2. Set your SMART goals – Outline Specific, Measurable, Achievable, Relevant, Time-bound goals per phase.

3. Define metrics and results – Determine quantitative Key Performance Indicators and targets to track.

4. Review with your sales manager – Get buy-in and refinements from key stakeholders.

5. Block time on your calendar – Schedule actions from your plan into your daily and weekly calendar.

6. Execute tasks consistently – Follow your plan, collect data, course-correct as needed.

7. Update the plan regularly – Review with your manager monthly to add new goals and actions.

Following these steps will lead to a clear roadmap for maximizing your first 90 days and beyond. With consistent execution, you’ll onboard smoothly, deliver impact quicker, and establish yourself as a top performer equipped to succeed in any sales environment.

• A 30-60-90 day plan provides sales reps and managers with a strategic roadmap for their first 90 days in a new role.
• It is structured into 30 day phases, each with goals to learn, implement, and improve during the onboarding process.
• Crafting a 30-60-90 plan demonstrates initiative, accelerates ramp-up, and enables performance tracking.
• The plan should outline specific SMART goals, key metrics, and activities across learning, performance, and relationships.
• Getting feedback from stakeholders ensures alignment with company goals and calibration of the plan.
• Customized templates and examples can be followed for sales reps, managers, new territories, and interviews.
• Software enables executing the plan efficiently through activity tracking , analytics, and automation.
• Avoid common pitfalls like not reviewing metrics, skipping relationship-building, and failing to adapt the plan.
• Ongoing goal-setting, skills development, and process improvements beyond 90 days sustains success.
• With the right 30-60-90 day launch plan, salespeople can onboard smoothly, deliver quick wins, and establish themselves as top performers.

Frequently Asked Questions

A 30-60-90 day sales plan outlines goals, activities, and metrics for sales reps and managers to hit during their first 90 days in a new role. It is structured into 30-day phases for learning, implementing, and improving.

When should you create one?

Create a 30-60-90 plan for a job interview to demonstrate initiative. Also draft one within the first week on a new sales job to align with the manager on onboarding.

What goes in each 30-day section?

Each phase should have 3-5 SMART goals, key metrics to track, and specific activities tied back to learning, performance, and relationships.

How detailed should the plan be?

Aim for 3-8 pages with enough details to demonstrate thoughtfulness but not be overly rigid. Be flexible for adjustments.

How do you create an effective plan?

Do thorough research beforehand on the company, team, and role. Outline SMART goals per phase. Get feedback from your sales manager and other stakeholders before finalizing.

What sales metrics should you include?

Track activity volume, lead conversion rates, win rates, deal size, sales cycle length, productivity, and customer retention metrics.

What are common 30-60-90 day plan pitfalls?

Not reviewing metrics, failing to adapt the plan, skipping relationship-building, underestimating energy needs, and not maintaining manager alignment.

How can software help execute my plan?

Sales CRM software with activity tracking, analytics, and automation features enables efficiently executing a 30-60-90 sales plan.

How do you sustain success after the first 90 days?

Keep setting SMART quarterly and annual goals. Develop new skills continuously. Review metrics and processes regularly. Take on new challenges and responsibilities.

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How to Create a 30 60 90 Day Sales Plan?

Starting to work as a new sales manager can be nerve-wracking. A proper 30 60 90 day sales plan would make your role as a new sales manager easy and focused. Let’s understand how to create a 30 60 90 day plan for a sales manager.

Stepping into a new Sales Manager position can be both exciting and terrifying. You are not only expected to deliver results but also inspire the team to be successful. You will have a limited window to step in the shoes and quickly grow to become a successful leader. You must plan effectively, control the time available, and make the most of the available resources.

Successful new sales managers rely on the 30 60 90 day sales plan to drive their onboarding, prioritization, and focus on what matters, especially in their early days. They use a 30 60 90 day sales plan as a framework for success, outlining the goals and maximizing their output by thinking and planning. Let’s understand how to create a 30 60 90 day sales plan. 

What is a 30 60 90 Day Sales Plan?

The 30 60 90 day sales plan is designed to allow new Sales Managers to understand the product, process, and the people involved, making effective strategies and plans based on their priorities.

This three-month plan is strategically designed for successfully training the sales managers and their teams. It is also a good tool for candidates to build a strong impression in the interviews, making them stand out. 

What Is A 30 60 90 Day Sales Plan

MUST READ: 30 60 90 Day Plan for New Managers

What to include in a 30 60 90 Day Sales Plan?

While making a 30 60 90 day sales action plan for yourself or a new employee, ensure that

each phase of your 30-60-90 day plan has a specific focus, priorities, sales goals, and a plan for measuring success. The outline of each 30 day plan looks something like this:

Day 0 to Day 30: In the initial month, new sales managers learn everything about the company, its products and services, and its customers. 

Day 31 to Day 60: In this phase, the team starts implementing what they have learned and starts the sales and performance tracking process. 

Day 61 to Day 90: In this last phase of the 30 60 90 day plan, the sales managers examine the actions taken and their outcomes. This helps in identifying the failures and areas of improvement.

This plan is helpful to keep yourself tracked and focus on specific targets for the quarter. A 30 60 90 day sales manager plan can’t be achieved if it’s rushed. Let’s understand how to create a 30 60 90 day plan.

What To Include In A 30 60 90 Day Sales Plan

ALSO READ: How to create a 30 60 90 day Marketing Plan?

Creating Day 0-30 Plan

As with everything, the first aspect of the 30-day plan is to grasp as much as possible of the company culture, strategy, goals, and people. Familiarize yourself with the company and understand your role within the existing structure. Don’t be in a hurry to move on to the execution of plans. Integrate yourself within the company and understand what is expected of you as a Sales Manager.

Once you feel sufficiently informed about the company’s strategy, ethics, product, and goals, move on to your planning phase. Take inspiration from your company’s past successes and failures and how you, as the new Sales Manager, can optimize the process and utilize/change the existing model to fit the company’s needs better.

What to include in your 30-day plan?

• Settle Down

Here’s where you account for the transition and take control as a Sales Manager.

• Memorize the organization chart and take control of the schedules.
• Set up one-on-one meetings to better understand your team and build trust.
• Understand the current operating rhythms through regular meetings.
• Immerse yourself in key documents.
• Clarify Mandate

One of the key components of a good 30 60 90 day plan is to account for the transition and understand the mandate dictated by the company.

• Understand the Sales Head’s appetite for change, perception of sales challenges, and the drivers of these challenges.
• Understand any shortcomings of previous Sales Manager.
• Learn who the Sales Head trusts – or doesn’t trust – and why.
• Begin to understand the leadership bench and next-generation seller workforce.
• Define Role Effectiveness In the New Organisation

This is where you understand your role within the company and how you plan to take control of the operations within the sales team.

• Focus on leader-owned resources and priorities for individual performance.
• Use and contribute value throughout the enterprise.
• Give and take input from salespeople, cross-functional peers, and leaders to improve the broader enterprise.
• Facilitate sales team performance rather than direct it.
• Push information to and pull value from multiple teams, ensuring team contributions receive the resources and visibility needed for success.

Creating Day 31-60 Plan

Analyze your company’s core processes in detail because it’s time for you to start executing some of your ideas and plans. By this point, you should be able to evaluate your company’s management system better as you become familiar with your team, superiors, and partners. It is now time for you to take on greater responsibilities for providing results and ensuring greater output from your role as a Sales Manager.

What to include in your 60-day plan?

• Establish relationships with key stakeholders

Build a relationship with everyone involved in your company’s core processes.

• The Sales Head— Solidify your working relationship with the Sales Head/or your manager.
• Key stakeholders from peer functions — Individuals from marketing, HR, finance, IT, etc. can provide valuable insights that will help to shape the direction of your strategic vision and identify opportunities for functional improvement.
• Key customers — These strategic accounts provide outside perspective to help shape and validate your initial plans for functional improvement; their perspectives are critical to understanding how your best customers buy and use your products or solutions.
• Build Team Trust

Trust, responsibility, and credibility are the key characteristics of a successful Sales Manager.

• Make a personal connection by letting the team get to know you, not just getting to know the people on the team.
• Be transparent about what you do and don’t know to avoid information gaps that could prompt speculation and false rumours.
• Show competence by demonstrating your skills and openly acknowledging gaps, which can boost credibility in areas you know.
• Develop Your Personal Brand

Understand your company’s priorities, consider your career growth and the company’s trajectory.

• Conduct an in-depth listening tour and maturity assessment to identify and prioritize new standards and goals for the sales organization.
• Quickly understand organizational priorities.
• Understand the full extent/scope where the predecessor underperformed.
• Clearly define strategic priorities with executives.
• Strengthen relationships affected by underperformance.
• Explicitly signal continuity or discontinuity based on the performance of the predecessor.
• Continue successful activities and operations.
• Identify focused opportunities for improvement.

Creating Day 61-90 Plan

Evaluate, Experiment, and Emerge as a Trusted Leader. By this point, you should already be familiar with your company’s processes and the metrics for evaluation. Your goals and your company’s expectations should be perfectly aligned at this point, and all that should be left is for you to evaluate your position in the company and your plans for the future of sales within your capacity as a Sales Manager.

Communicate effectively with your team and management to get everyone on the same page. Assess what’s working and what needs to be changed. This is where you emerge as a leader in your position, and you should have a team behind you that trusts and respects your abilities and decisions.

What to include in your 90-day plan?

• Make Broader Assessments

Analyze your company’s successes and failures, and plan where to go.

• Assess the organization’s culture.
• Robustly assess current commercial performance.
• Evaluate sales talent and resources.
• Assess organizational structures, technologies, and processes.
• Create And Communicate Priorities

Using effective business practices, strategize how to pursue your company’s goals.

• Deliver a collective quick win related to an enterprise strategic initiative.
• (Re)define operational and strategic priorities.
• Communicate your strategic priorities.
• Create And Adhere To A Measurement Plan

Prepare a measurement plan to optimize your functions and work according to feedback.

• Measure progress against strategic priorities.
• Measure current functional effectiveness and maturity.
• Measure the function’s current maturity.

30 60 90 day plan templates can prepare you for an effective transition from someone just finding their footing within their position to someone integral to the core processes of a company. This plan should be built thoughtfully and methodically to be effective. Last but not the least, plans need solid execution to be impactful.

No 30 60 90 day plan shall be rushed or made in a way that sets unrealistic goals or needs to be clarified with the end goal. To help you create an impactful 30 60 90 day sales plan with clear and set goals, refer to pre-made professionally designed 30 60 90 day plan PowerPoint templates . 

A sales manager needs to present and win their clients. Create effective presentations with our presentation design services and win multiple clients in your first 90 days as a Sales Manager!

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“What is Your 30 60 90 Day Plan” Interview Question: How to Answer?

30 60 90 Day Marketing Plan

30 60 90 Day Sales Template for You to Choose

Whether you are in the final stages of an interview or the first week of your job, you need to be detailed in what you are looking for.

First, layout your action strategy. Use it to measure your progress, especially when juggling with a new role. The main objective isn’t the development itself but to align yourself properly with your new team.

Each phase corresponds to certain outcomes. Overall, there are three main goals of this planning approach. Often, developing a practical strategy can get confusing. Here is a look at how you can streamline the process. You can look at the things you can learn, your integration level with your team, and your ability to perform your tasks. Here is a template that is going to help.

It’s why a 30 60 90 day sales plan is popular during interviews. It gives sales hiring managers a better perspective on how you plan to adapt to your new role.

30-day Phase of Sales Plan

The first month should be for training and getting used to how the company works. Your priorities should be along learning the product you’re selling, establishing your relationship with your team, and learning the CRM of your company.

You need to understand what your team wants. In any workplace, you want to be able to adapt to your team’s objectives and work towards them.

The 30-60-90-day approach lets you set out your sales goals and accommodate them to the rest of the team.

Tip: Look to go beyond the goals themselves and understand why your team looks for these objectives.

It’s all about using the right tools and software.

In the beginning, you need to look at how you can use different tools the right way.

• Get accustomed to using the product
• Know the data to back it up
• See the trends, the metrics
• Understand the user behavior, and what they expect from your service.

In the end, never forget to listen! 

60-day Phase of Sales Plan

Month two should be for adjusting your efficiency and growing the income.

Your objectives should include contacting prospects and finishing at least two call cycles, making sure the main accounts are visited, figuring out the most efficient procedures, and asking for performance feedback from your Manager.

Once you’re aware of what your team wants, you’ll be able to set your priorities in a way that can benefit you and the entire team. Finally, if you align yours and your team’s goals, your relationship and accountability to each other will be better.

In this phase, it’s time to build up.

• Use feedback to build the right solution, from customers and service agents.
• Identify your different objectives.
• Ensure all the stakeholders are with you in your course of action.
• Look to optimize the work processes of the sales team.
• Observe people and processes but never judge others.
• Be objective, and identify your goals.

You need to be well versed with your team and the audience here. Learn empathy to build on the dynamics. It’s also important to not be carried away, and not indulge in hearsay. You need to look to have the team together, and you need to be objective.

90-day Phase of Sales Plan

Your last month should focus on strengthening your initiative to improve different tasks.

The best goals for this phase are to finish even more sales calling cycles – and using your tactics to bring in more customers or increase efficiency.

• Have a vision, which includes assimilating information,
• You need to look to build a product strategy
• Don’t forget to look to build customer empathy.
• Don’t forget to document everything important that you do.
• Map out your goals and the journey stages.
• Make decisions when you have to, after taking in the right feedback
• Focus on the problem, and how to address it; not just the solution

In this third stage, you need to act. So, you should be clear about your role expectations by now and be aligned with the roadmap. You should only then be able to learn to measure success and build credibility.

Tip : Make sure to ask for your sales manager’s opinion, as it helps keep them in the loop.

Tips for Doing it Better

A few tips can help you do better. 

Know the target

A great way to set yourself apart from other candidates is to define your targets with detail. Many sales managers don’t take a scientific approach when it comes to figuring out their ideal customer, so it’s a great idea to research your client and work your 30-60-90-day sales plan towards it.

Another great way to show you’re a professional is to back up your predictions with an outline approach of how you are going to achieve it.

Intuition isn’t enough, and an efficient approach shouldn’t focus on it alone.

Approach demonstration

This is where you exploit your salesman skills. Spend the last phase of the 30-60-90-day plan to demonstrate your strategies and make them work.

This is the last nail in the coffin for showing your boss you’re the full package they need. Be a smart and savvy salesperson, and build a sales plan strategy that delivers results.

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How To Create a Winning 30-60-90 Day Sales Plan (+ Sales Plan Template)

You’ve got a job interview for your dream sales job.

You have the experience and a track record of success. The only thing between you and your offer letter is your (hopefully) future sales manager.

Impress them with your exceptional selling skills and expertise, and you’ve got the job.

But the question is: how?

This Salesman.org sales plan template guide will show you how to put together a winning 30-60-90 day sales plan to impress your sales manager with your sales knowledge and expertise and nab your dream sales position.

What Is a 30-60-90 Day Sales Plan?

A 30-60-90 day sales plan outlines the measurable goals for your first three months on the job. Think of it as your personal value proposition that shows your superiors you’re a self-starter and helps you be laser-focused on achieving results.

It expands on what success looks like in the first 30, 60, and 90 days, respectively. The idea here is to lay out your clear-cut plans for measuring a successful transition and keeping everyone focused in the right direction.

Why Do You Need a 30, 60, 90 Day Plan?

Your dream sales job is also somebody else’s dream job. This means you have to stand out in your interview and make sure the hiring manager can see what a great addition you can be to the organization.

The only way to do this effectively is to create a sales plan that shows your vision of the future of the sales territory or customers you’ll be taking over. It should outline your interaction with your sales team, sales strategies, sales cycle, target audience and revenue goals.

Each aspect of your 30-60-90 day sales plan should detail a specific focus, your priorities and goals, and a plan for measuring success. Getting this right will help you maximize your progression into a new role by identifying potential partners to sell two and establishing a general framework for success.

Here’s are the biggest benefits of developing a 30-60-90 day plan:

• Creates a clear focus for your first 90 days on the job, boosting your productivity and maximizing results
• Ensures your goals are set properly in your 30-60-60 day plan, letting you integrate quickly and smoothly into the organization
• Proves you’re capable of self-management and achieving goals and are an employee worthy of development.

If you bring in a well-thought-out plan into a job interview , you’ll have an advantage over other under-prepared candidates, significantly improving your chances of getting hired.

Other Scenarios Where Having a 30-60-90 Day Sales Plan Makes Sense

Putting together a 30-60-90 days sales plan takes time and effort, but the good news is you don’t have to do it often. When you write a sales plan it becomes a sales tool that can be used over and over.

Besides the interview process, you can also use your sales plan for the following circumstances:

Scenario 1: First Week on the Job

You got a brand-new job—or maybe you’ve earned an internal promotion.

Regardless of the circumstance, you should create a 30-60-90 days sales plan within the first week on the job. Doing this will demonstrate your commitment to your new role and give you a well-defined plan to ensure you’re off to a good start.

Scenario 2: New Territory Management Assignments

If your company follows the territory management approach, creating a 30 60 90 day plan for new sales territory is a no-brainer.

Your plan should clearly define geographic boundaries for territories you’re responsible for and the metrics you’ll use to evaluate territory performance. It should include any new business goals, changes in the company mission or types of sales that you’ll be making.

Steps To Create a Winning 30-60-90 Day Sales Plan Template

Next, let’s understand how you can draft an effective 30 60 90 day sales strategy plan.

Step 1: Know Who You’re Creating the Plan For

You should know who you’re making the plan for. This involves thinking from the perspectives of two stakeholders: your team and you.

A) Align Your Plan With Your Organization’s Goals

Understand your sales team’s priorities and goals and align your sales plan with them.

For a job interview, try to connect with a salesperson already working with the company on LinkedIn. Strike a polite conversation and ask them what goals they’re being pushed towards corporately.

If you’re new on the job or handling a new territory, speak to your sales manager and ask them about goals that matter most to the organization.

Find out current revenue targets, sales and marketing initiatives and any strategies and tactics that are working for the sales team.

B) Identify Your Own Priorities

What are your current priorities and personal goals? 

Do you want to earn more money? Or do you want to focus on building now to set up your territory for even bigger successes? Maybe you want to position yourself as a legendary adviser for all things sales.

You must identify your own priorities before you start building your 30 60 90 day plan. This will give you a clearer perspective on how to approach things and set yourself up for success.

Do you want to install new sales tools, motivate your team or start pushing a new product or service? Creating your sales plan can reduce the time to implement a more effective sales action plan.

Don’t worry; we’ll also share a super-easy template you can follow and ensure better outcomes.

Step 2: Figure Out How to Measure Your Success

Now that you know your sales goals, your next step is to measure progress against those goals.

In the words of Peter Drucker, “If you can’t measure it, you can’t improve it.” When you know how to measure success, you can improve your plan further by identifying and eliminating weak aspects.

Here are a few tips to help you get started on the right track:

• Gain in-depth knowledge of product features
• Have the ability to demo the product at a high level
• Have built key relationships built-in potential growth accounts
• Developing a more targeted customer profile
• Become known, liked, and trusted with all current partners
• Improved sales performance or increased sales activities
• Have a list of 100 potential partners to prospect over the next 12 months

Step 3: Draft Your 30-60-90 Day Plan Breakdown

At this point, you’ve already done most of the hard work.

You can now focus on documenting the information you currently have to create a more formal 30-60-90 day sales plan that you can then share with your sales manager. For each section of your plan, ask yourself “what does success look like?“.

Note: We’ve also added critical questions below to help you create a more impressive sales plan.

Stage 1: 30 Days

As mentioned, the first step is to ask yourself what success looks like after 30 days are complete.

When applying for a job, success in the first 30 days is likely completing your onboarding and training process successfully. In addition, you can also add the following criteria if you want to be more specific:

• Understanding corporate priorities, new roles and responsibilities
• Intermediate knowledge of key products and services
• Knowing the product’s position in the market vs. the competition
• Developing key connections within the organization with customer support, sales leadership, team members etc
• Going through previous rep’s sales CRM data and outlining a few key accounts to target

The 30-day section of your sales plan should define your success goals and briefly explain how you plan on achieving them. It should also share how you‘ll know you’ve been successful in meeting these goals. 

Let’s explain this using an example.

• Success goal: Having intermediate knowledge of key products and services offered by the organization.
• To complete I will: Spend an hour every week with the product specialist for each product and have them quiz me on my knowledge.
• I will have success if: In the 30-day review meeting with my sales manager, they can quiz me about our product range like a potential partner would and I can answer their questions confidently.

This will allow you to show off your self-starting nature and help you understand your responsibilities better.

Be sure to schedule a meeting with your sales manager to discuss successes and any issues you had during the 30 days before moving on to the 60-day and 90-day time periods. It’ll make the transition smoother.

Stage 2: 60 Days

With the first 30 days up, you have to amp up your sales efforts in the second month.

You’ll be spending more time in the field or talking to potential partners at this stage. Keeping this in mind, you should understand your marketplace and products at a high level. Regardless of what you’re selling, after 60 days of being immersed in it, you should know everything related to the offering—big or small.

Another good tactic is to role play with co-workers and shadow your senior sales professionals to understand their sales processes and approaches.

Here are some pointers to include in the 60-day section of your sales plan. Notice how some of them are mandatory, while others are more flexible depending on your role, experience, and onboarding process.

• Started developing at least five new leads — Mandatory 
• Have shadowed the top two performing sales reps in the company — Mandatory 
• High-level understanding of key products — Mandatory 
• Completed role-playing sessions with other sales professionals in the team
• Have contributed to a sales meeting by adding value to the conversation
• Completed all formal sales onboarding or training that needs to be done

Of course, these objectives will vary depending on why you’re drafting the 30-60-90 day sales plan. For instance, if you’re an experienced sales professional who has been recently assigned a new sales territory, your success criteria will look something like this:

• Knowing your target territory — Mandatory 
• Setting measurable and realistic setting goals — Mandatory
• Developing a territory management plan — Mandatory
• Recording daily development in CRM
• Attending meetings with other sales professionals

Information overload, we know. But getting this step right will help you achieve greater success. Plus, once you get the hang of things, everything will become easier. 

Stage 3: 90 days

This is where you hit the ground running.

Your 31-90 day plan sets out what you’re planning on doing for the rest of the time in the specific sales role. Here, you should have an optimized prospecting list and have your foot in the door with at least a couple of potential new key accounts. 

Only a few things can go wrong at this point, which might stop your 30-60-90 day sales plan from being fabulous. Don’t worry, though. We’ll cover 30-60-90 day sales plan mistakes later to make sure all your hard work pays off.

At this point in your new sales role you should have a lead generation strategy, be on top of all the new sales enablement tools and content, understand your customer pain points and have a few new customers on the go.

At the 90-day meeting with your sales manager, discuss any 3-4 points from the following success criteria:

• Clear and optimized prospecting list in use — Mandatory
• Daily schedule established for prospecting, following up and staying on top of everything else — Mandatory
• Become a solid member of the team — Mandatory
• Had at least one round of feedback on performance from the sales manager
• Closed at least a couple of deals without too much babysitting from others
• Foot in the door with a couple of exciting key accounts

And that’s it! That’s how you create a solid 30-60-90 day sales plan.

Mistakes To Avoid When Creating a 30-60-90 day sales plan

The whole point of creating a 30-60-90 day sales plan is to give you a clear direction in your new sales role. But there are a few errors that may make it less effective…

Mistake 1: Not Including Success Measurement

We get it: you don’t want to make promises you can’t keep. But not including specific ways of measuring your success on your sales business plan is a huge red flag that may cause your sales manager to question your capabilities. 

You must be willing to put your money where your mouth is. So make sure you include measurable success criteria for each section of your 30-60-90 day sales plan.

Mistake 2: Making an Ambiguous Plan 

Planning is about being specific and granular. 

If you’re going to be ambiguous, your plan isn’t going to inspire confidence in your new sales leadership role and may fall flat.

Sales managers want to see numbers and progress towards a target rather than vague business strategy and generic sales plans.

Mistake 3: Lack of Sales Manager Follow-ups

Similar to how following up is necessary to win deals, holding meetings with your sales manager is important for improving your 30-60-90 day sales plan and self-improvement. Don’t forget to schedule meetings with your sales manager at the 30, 60, and 90-day points to review your progress and ask for advice on your sales process.

30 60 90 Day Sales Plan Template

As promised, right click and save as to download your 30 60 90 day sales plan template . This free template will take you through the process of creating a sales plan.

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The Complete 30-60-90 Day Plan for a New Sales Territory (Plus Templates for Interviews and Managers)

by Ben Hartmere

Oct 11, 2020

A new sales position can be daunting. After all, you’ve just been entrusted with a big bucket of potential, and it’s your job to turn it into gold (. . . or revenue, but you get it). It’s your name on the spreadsheet, your prospects to win or lose, and your commissions for the taking.

Working with new leadership can be daunting too, since they want to make sure that you are on the same page with the company. It’s hard to prove that you are doing your job while you are still trying to learn the ropes and your metrics need time to line up with your colleagues.

No pressure, right?

During these critical early days, a game plan is essential. An organized schedule can help you prioritize all the vital tasks and adapt to your new environment. That’s where 30-60-90 day sales plans come into the picture.

A sales plan can help you figure out exactly how you will best execute your new position. For sales reps, it also helps take the pressure off of sales management with clear timelines and goals that they can monitor. For leadership, coming up with the right sales plan will make sure that sales reps are completing what they need to be successful and ensures that everyone is on the same page.

We’re going to show you how to build out a strategy that will help you go from getting the territory to absolutely crushing it in just three months . And the best part is, you even will know when to implement what .

Here’s what you need to know about 90 days sales plan and 30-60-90 day sales templates to get you started.

Table of Contents

1. What Is a 30-60-90 Day Plan?

2. When to Use a 30-60-90 Day Sales Plan

3. How Long Should a 30-60-90 Day Sales Plan Be?

4. 30-60-90 Day Plan Templates for Better Sales

Template #1: 30-60-90 Day Plan for an Interview

Template #2: 30-60-90 day plan for a new sales territory, template #3: 30-60-90 day plan for managing a new team.

5. Day 91: What Now?

What Is a 30-60-90 Territory Plan?

Simply put, a 30-60-90 plan is when you strategize action steps and goals to accomplish in the first 30, 60, and 90 days of a new sales territory or position.

The plan is helpful not only for keeping yourself focused on specific targets but also for keeping your manager in the loop. The truth is, managers love 30-60-90 plans. Often, hiring managers will even ask potential sales reps to lay one out in their interview process. It’s good stuff.

There’s not a single “right way” to do these plans. But generally, they’re broken down like this:

• Days 1 through 30: Learn all you can
• Days 31 through 60: Put a plan into action
• Days 61 through 90: Make the plan better

Getting down to the details and being on the same page with your manager is a fantastic way to avoid stresses down the road for all parties. For example, if your manager knows you have a big push planned for days 31 to 60, then they’ll be able to take a breath and give you a bit more space to get acquainted with your territory from 1 to 30.

Alright, now that you know what we’re talking about, let’s get into it.

When to Use a 30-60-90 Day Sales Plan

A 30-60-90 day plan is useful for mapping out the transitions in your career. Whether starting, taking on new responsibilities, or ready for growth, you can tailor your plan to meet whatever your environment. How you want to structure your sales plan depends heavily on what you want to use it to achieve. Some of the most common times that a sales plan is used include:

Interviewing for a New Sales Position

You nailed the initial interviews, have the experience and references to land a great sales job. As you enter the final round of interviews, though, you’ll be up against other candidates that are just as likable and qualified as you. A sales plan is a great way to highlight exactly what you can bring to their company.

It’s common for hiring managers to ask about a sales plan, and it’s a critical way for you to distinguish yourself from the other candidates. Often, the manager may casually ask what your plan is for the first 30, 60,  and 90 days on the job. In most cases, you would benefit from having a formal plan drawn up to show that you have carefully thought through how you will tackle the job.  Done well, a sales plan will enable your hiring manager to view you in your position and what would make you excel in the company.

On a New Job

Another situation that you may find yourself crafting a sales plan is early into a new job, typically during the first week. Outlining your 30-60-90 day plan will allow you to communicate with leadership so they understand how you operate and how they can best support you during the onboarding and ramp-up process. It is also a chance for you to discuss how your goals align with the company goals and discuss any questions or concerns you have about your new role.

Once you start a new job, you’ll have a clearer picture of the company’s goals to align your sales plan. Even if you came up with a sales plan during the interview process, it is time to review your plan in light of your better understanding of your new company.

Starting a new job can be overwhelming. Even if you are not required to create a sales plan when you start at a company, creating one for yourself might provide you with the clarity and vision you need to excel as quickly as possible.

Assignment to a New Territory

Sales is fluid, and even the most senior reps may find change necessary during their careers. Whether a change in a territory or learning new technology, you will likely find yourself starting over again while working for the same company.

A 30-60-90 sales plan during this time can be critical to ensure your success during the transition. It can offer organization and clarity necessary so you can concentrate on what is important and make things as smooth as possible.

If you’ve been assigned to a new territory or part of your region has shifted, you’ll want to develop a 30-60-90 day plan to get ahead of it. It’s no easy task to become acquainted with a new market. Sometimes managers will require this, but if not, you should come up with a focused plan to get organized.

Create a Leadership Strategy

Entering a company as a leader can be a challenging prospect. Each company has its own unique goals, objectives, and values that leaders need to learn. Plus, every team has a different dynamic with unique strengths and weaknesses. Even experienced managers and leaders need time to understand these before making changes. However, they may feel pressure to make immediate improvements to establish their worth.

A 30-60-90 plan is a valuable tool for new managers to establish themselves. It allows them to stay on the same page with the rest of leadership and create a strategy for making improvements. The right strategy will allow them time to understand the dynamics of the company and team they will lead so that they can manage effectively.

Leveling Up Sales Skills

Success in sales does not happen by accident. It takes intentionality and drive to make sure you are hitting not only your quotas but your own professional goals as well.

It’s not a bad idea to implement these kinds of plans on a semi-regular basis. You can use a 30-60-90 plan to audit the way you’re approaching your customers and improve upon your messaging. It’s especially helpful during times of change — for instance, during an economic downturn or when your organization is adjusting their product/market fit is an excellent time to use a 30-60-90 plan.

Whether you want to move up in your company or just want a larger commission check, a sales plan can help you start making your dreams a reality.

How Long Should a 30-60-90 Day Sales Plan Be?

The length of a sales plan can vary widely. The average length typically spans anywhere from 3-8 pages.

How in-depth should your plan be? It depends on what you are using your plan for. If you have a new position with multiple responsibilities, you might benefit from a longer document that can tackle your goals and plans for each part of the job. For an interview, a shorter plan would be better to keep your answer from being long and rambling (a classic interview mistake).

Your sales plan should be as long as you need it to be. Don’t feel pressured to make it longer if there is not as much to tackle, but make sure that it is adequate to address all of your needs.

30-60-90 Day Plan Templates for Better Sales

Now that we’ve discussed the general outline of a sales plan, it’s time to dive into what that means specifically. We have broken down what your plan should look like based on what you are using it to accomplish.

Some of the most common templates for 30-60-90 day sales plans include:

A 30-60-90 day sales plan is one of the best ways to prepare yourself for your big interview. Even if the hiring manager doesn’t ask about your plan, it is a critical opportunity for you to research and strategize to be prepared.

Days 1-30: Gain an Understanding of the Company Values and Analyze Your Market

Coming up with the right sales plan from scratch is all about defining what success looks like in the beginning.

When it comes to a sales plan for an interview, it takes some more creative thinking to define and segment your goals. It is especially challenging because you most likely have not received clear company goals to outline.

However, you can still get a general outline to differentiate yourself from the other candidates. Take a careful look at the job description to find the necessary responsibility and qualifications for the position. What is emphasized in the description and qualifications? Is there any overlap in the two that seem significant? You can use these to distinguish goals to create an effective plan.

At its most basic, your first 30 days should include:

• Completing company training to learn valuable skills and their objectives . This goes beyond simply completing a training course and getting insights into your company and team’s high-level priorities. Understand their objectives for the future and the core goals to get you there.
• Gain an in-depth understanding of the company products or services. Your goal should be to gain mastery as soon as possible to help you advise customers and provide valuable information.
• Understand. who your target market is. Research to find out more about them. This is the time, for example, to research buyer personas and how your product or service uniquely serves them.
• Create connections in your organization . Not only should you be connecting with your sales team, but also key players for your customers. For example, you should get to know customer service and IT to create one comprehensive team for your clients.

Incorporating all of these elements should give you the chance to schedule weekly checkpoints to spend 1:1 time with a mentor or leadership to report on your progress. It is also a critical time to get support and advice for anything that comes up during this time.

Days 31-60: Get On-The-Ground Training

The first 30 days are critical to getting a solid foundation and understanding of your company. While you may still be speaking with customers depending on the company, most of your energy will be spent getting a general understanding of the company, your team, and customers. The next phase of your training plan, then, is making this theoretical knowledge practical.

The 60-day portion of your plan will likely concentrate on getting practical, on-the-ground training to put the knowledge you gained in the first 30 days to use:

• Set and revise your sales goals . You can decide what works well and resonates with customers, and what does not.
• Get to know your prospects and how you can improve the customer experience. Your hands-on experience should also give you a better understanding of your market and where you can support your customers.
• Find a mentor or more experienced team member during this time. You can shadow them to see how they best manage their territories and make sales. You can also role-play with them to sharpen your skills.

Days 61-90: Refining Your Goals and Plans

Now that you have received critical training and an in-depth understanding of your company, team, and customers, the last part of your sales plan should put that all together. It is a chance to put everything you learned together to make the most impact.

The last part of your plan should include these elements:

• Adjust your goals in light of everything you have learned.
• Optimize your list of prospects and customers to ensure you are reaching the maximum number of people possible.
• Think through your schedule . Are there certain days or times that are better for prospecting? Can you batch your schedule or schedule routes to make the most use of your time? Make the most of your time to set yourself up for success.
• Get feedback from team members and leadership. Their experience can help guide you to be as effective as possible and line up your goals with your organization. Actively seek feedback and use it to shape your strategy and goals.

The final step in a general, interview-ready sales plan is refining and perfecting your sales strategy. Now is the time to learn, adjust, and optimize your sales approach.

Although a territory change does not require as much adjustment as starting at a new company from scratch, it does come with unique challenges. A solid sales plan will help ensure that you continue to meet and exceed your sales goals no matter where you are.

Here is a sample template for a territory change:

Days 1-30: Understand and Analyze Your Market with a Strategic Sales Plan

When you are just handed a brand-new territory, it pays off to do your research and understand the direction you need to go in before diving into a set plan. Rather than sprinting off blindly into the distance, let’s take these next thirty days to get fully acquainted with the market and create a strategic sales territory plan .

Sales territory plans help you orient yourself and lay out a clear, intentional approach to your sales. This is essential because when you are intentional, you’re better able to measure your results and optimize down the road.

This may seem a bit simple, but it’s imperative— don’t skip it! Before you can do anything, you need to define your market and environment quantitatively . Get started by asking specific questions with objective answers:

• What are the literal geographical bounds of this territory?
• How big is the Serviceable Addressable Market (or SAM ) in this territory? Or what is the value of this specific territory? You can look at profitability, potential deal values, total number of prospects, or leads—whatever is the most relevant KPI for your goals.
• How big is your Share of the Market (SOM)? Or, how much of the SAM can your company reasonably serve? Think about your available resources.

• What are the demographics of this territory? Are the companies large or small? What industry are they in? How educated are they about your solution?
• What spending power do these prospects have?
• What competitors are already here?

The more interview questions you ask, the better prepared you will be down the road—so don’t be afraid to dig in.

Once you’ve collected your data, it’s time to make sense of it. Analyze your leads and evaluate them based on overall quality .

Your business goals define “quality.” If your current goal is to maximize revenue, you should look at potential revenue as your main KPI . If your goal is to minimize churn, you should look at the likelihood that the prospects would stick around.

Finally, you can divide your market into segments that help you target them more efficiently and effectively . It’s important to remember that segments aren’t made arbitrarily. Instead, they are defined by four things:

• Substantiality : Are there enough leads to make this segment worthwhile?
• Measurability : Can you easily identify who belongs in this segment?
• Accessibility : Does this segment represent actual prospects in your territory?
• Responsiveness : Does this segment require different sales or marketing tactics than other segments?

Typically, segments that meet these four criteria will be related to a relevant to your target KPI (noticing a theme here?). Some salespeople choose to create three segments based on the amount of “touch” (or work) involved in converting them: low touch, medium touch, and high touch. The choice is yours!

Complete a SWOT Analysis

Now that you know the basics about your territory, it’s time to evaluate your team’s relationship to it with a SWOT analysis.

“SWOT” is an acronym that stands for Strengths, Weaknesses, Opportunities, and Threats. Like most great tools, it seems simple at first, but you’ll find it to be invaluable as we build up our strategic sales plan.

“Strengths” and “Weaknesses” both look at the internal advantages and disadvantages your team has in this particular territory. They are directly related to your team—for example, the number of resources at your disposal.

“Opportunities” and “Threats” are external advantages and disadvantages. This has to do with the territory itself and the environment. For example, you may include competitors with a strong foothold as a threat or an underserved market as an opportunity.

Complete your own SWOT analysis by dividing a piece of paper into four columns and giving yourself some time to brainstorm. Take this exercise seriously—it’s going to come in handy soon when we start planning action steps.

Define Success

By now, the answer may be obvious, but it’s still essential to write it out explicitly and concisely: what exactly would success look like in this territory? What is your most important KPI ? Based on your research, what is a reasonable but challenging expectation for you to achieve?

This is when you want to set tangible goals for yourself—a process called sales accountability , which has been shown to drive productivity, increase sales, and improve customer satisfaction. Sales accountability is all about setting specific sales quotas and goals and holding yourself accountable for hitting them.

When deciding what your goals should be, choose something that’s SMART—you know, Specific, Measurable, Attainable, Relevant, and Timely . (We’re really all about the acronyms here at MMC.)

Create Action Items

Finally, what we’ve all been waiting for: action items. This is the final step of creating your strategic sales territory plan. Now, you’re going to write out the blueprint that will be your guide for the following thirty days.

To find specific actions you should take to reach your SMART goals , return to your SWOT analysis, ask yourself how to take advantage of your Strengths and Opportunities, and neutralize your Weaknesses and Threats. For example:

• Is there an untapped market you can reach? How will you reach it?
• Who is your biggest competitor here? Why is your company the better choice? How will you convey this to your prospects?
• How can you let each of the team members at your disposal shine? How can you utilize their skills?

Write it out. This is going to be your guide for the next 30 days when you execute and evaluate.

Days 31-60: Execute Your Plan and Get Qualitative Feedback

For days 31 through 60, it’s time to put the pedal to the metal, for the rubber to hit the road, to make like Nike and “just do it.” It’s time to put your strategic sales territory plan into action.

For these thirty days, you’re going to have a fuller calendar than you could imagine. Your goal is to keep your head up and keep moving forward. Think of it like a writer’s first draft—you need to get something on the page to improve upon it later.

In addition to hitting your action items, here are some critical tasks for you to complete during this time.

Find New Leads

There are always more leads out there, and the more acquainted you get with your territory, the better you’ll know how (and where) to look for new customers.

The best way to find new leads is to excel at serving the customers you currently have . When you leave a path of satisfied customers in your wake, you increase your referral rate and generate free positive “press” (people talk!). Even better, these leads are warm, which means less work for a higher close rate.

Optimize Your Route

Now that you know where you need to go, you can start optimizing your route . Use a digital tool like Map My Customers to discover how to get from Customer A to Customer B and then to Customer C more efficiently —and, better yet, what order to visit them in.

See a hands-on product tour of Map My Customers

Depending on your priorities, you can choose to optimize for time spent driving, distance covered, or a specific order in which you need to meet with clients. You can save up to 30% on gas just by making this simple change!

Get Qualitative Feedback

At this point in the game, it’s too early to have a significant amount of meaningful numerical data. Instead, it’s the perfect time to lean into qualitative feedback from your own team, your customers, and your prospects.

Be sure to regularly check in with your team to see how they think things are going and if they have any ideas. A good way to do this is to schedule a time in advance for a quick touch-base with each person. Try to come to that meeting ready to listen.

You can also meet with a mentor figure at your company . This person may be in another team or higher up. The point is that they have the experience, and you value their opinion. Ask to grab coffee with them and show them what you’re up to. See if they have any useful pointers.

And, of course, you can always get feedback from your customers—and even the deals that don’t go through (which, as sad as it is, is typically the most helpful of all).

Lastly, use surveys, questionnaires, and interviews to gather as much information as possible from your customers about why they did or didn’t buy, what other solutions they considered, what they think of your business so far, etc. As they say, the customer is always right—so figure out what they think!

90: Optimize and Implement New Strategies by Using Sales Analytics

You’re nearly there—it’s the home stretch! These final thirty days are all about taking what you did up to now and doing it better . Fortunately, you should finally have some of your very own data to work with, which will give you an enormous advantage.

Run the Numbers

Now that you’ve had time for data to accumulate, we can finally get to analyzing. This is the back end of that “sales accountability” we talked about before—it’s time to see if you hit your goals.

By referencing your CRM , lay out your data in a way that helps you to make sense of it all (we love graphs). Be sure to look not just as your main KPI but at all relevant data points. Review the results with your entire team to see where you did well, where you can improve, and what was successful .

Look at the numbers and the qualitative feedback you collected side-by-side. What’s the story here? It can be useful at this point to also evaluate how specific action steps you took played out. Did they help you to address the Weakness or Threats that you identified? Or do you need a new plan?

Then, take the numbers even further. Go beyond what’s currently happening with your customers and discern what is likely to happen down the road with predictive analytics and sales forecasting .

For example, if you notice a customer has been calling into customer support more than usual—a red flag that they may churn soon—you can reach out to them with a special or thoughtful offer to keep them on board.

Individual Account Reviews

Often, figuring out the best way to serve a current customer is as simple as just asking. Maintaining a positive relationship with your customers is all about staying one step ahead and showing them that you’re thinking of them. Accomplish this by scheduling individual account reviews for each of your clients .

In these meetings, you can ask critical questions to help you better serve your client. For example:

• How has our service been?
• Have we been able to help you improve your KPI?
• How could we serve you better?
• What else are you working towards or struggling with?

This is an opportunity to gather invaluable qualitative feedback and upsell or cross-sell existing customers. Whatever you do, be sure to be empathetic —only sell what you genuinely think will be good for them

Automate Your Sales Processes

It’s hard to automate systems before you’ve worked out the kinks, but by now, you should be prepared to switch some tasks over to some handy-dandy robots (or software, but same thing).

To find the best ways to automate your processes, first, take a day or two to organize your CRM .

When you adjust to a new territory, it’s normal to be overwhelmed and make silly mistakes with your CRM. Go back through and make sure that you’ve logged all the relevant information completely and correctly.

Then, you can take a look at some of the easiest ways to automate (and the best tools out there ). That way, you can focus less on menial tasks and more on selling.

A 30-60-90 day plan is not just for sales reps. It’s a critical tool for leadership to make concrete plans to meet their goals as well. With different roles and goals, though, the 30-60-90 day plan will look far different than a general sales plan:

Day 1-30: Get to Know Your Team

The first month of any job requires getting to know the company. You should be taking this time to learn about policies, goals, and how the company works. For leadership, in particular, this includes getting to know your team and how it currently operates.

The first month should dive deep into learning about your company in general. You should be learning about your product or service, the target market, metrics, and trends. Your team will rely on your expertise, so an in-depth understanding will be vital to your position.

Beyond the technical expertise, use this time to have conversations with your direct reports and get to know them. They can provide valuable insights to help direct your goals and understand each team member’s strengths and weaknesses.

No two teams are exactly alike. Each person brings something different to the team, and each team has different strengths and weaknesses. It’s impossible to be an effective leader and keep your team happy and motivated if you don’t take the time to understand their unique dynamics. A deep team understanding is critical to good leadership.

Days 31-60: Bringing Your Skills to the Team

While the first 30 days are about getting a more in-depth understanding of your company and team, the next 30 days are your chance to start making tangible and useful changes. You are hired for your unique skill set, so now is the time to impart that onto your team.

Take this time to identify any skills gap on your team. For example, does your team lack a tech expert to help other members navigate their sales technology? See where you can offer your expertise and where training might be necessary.

Based on what you have observed in your team and your understanding of your company, now is also a time to create goals for your team. Being able to impart a vision to your team is valuable for maintaining morale and guiding their decisions. With measurable goals, you can help shape how the team operates to meet the overall company goals.

Days 61-90: Develop and Draft a Training Strategy

Having identified your team’s gaps and goals, your final 30 days might be developing a training strategy to overcome any skills gaps and guide your direct reports into their roles in the future. It is where you take practical steps to address what you have learned and identified in the first 60 days.

While you may not be promoting people quite yet, your time so far should give you a sense of everyone’s strengths and weaknesses. Your final process should be coming up with the best plan to coach them to where they can be and want to be in the future.

Day 91: What Now?

Congratulations! You’ve officially gone from getting a new sales job or territory to crushing it in just 90 days. How does it feel?

Remember that “crushing it” is all about constant improvement. If you’re trying new things, looking for new opportunities, seeking out new leads, and generally playing an active role in your position, you’ll always be crushing it—even if one specific campaign isn’t a resounding success.

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30-60-90 day sales plan: the secret sauce for sales reps to succeed.

Download 30 60 90 Day Plan Template for Sales Success

Published: April 13, 2023

Just landed your new sales job? Are you brainstorming ideas and methods to impress your fellow sales team members and sales manager?

Having a strategic sales plan, especially in the first three months is critical to proving your worth. An organized sales plan can help you prioritize and pivot through all the learnings, and tasks at hand, and adapt to your new environment.

Enter a 30-60-90-day sales plan.

In this blog, we'll show you how to build a strategic plan that will get you started from day 1 and help you crush your sales goals in three months.

What is a 30-60-90 Day Sales Plan?

Simply put, a 30-60-90 day sales plan lays out clear actionable goals and metrics to help sales reps understand their new product better and learn how to reach their best level of productivity to help them produce high-quality work and carve a niche for themselves at their new sales job.

With a robust 30-60-90 day sales plan, organizations are more likely to level up their new sales reps to make the most of their new territories, environment, and people.

Besides, your sales manager can also gauge how you are moving ahead in the organization and adapting to your new role.

What are the Benefits of Implementing a 30-60-90 Day Sales Plan for Sales Reps?

Although a 30-60-90 day sales plan is to help new sales team members transition into their roles, it should also serve as a roadmap for their career development.

Here are some benefits of a 30 60 90 day sales plan for sales reps:

1. Clarity and Focus

A well-designed 30-60 90-day sales plan provides clarity and focuses to the sales rep by outlining specific goals and objectives for each phase of their onboarding process. This helps them stay focused on the tasks at hand and avoid getting overwhelmed.

2. Prioritization

The plan helps the sales rep prioritize their tasks by breaking down their goals into smaller, achievable objectives. This enables them to work more efficiently and effectively towards achieving their targets.

3. Faster Ramp-Up Time

By providing a roadmap for the sales rep to follow, a 30-60 90-day sales plan can help them quickly get up to speed on the job and start making meaningful contributions to the team.

4. Increased Accountability

A sales plan provides a measurable framework for assessing the sales rep's progress and performance. This increased level of accountability can motivate the sales rep to work harder and achieve their goals.

5. Better Communication with Management

A 30-60 90-day sales plan can be used as a communication tool between the sales rep and their management team. It allows both parties to be on the same page regarding expectations and progress, fostering a more collaborative and productive working relationship.

How to Create a 30-60-90-Day Sales Plan

If you're looking for the secret sauce to succeed in sales, then a well-crafted 30-60-90 day sales plan is your recipe for success. 

According to statistics , sales reps who implement a 30-60-90 day sales plan achieve a 30% higher success rate than those who don't. 

Here's how to create a 30-60-90 day sales plan that will set you up for success -

1. Define the Company Mission

Start by identifying and writing down the company mission. This step is crucial as the plan should align with the company’s mission and goals. By having a clear understanding of the mission, the sales rep can better comprehend their role in the company.

2. Set 30-day Objectives

Write down three to five goals that the sales rep should aim to achieve in the first 30 days. It is essential to include key metrics for each goal, which will help measure success.

3. Set 60-day and 90-day Objectives

Similarly, write down three to five goals that the sales rep should aim to achieve in the next 60 and 90 days, respectively. Once again, including key metrics is crucial to track progress.

4. Provide Ample Resources

To help the sales rep accomplish their goals, including any relevant resources such as contact information for key personnel or online tutorials. The aim is to provide the necessary support and guidance for the sales rep to succeed with minimal oversight.

5. Evaluate Progress

It is crucial to evaluate the sales rep's progress regularly.

To do so, set a specific timeline for follow-up and review the sales rep's accomplishments against the goals set out in the plan. Evaluating the plan's effectiveness helps identify areas of success and opportunities for improvement. According to a survey conducted by The Bridge Group , sales reps with a 30-60-90 day plan were 79% more likely to achieve their targets than those without a plan. 

By following the above-mentioned five steps, you can help ensure that your sales rep is equipped with the tools and resources necessary to achieve their sales goals.

What to Include in a 30-60-90 Day Sales Plan?

The first step in creating a sales plan is to identify and write down the company's mission and goals. Understanding the company's mission will help the sales rep comprehend their role in the bigger picture. It will enable them to align their sales strategy with the company's objectives and work towards achieving the same.

Next, the sales rep should set specific, measurable, and achievable goals for the first 30 days, 60 days, and 90 days. The goals should be limited to three to five to ensure clarity and focus. Each goal should have a key metric that can be used to measure success.

The goals should be realistic, and challenging, and should align with the company's mission and objectives.

Examples of 30-60-90 Day Sales Plans for Various Scenarios

#1 30-60-90 day sales plan for newly joined sales reps, phase 1: days 1-30.

• Complete all onboarding and training.
• Familiarize yourself with the company’s culture, mission, and values.
• Learn about the company’s products and/or services in detail, including pricing, features, and benefits.
• Research the company's existing clients and their needs.
• Meet with the sales team and learn about their current sales strategies.
• Schedule regular meetings with your sales manager to discuss progress and receive feedback.
• Develop a comprehensive understanding of the sales process, including lead generation, prospecting, and closing deals.

Phase 2: Days 31-60

• Review your progress over the past 30 days and identify areas for improvement.
• Shadow top-performing sales reps to learn their tactics and strategies.
• Attend sales meetings and presentations to learn how to effectively communicate with clients.
• Develop a target list of prospects and create a plan for reaching out to them.
• Conduct market research to identify new opportunities and develop a strategy for pursuing them.
• Set specific, measurable sales goals and establish a plan for achieving them.

Phase 3: Days 61-90

• Review your progress and results from the previous 60 days.
• Continue to refine and improve your sales techniques, based on feedback from managers and colleagues.
• Use customer feedback to make adjustments to your sales approach and improve customer satisfaction.
• Develop and implement a follow-up strategy to nurture leads and close deals.
• Network with industry professionals and attend relevant events to build your sales pipeline.
• Conduct a thorough review of your sales activities and results over the past 90 days, and create a plan for ongoing improvement.

#2 30-60-90 Day Sales Plan for Newly Joined Sales Managers

• Complete all onboarding and training, including company policies and procedures.
• Meet with your team members and learn about their current roles and responsibilities.
• Review the company's sales goals and objectives, as well as the current sales strategies.
• Conduct a SWOT analysis to identify the team's strengths, weaknesses, opportunities, and threats.
• Develop a plan to improve team performance, such as setting performance goals, creating incentives, and offering training opportunities.
• Schedule regular check-ins with each team member to discuss progress and provide feedback.
• Build relationships with key stakeholders, such as clients, partners, and vendors.
• Evaluate the team's performance over the past 30 days and identify areas for improvement.
• Develop and implement a plan to address any weaknesses or gaps in the team's performance.
• Meet with key clients to understand their needs and challenges, and develop a plan to address their concerns.
• Review and refine the sales process to optimize efficiency and productivity.
• Attend sales meetings and provide coaching and feedback to team members.
• Develop a plan to improve communication and collaboration among team members.
• Review the team's progress and results over the past 60 days.
• Implement ongoing training and development programs to ensure the team has the skills and knowledge to succeed.
• Develop and implement a plan to expand the company's customer base and increase revenue.
• Analyze the competition and develop strategies to stay ahead of them.
• Develop and implement a plan to increase customer satisfaction and loyalty.
• Conduct a comprehensive review of the team's performance and results over the past 90 days, and develop a plan for ongoing improvement.

#3 30-60-90 Day Sales Plan for New Sales Territory

• Gather information about the new territory, including market size, competition, and demographics.
• Develop a comprehensive understanding of the company's products and services.
• Identify key accounts and prospects in the territory and develop a plan to prioritize them.
• Create a sales territory map to visualize the distribution of prospects and customers.
• Schedule introductory meetings with key stakeholders, including clients, partners, and vendors.
• Meet with the sales team to discuss the territory's potential and challenges.
• Develop a deep understanding of the needs and challenges of your target market.
• Build relationships with key prospects and clients, including decision-makers and influencers.
• Create and execute a plan for lead generation and prospecting.
• Identify and engage with referral sources to expand the customer base.
• Attend industry events and network with other professionals in the territory.
• Set specific, measurable sales goals for the territory and establish a plan for achieving them.
• Refine and optimize your sales strategies based on feedback from clients and team members.
• Conduct a comprehensive review of the territory's performance, including sales metrics and customer satisfaction.
• Develop and implement a plan to expand the customer base and increase revenue.
• Identify and capitalize on opportunities to improve operational efficiency and increase profitability.

#4 30-60-90 Day Sales Plan for Newly Hired Sales Leadership

• Meet with each member of the sales team to understand their roles, responsibilities, and performance.
• Evaluate the existing sales strategies and identify areas for improvement.
• Develop a deep understanding of the company's products and services, as well as the target market and ideal customer profiles.
• Meet with key stakeholders, such as senior management, marketing, and customer service teams, to understand the company's overall strategy and goals.
• Review the team's performance over the past 30 days and identify areas for improvement.
• Build relationships with key clients and prospects to understand their needs and challenges.
• Develop and execute a plan for lead generation and prospecting.
• Identify opportunities to improve operational efficiency and increase profitability.

Mistakes to Avoid While Creating a 30-60-90-Day Sales Plan

When creating a 30-60-90 day sales plan, there are several mistakes that you should avoid to ensure that your plan is effective and helps you achieve your sales goals. Here are some common mistakes to avoid:

• Not Setting Specific Goals : Your sales plan should have clear and specific goals for every 30 days. Avoid setting vague or unrealistic goals that are difficult to measure.
• Focusing Too Much on Short-Term Goals: While it's important to have short-term goals, it's also important to consider the long-term impact of your sales plan. Make sure that your short-term goals align with your long-term sales strategy.
• Neglecting Research and Analysis: Before creating your sales plan, it's important to research your target market, competitors, and industry trends. Neglecting this research can lead to a plan that is ineffective and doesn't meet the needs of your customers.
• Not Taking into Account the Strengths and Weaknesses of your Sales Team: Your sales plan should take into account the strengths and weaknesses of your sales team. Make sure that you're assigning tasks and responsibilities to team members based on their strengths and areas for improvement.
• Not Tracking Progress: It's important to track your progress toward your sales goals and adjust your plan as needed. Avoid neglecting this step, as it can help you identify areas for improvement and make adjustments to your plan to ensure success.

By avoiding these common mistakes, you can create a 30-60-90 day sales plan that is effective, realistic, and tailored to the needs of your business and customers.

Wrapping Up

In conclusion, a 30-60-90 day sales plan is a powerful tool that can help sales reps achieve success by setting clear goals, prioritizing tasks, and tracking progress. 

By avoiding common mistakes and tailoring the plan to the needs of your business and customers, you can increase your chances of meeting and exceeding your sales targets.

Download Template

Get Ahead with Our 30 60 90 Day Plan Template

Learn the secret to sales success with our 30-60-90 Day Sales Plan guide. In this comprehensive guide, we'll show you how to create a winning sales plan, provide examples of 30-60-90 day sales plans for different scenarios, and help you avoid common mistakes.

How to Create a Winning 30-60-90 Day Sales Plan

A 30-60-90 Day Sales Plan cto help you hit the ground running in a new sales role. Know how to set goals, identify key activities and create a winning sales plan.

Examples of 30-60-90 Day Sales Plans for Different Scenarios

No two sales roles are the same, and neither should Sales Plan. In this section, we'll provide you with examples of 30-60-90 Day Sales Plans for various scenarios.

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How to Write a 30-60-90 Day Sales Plan

3 Stages of writing a 30-60-90 day plan and why it matters

30-60-90 day sales plans have been used as a way to ensure success for new sales team members with clearly outlined actions and goals. If you haven’t heard of or used this plan before, now is a great time to start for your next job interview, new sales job, or even for your personal life. See below what a 30-60-90 day plan is, the elements of it that you should consider, when to write one, and why it’s important.

What is a 30-60-90 Day Plan?

The 30-60-90 day plan is a three-month strategy for successfully training new sales team members or selling in new territories. It clearly lays out all the actions and goals that will help salespeople get to know their new company or region and learn how to best reach their highest (and healthiest) level of productivity. With a robust 30-60-90 day sales plan, businesses are much more likely to make the most of new territories, reps, and managers.

Why Write a Sales Plan?

Coming into a job interview or new sales job with a detailed 30-60-90 day sales plan will show the manager:

• You know what you’re doing
• You’re confident in your abilities
• That you’ve carefully thought out crucial elements to ensure success
• You’ll hit the ground running if hired

We all know to be prepared when starting a new job or interviewing for one, but having a plan like this laid out will take you to another level above other candidates.

3 Stages to Writing Your Plan

Like we’ve discussed, having a 30-60-90 day sales plan prepared is going to set you apart from less-prepared sales reps. If you’re unsure of where to start, the first steps are to:

• Aligning the current teams goals
• Identify your own priorities

Writing a sales plan is not just about you, the sales team also needs to be considered. In the interview process, ask the current sales reps what their goals are and what they’re being pushed to. After finding out where the current reps are, identify your own success. Here are some examples of goals you can use and measure at the end of 90 days:

• Have the ability to demo the product at a high level.
• Become known, liked and trusted with all current customers.
• Have a list of 100 potential customers to prospect over the next 12 months.

It’s important to answer these questions before writing your plan to provide direction. Now let’s get to writing your sales plan .

Stage 1: 30 Days

When applying for a job, success in the first 30 days is likely completing your onboarding and training process successfully. In addition, you can also add the following criteria if you want to be more specific:

• Understanding corporate priorities, new roles and responsibilities
• Intermediate knowledge of key products and services
• Knowing the product’s position in the market vs. the competition
• Developing key connections within the organization with customer support, sales leadership, team members etc
• Going through previous rep’s sales CRM data and outlining a few key accounts to target

The 30-day section of your sales plan should define your success goals and briefly explain how you plan on achieving them. It should also share how you‘ll know you’ve been successful in meeting these goals.

Stage 2: 60 Days

With the first 30 days up, you have to amp up your sales efforts in the second month. Here are some pointers to include in the 60-day section of your sales plan. Notice how some of them are mandatory, while others are more flexible depending on your role, experience, and onboarding process.

• Started developing at least five new leads — Mandatory 
• Have shadowed the top two performing sales reps in the company — Mandatory 
• High-level understanding of key products — Mandatory 
• Completed role-playing sessions with other sales professionals in the team
• Have contributed to a sales meeting by adding value to the conversation
• Completed all formal sales onboarding or training that needs to be done

Stage 3: 90 days

Your 31-90 day plan sets out what you’re planning on doing for the rest of the time in the specific sales role. At the 90-day meeting with your sales manager, discuss any 3-4 points from the following success criteria:

• Clear and optimized prospecting list in use — Mandatory
• Daily schedule established for prospecting, following up and staying on top of everything else — Mandatory
• Become a solid member of the team — Mandatory
• Had at least one round of feedback on performance from the sales manager
• Closed at least a couple of deals without too much babysitting from others
• Foot in the door with a couple of exciting key accounts

Let’s Talk About it

Your success as a sales rep rests largely on how prepared you are with goals and objectives for success. If you want to chat about it more and how we can get you set up with tools for you and your team, schedule a free demo now ! Comment down below if you have a 30-60-90 day sales plan or will be making one now.

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5 Steps to Creating An Effective 30-60-90 Day Sales Plan with Xara + Examples

Published by Kimberley DERUDDER

• Pin this project

If you’re looking to elevate your business’s strategy or want to step up the recruitment process as a hiring manager, a 30-60-90 day plan is a perfect solution.

We know that new operating procedures can be tough to implement once an organizational culture is formed.

Still, given today’s highly competitive markets, updating your strategy and standard operating procedures (SOPs) as a hiring manager has become as common as updating your phone.

The truth is everyone needs a competitive advantage. So, what if your next cutting-edge practice starts with something as simple as editing a template? More specifically, we’re talking about this 30-60-90 day sales plan template .

Instead of struggling to keep up with modern hiring practices and tech-savvy start-ups, use free customizable templates and get ahead of the game immediately.

Let’s explore the step-by-step approach to creating an effective 30-60-90 day sales plan below!

What Is a 30-60-90 Day Sales Plan And How To Use One As A Sales Manager?

Sales managers are responsible for hiring, training, and motivating sales reps to ensure they’re hitting their goals. But how do you know if the reps you’ve hired fit your company’s culture?

One way is by using a 30-60-90 day sales plan. A 30-60-90 day sales plan is a sales management tool that helps sales managers stay more organized and perform better.

An action plan like this can help you determine goals and expectations, evaluate the performance of new hires, and adjust training accordingly.

• The 30-day plan is an evaluation period where you can see which new employees have the knowledge and skills to be successful in the role. The first 30 days are for mapping out goals and setting the pace.
• The 60-day plan is where you should see them applying what you taught them in the 30 days and improving on those skills. During this phase, you get to change what’s not working and adapt your initial strategy.
• The 90-day plan is practical and definitory. During the 90-day plan, you’ll host plenty of constructive feedback sessions and set up operating procedures that work.

A 30-60-90 day sales plan is a way of thinking about your sales strategy. It’s not a set of instructions or steps to follow. Instead, it’s an action plan for you to use as you map out your strategy and team goals.

The idea behind the 30-60-90 day sales plan is that you should have a vision of what success looks like for your business.

It will help you articulate why you want to be in the market, your goals, and how you want to manage them.

What To Include In A 30-60-90 Day Plan For Sales

When you’re hiring a salesperson, you want to know that they’re going to be successful. You can’t just hire them and then sit back and hope they do well—you need to give them the tools to succeed.

One of the best ways to do that is through a 30-60-90 day sales plan that outlines their responsibilities, goals, and performance metrics. This lets you set clear expectations of what it means for someone to be successful in the role. It also gives you a concrete schedule to follow when you’re trying to help them develop those skills.

Here is what a 30-60-90 day sales plan should include:

The 30-day plan

• Formal training
• Mission, vision, and goals
• Organizational structure
• Benchmark external influencers

The 60-day plan

• Best activities to pursue
• Understanding competition
• Set expectations for needed change
• Establish key metrics

The 90-day plan

• Contribution to long-term growth
• Set up the planning process
• Establish regular feedback loops
• Demonstrate learning

Our 30-60-90 day sales plan template will help you create a plan to improve your sales and make sure you’re getting the most out of your resources.

How To Create An Effective 30-60-90 Plan In 5 Easy Steps

To map out a results-driven plan based on the long-term goals of your sales department, you need a practical approach. Start with micro plans on how to get to your goal, who will help make it happen, and what resources will be required.

After you’ve mapped out everything, make sure to allocate resources and prioritize tasks. The 30-60-90 day sales plan will help you figure out all these aspects. Now, let’s see how to create one!

Here are five easy steps required to create an effective 30-60-90 day sales plan:

• Start With A 30-60-90 Plan Template (Free)
• Customize The Template For Your New Employees
• Be Specific and Include Planned Sales When Setting A Target For Your Team
• Make The Sales Plan Easy To Understand And Highly Actionable
• Set KPIs To Measure Success But Be Flexible When Necessary

Now, let’s take each of these steps and study them in detail so that you can set clear expectations and drive better performance with your sales team!

1. Start With A 30-60-90 Day Sales Plan Template (Free) and Write Down Your Goal

Start with Xara’s free 30-60-90 day sales plan template, a versatile template that helps hiring managers set concrete goals and accomplish them on time.

The idea behind this action plan is simple: If you’re a new manager or taking on a big task, you set goals for this new job.

Given that you’ve already gone through the interview process and the onboarding process of your new hire/ hires, the first step is to write down the common objective for yourself and the team.

Make sure you include specific details about what you want to achieve. For example, write down who your target audience is, what resources are available to help you reach this goal (ex: skillsets), and where everything fits into the 30-60-90 day sales plan.

Take the first week of this new task to make sure you set reasonable goals, as they’re the foundation of your sales project.

Once you’ve written down your objective, break it down into three parts: 30 days (your short-term goal), 60 days (medium-term goal), and 90 days (long-term goals).

2. Customize The Sales Plan Template And Impress Your New Employees

Now that you have a broad idea of your 30-60-90 day sales plan, it’s time to customize the template using our platform.

• To start, click on the text box that you wish to change and rewrite your input.
• If you want to be consistent in your materials, you can automatically apply your brand’s guide (fonts, logos, colors) to match your brand’s aesthetics and the company’s mission throughout the entire document.
• You can then play around with our extensive editing features to customize the template according to your preferences.
• Click on the ‘download’ button to get your file or the ‘share’ button to let your teammates in on the project.

Pro tip: With Xara, you can share any file that you’re working on and allow live collaboration with your colleagues or have them pick up the project from where you’ve previously left it.

3. Be Specific and Include Planned Sales When Setting A Target For Your Team

When presenting a 30-60-90 day sales plan to your new hires, you need to be specific and include expected sales and targets for the next three months.

If you’re looking for a new employee to join your work environment, set clear expectations from the beginning.

A great way to do this is by using the SMART method for setting goals. SMART stands for:

• Specific – Be specific in your goal formulation. (E.g. We need to increase the revenue of the sales department using sales funnels)
• Measurable – Set a goal using numbers and targets to reach instead of just words. Aim for quantifiable goals that can be quantified in figures. (E.g. We need to increase these sales by 20%)
• Achievable – Unrealistic expectations will make your team’s spirit die down. Keep your objectives down-to-earth by setting achievable goals, which will also increase the chances of reaching your target.
• Relevant – Set goals that make sense for your team, company, and yourself. Don’t be unrealistic, as it will inhibit motivation and lead to unsatisfactory results for the company. A goal followed by a plan of action is to increase productivity and performance, so set a goal with the bigger picture in mind.
• Time-Bound – Deadlines are highly effective when it comes to completion rates. They make everyone work harder and strive to meet indicators. Use them to enhance performance and get things done in a set time.

If you’re not specific in the early days of a new job, you and your new team will have difficulty collaborating simply because they won’t get the message.

You want to ensure that everyone understands their role at their new job and how they fit into the larger picture. A template like this one can help you touch these relevant matters of your 30-60-90 day sales plan and set milestones that fit the job description.

4. Make The Sales Plan Highly Actionable And Easy To Understand

You want your new hire to feel excited about their new job and motivated to do well from the first day. Therefore, both the employer and the company culture should be friendly and inviting in the development stage of your project.

As a team leader, it’s your job to offer training and teach them about how the team operates, what’s is like to work at this new company, what the job role consists of, and offer additional training when needed.

Your 60-90 day plan that follows the initial phase needs to be actionable. Case studies, competitor research, and understanding where the company positions itself on the market are all relevant learning goals.

In the 90-day plan, the long-term focus should already be defined. Everyone should know their job and place in the business. They must know their job responsibilities, day-to-day tasks, and direct reports from the management team.

If your 30-60-90 day sales plan is actionable and concise, by 60-90 days, or the 90-day at the latest, any new employee will understand the step-by-step process of their job and be able to demonstrate their learnings.

If not, perhaps you should reconsider other candidates who initially applied for the job. After all, managers need to prepare their staff to bring back a positive ROI.

5. Set KPIs To Measure Success, But Be Flexible When Necessary

Performance goals must be measured according to KPIs (Key Performance Indicators) to quantify the return on your invested resources.

To measure performance goals, you need to determine your KPIs or how many of your smart goals are being achieved. If you’ve achieved them, it’s time to determine if they brought in more returns than the original investment required to pursue this 30-60-90 day sales plan.

Some examples of solid KPIs for your 30-60-90 day sales plan include:

• Number of cold calls made
• Number of meetings scheduled
• Number of meetings converted to leads
• Number of new clients
• Number of qualified sales opportunities (QSOs) generated
• Average revenue generated
• Customer retention rate

KPIs are meant to show what is working and what isn’t, where you can improve, and how to better target efforts.

In the end, you’re looking to generate more revenue with your 30-60-90 day sales plan. Focus on the areas of your work that generate income, and invest less in the areas that are lacking performance.

Keep Employees In The Loop With A Template For Every SOP

Employees will always require clarity and direction from their team leader. And this is regardless of their experience, whether it’s a new job or how well the team collaborates.

Time and time again, great businesses proved that high performance starts with making employees work in an enjoyable environment. They need reliable and professional colleagues and supervisors who are on the same page as them (meaning that they also want to keep the workplace healthy and thriving).

Templates can be a great way to help you get your strategy together and become more successful by saving time and focusing on what matters. They can be used across multiple projects and help you plan your goals more complexly than just general ideas.

The 30-60-90 day sales plan is one of Xara’s most popular templates .

It helps sales managers and their teams by providing them with a step-by-step action plan to improve their sales planning strategy over time. The result? Increased clarity, better-targeted efforts, and reduced waste in the process.

If you want to improve other areas of your SOPs, get started with our customizable templates for free now !

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Creating a 30-60-90 Day Plan to Ensure Success As a New Sales Manager

• Lauren Kaudelka
• June 28, 2022

30-60-90 Sales Plan Template

Starting a new job as a sales manager can be overwhelming: In between onboarding and getting to know your direct reports, you need to familiarize yourself with company tools and technology, marketing operations, and sales goals and metrics. To set themselves up for success, many sales managers rely on a 30-60-90 day plan to help them create and prioritize objectives, set clear expectations and accountability, and maximize output.

Read on to discover how sales managers and teams can create a three-month sales plan to ensure success in their new role.

What is a 30-60-90 Sales Plan?

A 30-60-90 sales plan is a general framework that outlines a new employee’s goals for their first three months on the job. It clearly defines targets and creates alignment between sales reps, directors, hiring managers, and other teams, ensuring that everyone is on the same track to success.

30-60-90 day plans are typically developed for new hires—either during the job interview process with the hiring manager or their first week on the job, but can also be used for more tenured sales reps if they are moving to a new territory or selling a new product or solution. The main objectives are self-management, clear expectations, and alignment with business plans month by month.

Craig Ferrera , Director of Business Development at FORM , uses a goal-based framework similar to 30-60-90 to motivate his BDRs personally and professionally. “Improvement seems like a daunting task,” he says, “but setting incremental benchmarks and focusing on micro-improvement makes it much more achievable. It’s not about reaching all your goals on day 1; it’s about what small improvements you can make each day to get you closer to your goals.”

Key Components of An Effective Three-Month Sales Plan

As a sales manager, before going into the smaller details that your 30-60-90 day plan will have, you’ll want to think about what to think about the high-level elements that it should include. Consider the following when creating your plan:

Use SMART Goals

In each stage of your strategy plan, your goals should be SMART: specific, measurable, attainable, realistic, and time-bound. For example, instead of saying, “ Learn more about our target accounts ,” a SMART goal would be, “ Within the first two months, identify our top 10 target accounts and reach out to half of them. ” SMART goals allow everyone to be on the same page and offer visibility into goal progress.

Take Company Objectives Into Account

When creating your 30-60-90 day plan, always consider the objectives of the broader team and the company as a whole. In fact, one of the first items in your plan should be to understand the company’s current goals and priorities and align your own objectives with those.

Includes Personal Goals

In addition to performance goals, a strong 30-60-90 strategy will include personal goals, as well. Whether you want to develop your professional skills, build strong relationships with key stakeholders, or join a workplace committee or club, defining your personal goals will create a more in-depth plan. 

“While many of our metrics are centered around getting leads and booking meetings,” Ferrera says, “I always encourage the team to carve out time for personal development, as well. I want them to be empowered to read a book or check out a webinar to gain valuable knowledge.”

Keep it Short and Sweet

Listing out goals for three months may seem daunting, but keeping it short and simple will make it more successful in the long run. Your 30-60-90 day plan should be skimmable and no more than one or two pages long.

30-60-90 Day Plan Template

First 30 days.

Your first month should be focused on learning . You’ll want to get up to speed on your new role, your sales team, and your new company as a whole. You’ll need to familiarize yourself with the team’s immediate and long-term priorities and the responsibilities of yourself and your direct reports. 

It’s also important to learn as much as you can about the product or solution you’re selling during your first 30 days. Watch sales training videos or past presentations, read through the website and sales documents, and review competitor websites. 

“This is when you get a holistic lay of the land,” Ferrera shares. “Especially as a manager, it’s important to really take the time to get to know your team. Gather an honest assessment from them about what’s currently working and what isn’t. Even though you’ll eventually be leading them, in the beginning, you’re there to learn as much from them just as they’ll be learning from you.”   

While every sales role may be slightly different, by the end of your first 30 days you should have:

• Completed the onboarding process and have access to all the tools and accounts used for sales (email, CRM software, sales management platform , etc).
• Learned the high-level priorities for yourself, your team, and the company
• Acquired a base-line knowledge of key products and services and understand your position in the market as well as competitors
• Established relationships with co-workers throughout the organization, including account management and customer success
• Immersed yourself in key internal documents and assets

First 60 Days

The second month in a new job should be focused on contributing. Now that you are beginning to feel more comfortable with the role and the company, you can begin to explore how you can actively make an impact on sales and strategy. You should now understand your products and the marketplace more comprehensively and begin to forge connections with prospects and potential partners. 

“As a Business Development Representative, the first 30 days are all about activity,” Ferrera says. “After a new hire learns the company and the product, we look at pure activity—how many calls or emails are they engaging in weekly. By day 60, we begin to look at effectiveness. How effective is our team in getting prospects on the phone?” 

A few goals by the end of day 60 may include:

• Deepen relationships and build further trust with your team
• Observe a more experienced member of the sales team by sitting in on calls
• Identify 10 prospects and schedule 5 meetings
• Fully understand and begin to utilize the internal sales tracking system
• Arrange a check-in with your manager to discuss goal progress and feedback
• Schedule coffee or lunch with a team member you haven’t gotten to know yet

First 90 Days

The focus of your 61-90 day strategy should be taking initiative. You should be completely familiar with your role, the company’s processes and KPIs, and begin to emerge as a trusted sales leader. At this point, you should have established your personal selling strategy and have your foot in the door with multiple strong prospects and high-quality leads, and, depending on how long the sales cycle is , maybe even closed a deal or two.   

Other benchmarks of your 90-day plan may include:

• Created credibility and a trustworthy environment amongst your team
• Led a sales meeting or shared performance report with key stakeholders
• Established a daily schedule for yourself and your team
• Spearheaded a new project or initiative to increase output
• Followed up with feedback given by peers or superiors
• Measured progress against your original 30-60-90 day plan

Looking Ahead

While an exact 30-60-90 day plan may not work for every sales role, it’s important to begin a new job with learning goals, performance goals, and personal goals. After three months of working on these objectives, you should be confident and comfortable in your role. You may not be a seasoned expert, but you should be forging relationships, delivering results, and solidifying your place as a valuable team member.

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The Best 30-60-90 Day Plan Templates + Examples of 2024

Don’t you just love it when a plan comes together? We all have a bit of Hannibal inside of us after all. We’re referring to the A-Team and not the Silence Of The Lambs of course. Don’t break out the cianti just yet!

All jokes aside 30-60-90 day plans are amazing performance management tools for large teams and individuals alike. Creating a 30-60-90 day plan ranks among the top best practices when onboarding new hires or promoting existing team members to new roles.

This week, we wanted to provide you with helpful tips on how to write 30-60-90 day plans, alongside helpful 30-60-90 day plan examples and effective 30-60-90 day plan templates! So what are we waiting for? Let’s get right to it!

A quick note before we start: If you are looking into these plans and templates, you might also be looking for a goal-setting template as well! Don’t worry, just fire this up on a separate tab:

9 Free Goal Setting Templates.

Table of Contents

What is a 30-60-90 day plan?

A 30/60/90 plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your company.

It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities.

The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

The First 30 Days

During the first 30 days of your new role, your primary focus is usually on getting settled in and learning the ropes.

While some could liken this section of the 30-60-90 day plan to the honeymoon phase, completely full of sunshine and rainbows, it does come with some getting used to.

You may find yourself spending time getting to know your team, understanding the company culture and values, and familiarizing yourself with the processes and procedures of your new job.

This period might also be the timeframe when you begin to identify potential challenges and opportunities for improvement, which you can address in the upcoming phases of your plan.

This also happens to be a great time to start exchanging positive feedback with your team and boost morale alongside employee engagement .

The First 60 Days

As you move into the 60-day phase of your plan, your focus may shift towards executing key projects and making meaningful contributions to the organization.

You should definitely begin to take ownership of specific initiatives, work collaboratively with colleagues to achieve shared goals, and implement new ideas and strategies that align with the company’s objectives.

Taking ownership at this phase displays an impressive amount of commitment on your part and shows you have a knack for leadership.

Start measuring your progress and track your results, refining your approach based on feedback from your team and your supervisor.

If you are looking for some fresh HR-related initiatives: Best HR Initiatives of 2024 .

The First 90 Days

By the time you reach the 90-day mark, your goal is to have established yourself as a valuable contributor to the company.

You should have a clear understanding of your job responsibilities, your team dynamics, and the organization’s priorities.

Having a complete grasp of how everything around you works brings with it a certain amount of confidence that should really impact your performance.

You should also be able to demonstrate your ability to achieve results, innovate, and adapt to changing circumstances by now. After all, you are now a full-fledged member of the team!

Reviews after each checkpoint

Conducting 30 60 90 day reviews after each checkpoint is the best practice when it comes to an effective onboarding process . If you want to automate these reviews, you can try using an integrated onboarding software such as Teamflect.

You can try using it for free, without signing up and with no time limits, inside Microsoft Teams. All you need to do is click the button below.

Wandering how you can conduct 30 60 90 day reviews inside Microsoft Teams? Here is a nifty little tutorial!

30-60-90 Day Plan Examples:

Example 1: 30-60-90 day plan for a sales manager:.

30 Day Plan:

• Clarify sales goals: Meet with the sales team and clarify sales goals for the quarter. Identify any gaps in the team’s understanding and develop a plan to fill those gaps.
• Develop relationships with team members: Meet with each team member individually to understand their strengths and areas of development. Develop a plan for how to work together to achieve individual and team goals.
• Conduct market research: Conduct research on the market and identify potential clients to target. Develop a list of prospects for the sales team to reach out to.

60 Day Plan:

• Develop sales strategies: Develop sales strategies for the next quarter, based on market research and feedback from the sales team. Develop strategies for both new business and account management.
• Develop sales training: Identify areas for sales team development and develop a sales training program to address these areas.
• Build relationships with clients: Schedule meetings with key clients and develop relationships with them. Gain a deep understanding of their needs and develop strategies for how to best serve them.

90 Day Plan:

• Implement new sales strategies: Roll out new sales strategies and track progress against sales goals. Identify areas for improvement and make adjustments as necessary.
• Implement sales training: Implement a sales training program and track team members’ progress against development goals.
• Measure success: Develop metrics to track the success of new strategies and training programs. Share progress with the team and celebrate successes.

Example 2: 30-60-90 Day Plan For a Marketing Manager:

30 Day Plan :

• Meet with team members and key stakeholders to understand the current state of the marketing department, the key challenges and opportunities, and the short and long-term goals.
• Conduct a thorough analysis of the company’s current marketing strategy, including customer segmentation, brand positioning, and market trends.
• Develop a deep understanding of the company’s products, target market, and competitors.
• Review the marketing budget and allocate resources according to the priorities of the business.
• Identify areas for improvement in the marketing plan, such as optimizing the company’s digital marketing campaigns, improving the customer journey, or streamlining the sales funnel.
• Begin to develop and implement new marketing initiatives that align with the company’s goals and objectives.

60 Day Plan :

• Build a strong relationship with the sales team to better understand their needs and how marketing can support them.
• Identify and prioritize key marketing projects that will have the most impact on the company’s growth.
• Analyze the company’s marketing metrics and use the insights to refine the marketing strategy and make data-driven decisions.
• Optimize the company’s website, social media channels, and other digital assets to improve lead generation and customer engagement.
• Develop and execute a content marketing plan that aligns with the company’s messaging and brand voice.
• Explore new marketing channels and tactics to expand the company’s reach and build brand awareness.

90 Day Plan :

• Evaluate the impact of the new marketing initiatives and adjust the strategy accordingly.
• Collaborate with other departments to ensure alignment on messaging and branding.
• Develop a plan for ongoing measurement and analysis of marketing performance.
• Finalize the marketing budget for the upcoming year and ensure that it aligns with the company’s goals and priorities.
• Evaluate the marketing team’s performance and identify opportunities for professional development and growth.
• Present a summary of accomplishments and plans for the future to the leadership team.

Example 3: 30-60-90 Day Plan for a Human Resources Manager

• Get to know the company culture and values: Meet with key stakeholders, including the CEO, senior leadership, and department heads, to understand the company’s mission, vision, values, and culture.
• Evaluate existing HR policies and procedures: Review the current HR policies and procedures to identify areas for improvement or updating. Meet with HR staff and other department heads to get their feedback on what’s working and what’s not.
• Develop relationships with staff: Schedule one-on-one meetings with all HR team members to get to know them and understand their roles. Meet with other key staff to understand their needs and expectations of HR.
• Assess staffing needs: Work with department heads to identify staffing needs and develop a plan for recruiting and hiring new employees.
• Develop an HR strategy: Based on the information gathered, develop a comprehensive HR strategy that aligns with the company’s goals and objectives. Research current HR trends and create a strategy that is up to date.
• Implement HR strategy: Begin implementing the HR strategy, including changes to policies and procedures, and start recruiting new staff members.
• Develop and conduct training programs: Develop and conduct training programs for HR staff and other employees on topics such as performance management, diversity and inclusion, and employee relations.
• Improve employee engagement: Develop and implement initiatives to improve employee engagement, such as employee recognition programs, regular feedback sessions, and career development plans.
• Review compensation and benefits: Review the company’s compensation and benefits packages to ensure they are competitive and in line with industry standards.
• Conduct a compliance audit: Review HR analytics software and procedures to ensure compliance with federal and state regulations.
• Evaluate HR initiatives: Evaluate the effectiveness of HR initiatives implemented during the first 60 days and make any necessary adjustments.
• Develop long-term HR goals: Work with the senior leadership team to develop long-term HR goals and strategies.
• Improve communication channels: Develop and implement initiatives to improve communication channels between HR and other departments.
• Build external relationships: Build relationships with industry organizations and attend networking events to stay up-to-date on HR trends and best practices.
• Review recruitment process: Review the recruitment process and make any necessary changes to improve the quality of new hires.

30-60-90 Day Plan Templates

HR managers should use a 30-60-90 day plan because it is an effective tool for managing employee performance and ensuring that new hires are successfully integrated into the organization.

This particular 30-60 90-day plan template outlines specific goals and objectives for the employee to achieve during their first three months on the job.

This in turn lets the HR manager set expectations and provide clear direction, which can help the employee stay focused and motivated.

The 30-60-90 day plan can be used as a performance evaluation tool as well, allowing the HR manager to assess the employee’s progress and make any necessary adjustments to their training or development.

Using a 30-60-90 day plan is an excellent tool for account managers for several reasons. Why? Because it simply helps them hit the ground running and achieve success quickly in their new role.

The plan provides a roadmap of what they need to achieve in the first three months and keeps their focus on the most important activities and stay on track to meet their goals.

What are the benefits of 30-60-90 day plans?

1. Clarifies priorities and goals

Having a 30-60-90 day plan helps you clarify your priorities and goals in the first few months of your new role. The first three months on the job can be intimidating. breaking down your objectives into manageable pieces helps make sure you are focusing on the most important tasks and making progress towards your goals. Taking advantage of OKR software definitely helps here.

2. Demonstrates initiative

Creating a 30-60-90 day plan shows your employer that you are proactive, invested in your role, and willing to take the initiative to succeed. Demonstrating how you are willing to map out the next three months can help you build trust with your employer and position yourself as a valuable asset to the organization.

3. Helps with time management

A 30-60-90 day plan can help you stay on track and avoid feeling overwhelmed by the amount of new information and responsibilities you need to absorb.

Dividing your initial three months at an organization into achievable milestones will help you manage all the difficulties of managing time and responsibilities in your first months.

4. Provides structure and direction

The plan provides a structure and direction to your work, helping you make steady progress toward your objectives. Having a plan in place keeps you focused, engaged, and most importantly, accountable.

5. Facilitates communication

Creating a 30-60-90 day plan can help you communicate with your supervisor and team about your goals, priorities, and progress. You will always have an answer to the question “What are you up to these days?”. That translates into an improved relationship with your management and colleagues.

What are the challenges of 30-60-90 Day Plans?

1. time constraints.

Crafting a comprehensive plan within a short timeframe can be challenging, especially when considering the need for thorough research and analysis. Processes like gathering data, market research, and the evaluation of internal processes can be a tricky balance when you’re trying to meet business needs.

2. Ambiguity

Uncertainty about the role, expectations, and organizational dynamics can make it difficult to create a detailed plan that aligns with the company’s goals and objectives. Lack of clarity at any level in 30-60-90 day plans can lead to misalignments and unmet expectations.

3. Resource Limitations

Limited access to resources, such as data, tools, or personnel, may hinder the development and implementation of the plan. If you don’t possess the right software or other tools, it can be hard to keep the steps on your 30-60-90 day plan smooth sailing and meet objectives in the given time frames.

4. Alignment

Aligning the plan with the organization’s strategic priorities and gaining buy-in from key stakeholders can be challenging, especially in complex organizational structures. It’s not always easy to manage alignment due to competing agendas and schedules in such organizations and it is why effective stakeholder engagement is a must.

5. Measuring Progress

Establishing metrics and key performance indicators (KPIs) to measure progress and success can be challenging, particularly when dealing with qualitative objectives or outcomes. Identifying realistic and objective-related metrics need to come from certain benchmarks of your industry otherwise it can be hard to provide an insightful monitoring during your 30-60-90 plan.

9 Useful tips for creating a 30-60-90 day plan

To determine what you should focus on while creating a 30-60-90 day plan, you need to understand how you can help the new hire in the first 90 days. Below are nine ways of creating an impactful 30-60-90 day plan.

• Set SMART goals 
• Establish your employees’ priorities
• Promote career growth
• Encourage time to reflect on employee strengths and weaknesses
• Create goals for the first month, second month, and third month 
• Collect feedback from your peers and direct reports 
• Create opportunities for continuous learning about the company culture 
• Make adjustments when needed
• Follow up  

When to use a 30-60-90 day plan

What situations will your 30 60 90 day plan be the most effective in? Let’s dive right in.

30-60-90 day plan for an interview 

You can consider creating a 30-60-90 day plan for your interviews if you want to impress your potential employer. For instance, an employee who is applying for a sales role can put together a 30-60-90 day plan which includes what they can focus on in their new position.

30-60-90 day plan for a new job

30 60 90 plans are more frequently used in the employee onboarding process because they help both hiring managers and new hires. It helps you set performance expectations for the next three months.

Performance Management Software

Creating 30-60-90 day plans is only half the battle. Keeping up with them and making the absolute most of them is an entirely different beast to overcome.

This is where taking advantage of a performance management solution can make all the difference. We’ve highlighted some of the best ones you can find right here:

That being said, if your organization uses Microsoft Teams on a daily basis, then the best option for you would be:

Teamflect is an official Microsoft partner and the best performance management software for Microsoft Teams. With complete Microsoft Teams integration , Teamflect lets users manage tasks, set goals, exchange recognition, and conduct highly effective meetings, without ever having to leave Microsoft Teams.

As a highly efficient task software , Teamflect lets users assign and track tasks from inside even inside team chat, providing the perfect tool to make sure your 30-60-90 day plans are executed to perfection!

Other Teamflect features include but aren’t limited to:

• Employee Engagement Surveys
• An extensive library of customizable performance review templates
• Customizable employee recognition badges
• A strong meeting module with comprehensive meeting agendas
• So much more!

Frequently Asked Questions

What is a 30-60-90 day plan.

A 30-60-90 day plan is a strategy that outlines your goals and objectives for the first three months of a new job or a new role within your current company. It’s a game plan that helps you focus your efforts, prioritize your tasks, and track your progress as you navigate your new responsibilities. The plan is typically divided into three phases, with each phase representing 30 days, 60 days, and 90 days respectively.

• Clarifies priorities and goals
• Demonstrates initiative
• Helps with time management
• Provides structure and direction
• Facilitates communication

What are some mistakes to avoid with 30 60 90 day plans?

Setting Unrealistic Expectations : While it’s essential to be ambitious, setting unrealistic expectations is a common pitfall. We are after all, only talking about a one to three-month period. That isn’t very long now, is it?

Overloading a 30-60-90 day plan with too many objectives can overwhelm individuals and lead to burnout. Ensure that your goals are challenging but also attainable within the designated time frames.

Neglecting Prioritization : Setting tasks for the upcoming 30-60-90 days is great but your job as a leader doesn’t end with task assignments. A common mistake is failing to prioritize tasks and goals within the 30-60-90 day plans.

Without clear priorities, individuals may find themselves scattered, trying to accomplish everything at once. Establishing a clear order of importance for tasks can help individuals focus on what matters most.

Ignoring Flexibility : What is that old saying about the best-laid plans of mice and men? Circumstances change. Plans go down the drain and new ones need to be made. That is why rigidity can be detrimental to 30-60-90-day plans.

The unexpected can happen, and unforeseen challenges can arise. A mistake to avoid is not allowing room for adjustments and flexibility within the plan. Plans should be adaptable to accommodate changing circumstances.

Short-Term Focus Only : 30-60-90 day plans are designed to provide short-term structure, but another mistake is neglecting the long-term perspective. These plans should ideally align with broader career or organizational goals. It is imperative to ensure that short-term actions contribute to long-term success.

All in all, a well-structured 30-60-90 day plan is a highly powerful tool to use when striving for your goals and objectives. It provides you with a valuable roadmap that gives a clear direction of where you’re headed and how you can get to your envisioned future in your business.

This structured approach of a strategic plan you will craft is not only a key part of your road to success but also a very important asset in your real growth as a person and a business. 30-60-90 day plans promise short-term success and the enablement of continued improvement and sustained success.

Whether you apply it in a personal or professional setting, as an employee or a leader, 30-60-90-day plans prove to be effective in turning aspirations into tangible, measurable outcomes. Use this guide and craft one of your own to start succeeding!

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Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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Free 30-60-90-Day Business Plan Templates and Samples

By Joe Weller | September 4, 2020

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In this article, we’ve compiled a variety of useful 30-60-90-day business plan templates. Download them in PDF, Word, and Excel formats for free.

On this page, you’ll find a one-page 30-60-90-day business plan template , a sample 30-60-90-day business plan for startups , a sample 90-day business plan template with timeline , and more that you can use to develop an actionable plan.

Simple 30-60-90-Day Business Plan Template

Use this simple 30-60-90-day business plan template to map out main goals and deliverables. You can easily break down your high-level plan into bite-sized chunks to create an effective roadmap for accomplishing business goals. Add key tasks and descriptions, assign ownership, and enter deadlines to keep plans on track.

Download Simple 30-60-90-Day Business Plan Template

Word | PDF | Smartsheet

One-Page 30-60-90-Day Business Plan Template

Document key goals and tasks with this single-page 30-60-90-day business plan template. This template can help you create a high-level view of main business objectives and track the status of your goals in an organized and scannable manner. 

Download One-Page 30-60-90-Day Business Plan Template

Word | PDF  | Smartsheet

Sample 30-60-90-Day Business Plan for Startup 

Use this sample 30-60-90-day plan as a basis to build out and develop your organization’s startup business plan. This template enables you to produce and implement a plan of action — from idea conception to business plan finalization. There is also space to detail main goals and deliverables, assign task ownership, and set due dates to ensure your plan stays on track.

‌Download Sample 30-60-90-Day Business Plan for Startup Template 

Sample 90-Day Business Plan Template with Timeline

This sample 90-day business plan template is customizable and doubles as an action plan and timeline so you can track progress in 30-day increments. Easily break your plan into phases, then add key tasks, task ownership, and dates for each activity. You can also fill in and color-code the cells according to the respective start and end dates to create a visual timeline. 

Download Sample 90-Day Business Plan Template with Timeline - Excel

30-60-90-Day Business Plan to Increase Sales (With Gantt Chart)

Use this template to develop a 90-day action plan to increase sales for your business. This customizable template is designed to help you reevaluate and improve your sales strategy and business plan. Broken up into 30-day increments, this template comes pre-filled with actionable tasks, like defining and prioritizing goals, conducting market research, evaluating current processes, finding untapped opportunities, and refining your sales plan to reach sales goals.

Download 30-60-90-Day Business Plan to Increase Sales

Excel | Smartsheet

For additional resources to create and enhance the sales plan portion of your business plan, visit “ All about Sales Plans: Definitions, Tips, and Free Templates .”

30-60-90-Day Business Plan for Marketing

This 30-60-90-day business plan for marketing features a simple and scannable design to help stakeholders track the progress of key marketing goals and activities. Use this customizable template to provide an overview of main objectives and the status of tasks you need to complete.

Download 30-60-90-Day Business Plan for Marketing

Excel | Word | PDF

For additional resources to help develop the marketing plan portion of your business plan, view “ Free Marketing Plan Templates, Examples, and a Comprehensive Guide .”

Purpose of a 30-60-90-Day Business Plan

Unlike a 30-60-90-day plan used to interview for or transition into a new role, a 30-60-90-day business plan is a useful document for developing a roadmap covering the first 90 days of your business planning process.  

Small-business owners, entrepreneurs, and established organizations use a 30-60-90-day business plan to do the following: 

• Establish high-level goals, objectives, and deliverables for the first 30, 60, and 90 days.
• Align your team’s goals with overarching business goals.
• Outline key business activities needed to accomplish the established goals.
• Determine the necessary resources to effectively complete the tasks.
• Define success metrics.
• Assign activity ownership, define milestones, and create a timeline to keep the plan on track.

Looking for additional resources to help you develop your business plan? Visit the following pages for more free templates:

Simple Business Plan Templates

One-Page Business Plan Templates

Fill-in-the-Blank Business Plan Templates

Business Plan Templates for Startups

Business Plan Templates for Nonprofits

Streamline Your 30-60-90-Day Business Plan with Real-Time Work Management in Smartsheet

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The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done. Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. 

When teams have clarity into the work getting done, there’s no telling how much more they can accomplish in the same amount of time.  Try Smartsheet for free, today.

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What is a 30-60-90 day plan?

6 benefits of a 30-60-90 day plan, when to use a 30-60-90 day plan, what to include in a 30-60-90 day plan, 30-60-90 day plan template for managers, 9 tips for creating a 30-60-90 day plan.

"The more I help out, the more successful I become. But I measure success in what it has done for the people around me. That is the real accolade." Adam Grant, organizational psychologist and BetterUp Science Board Advisor 

When it comes to setting your people up for success, a little help goes a long way. How are you setting up your workforce to reach its full potential ? 

Well, if you ask any leader, a lot of it comes down to helping your employees think strategically from the start. It’s beyond finishing a project, solving a problem, or completing the menial, day-to-day tasks.

Of course, the day-to-day duties help to get work done. But it’s also helping your employees connect their day-to-day to the larger purpose of work . Why does that purpose matter? How does their work connect to the organization’s goals, mission, or purpose? 

When I first started at BetterUp, my manager shared a fully fleshed-out spreadsheet and Google document as part of my 30-60-90 day plan. In these resources, there were targets to hit, milestones to reach, and tasks to complete. 

But more importantly than the line items was the sentiment: the strategy behind the 30-60-90 day plan helped to set me up for success. It was that extra mile to help out a new hire that allowed me to onboard successfully to my new role. And it was the help I needed to see the larger vision of how my work connected to organizational success , even if I didn’t fully know it yet. 

When we think about helping others around us be successful, having a plan is critical. In fact, 69% of employees are more likely to stay with a company for three years if they had a good onboarding experience.

Having a roadmap for the first three months can help your employees acclimate to the company culture. It'll also help them ramp up to the role and meaningfully connect with others — and ultimately lead to better performance.  

Sure, the plan might change. After all, we’re in a rapidly changing world where plans are often etched in pencil instead of stamped in pen. But if you’re hiring new employees or onboarding teammates, it’s important to give your workforce a sense of where you want to see them go. 

In this post, we’ll walk through what makes a good 30-60-90 day plan. We’ll also talk about the benefits of a good plan — and even give a template example to help you help your employees. 

First, let’s understand what defines a 30-60-90 day plan. The 30-60-90 plan is a key part of a robust onboarding process . And in remote and hybrid work environments, the onboarding process is more important than ever. It’s critical that in these early days of onboarding, you’re building culture and connection with your new employees. 

A 30-60-90 day plan is a document or resource that outlines the goals and strategies for a new employee within the first 90 days. It serves as a guide, a resource, and a checklist for your new hires.

When a new employee joins your organization, there’s likely a stage of information overload. In the onboarding process, the employee absorbs a lot of information. They might be networking and setting up coffee chats with other employees. They’re probably in a good chunk of training sessions and other sorts of new hire workshops. 

Depending on how your organization runs the onboarding process, your employees are likely trying to ramp up in their new roles. At the same time, they're also soaking in everything they can about the organization. All while your employees are acclimating to the new role, they’re also making connections. Or, at least, they should be.

In short: it’s a lot. It can feel overwhelming to retain all the information a new hire receives. Sometimes, it can lead to confusion or misalignment on overall goals. 

But with a 30-60-90 day plan, you’re able to clearly outline the expectations you have for your employee. As a manager, it’s a useful resource and tool to help keep the onboarding process on track. It can also serve as an accountability tool, one where you can ensure your employees are meeting your expectations. 

Let’s talk more about what benefits come with a clearly outlined 30-60-90 day plan. 

There are plenty of benefits to a 30-60-90 day plan, for both the employer and the employee. Here are six of our favorite benefits to consider. 

• It helps optimize productivity  

It sets clear expectations 

• It helps with goal setting  

It can help alleviate the new job jitters 

It empowers employees to self-manage their work , it serves as a reminder of priorities , it helps optimize productivity .

Ashley Ballard, social media manager, BetterUp, shared why a 30-60-90 day helped their productivity in the first three months of work. 

“I'm someone who benefits from an itemized list of expectations so that I’m not hindering my productivity by feeling anxious about my work product. It also keeps everyone on the same page about the meaning behind your role and how you will directly support team goals.” Ashley Ballard, social media manager  

As you’ll notice in some of these benefits of a 30-60-90 day plan, there’s a lot of overlap in what makes an employee productive. For Ashley, it’s clear expectations, alignment on the role, and clear communication about the priorities at hand. One could argue that all the benefits of a 30-60-90 day plan can contribute to overall increased productivity . 

It doesn’t get much clearer than getting a document of expectations in written form. At BetterUp, our 30-60-90 day plans come with a “checkbox” field to notch once you’ve completed the task at hand. 

Clear expectations can be hard to set, especially at the nebulous start of someone’s employment in a new role. But with a 30-60-90 day plan, you’re able to clearly outline your expectations as a manager. 

It helps with goal setting 

On my 30-60-90 day plan, I had a list of more administrative or mundane tasks. For example, I needed to upload my information into our HR management system. I needed to review the necessary policies and documents. I needed to set my email signature with the appropriate information. 

But it also outlined higher-level objectives. As a marketer and writer, I needed to learn the BetterUp voice, tone, and perspective. My manager clearly outlined blogs and resources that I could read, practice assignments that I could take on, and even some videos to watch. In fact, one of my goals was to write a blog within 30 days. 

Many of the new hire checklist items served as foundational tasks to get to me my goal. And by providing me with all the information at once, I could more easily connect the dots to the “why” behind some of the work I was receiving, too. 

Have you ever started a new job and not really know what you’re supposed to do with yourself? 

In my last job, I attended a half-day new hire orientation . I still remember going back to my desk upstairs, meeting my new manager, sitting down, and logging into my computer. I played around with my systems and got myself set up on my laptop. But after about an hour, I found myself spinning my chair around to my new boss and asking if I could help with anything. 

Frankly, I had no idea what I was supposed to be doing with myself. I felt that instant anxiety of not contributing anything meaningful, even though it was just my first day. 

There’s a lot of inherent pressure, stress, and anxiety that comes with starting a new job. New job anxiety is totally normal. It happens to all of us.

No matter how great we felt through the hiring process , on top of the world with our offer letter, as the new kid you can feel at loose ends pretty quickly. You waste time in self-doubt or doing unimportant tasks to look busy and loose confidence and momentum. But one way to help alleviate the jitters your employees are feeling is by giving them a plan. 

Ashley Strahm, content marketing manager, BetterUp, shared why she finds having set milestones in place can help reduce anxiety . 

“I’ve come to experience onboarding as a time where folks are the most hungry, curious, enthusiastic, and eager to please. Having a plan with milestones from the outset means that none of the initial emotions that come with starting a new job overwhelm or cause scattered or inefficient outreach — and anxiety about performance."  Ashley Strahm, content marketing manager

Without a 30-60-90 day plan, you couldn’t possibly have made the connections or digested the right resources to help quell those productivity nerves. And without it, you risk a big loss. Those early days are when new hires have the freshest eyes. It’s the best and most optimal opportunity to ask your new hires to observe and provide feedback. 

I’ve never heard of a manager that wants to hold their employees’ hands through every project. Sure, there are micromanagers who like to stay close to their employees’ work. 

But at BetterUp, we’re big believers in giving employees autonomy to self-manage their work. We talk about this in the context of some of our high-impact behaviors: extreme ownership, bias toward action, craftspersonship, and work to learn. 

Managers also need their time to focus on high-impact work and priorities. So when it comes to onboarding a new employee, it’s not plausible to walk your new hire through everything they need to know. And if you were to do so, it certainly wouldn't set them up for success. 

A 30-60-90 day plan empowers your employees to self-manage their work. By leveraging a 30-60-90 day plan as part of your onboarding strategy, you’re giving your employees autonomy to build their own schedules. It helps give them the roadmap but how they get to the final destination is up to them. 

Hand-in-hand with self-management comes managing priorities. We all know that work is busy. As your employees become more acclimated to the role, it’s likely their workload is gradually increasing. 

But with a 30-60-90 day plan, your employees are reminded of their priorities. And it’s on your employees to manage their priorities effectively, which is a good life and work muscle to flex. 

So, you might be wondering when to use a 30-60-90 day plan. When is it most effective? What situations will it have the most impact? Let’s dig in. 

30-60-90 day plan for an interview 

Job seekers, this is for you. If you want to knock the socks off a potential employer, consider putting together a 30-60-90 day plan for your interview. Even if it’s just an informational interview , you can show how you’d approach your first 90 days on the job. 

For example, let’s say you’re interviewing for a sales position. From the job description and from your informational interview, you know what markets you’ll be focused on. You also know about some target accounts and have a good sense of the industry.

While you might not know exactly what you are going to be doing, you have a good idea. You’ve worked in software sales for a while, enough to know how to approach breaking into a new market. 

So, you decide to come up with a proposed 30-60-90 day plan. You put together a rough sketch in a Google sheet about what you would focus on in your new role . 

30-60-90 day plan for a new job

More commonly, 30-60-90 day plans are used in the onboarding process. This is useful for both hiring managers and employees. For example, at BetterUp, I received my 30-60-90 day plan on my first day of employment. It helped to set expectations about what I would be focused on for the next three months. 

But some companies also use 30-60-90 day plans for things like performance reviews or even lateral moves within the organization. You can also use 30-60-90 day plans for project-based initiatives. 

First, it’s important to understand that 30-60-90 day plans should be personalized based on the employee. For example, a new employee in an entry-level position will probably have a radically different plan than that of a new executive. 

And 30-60-90 day plans for managers are going to look different than plans for individual contributors. There are nuances to these sorts of plans because of job responsibilities, work goals , expectations, and experience. 

But generally speaking, we can outline four key components of a 30-60-90 day plan. 

Expectations and concrete goals 

Go-to resources and information .

• New hire checklist or to-do list  
• Company mission, culture, the purpose of work  

Every 30-60-90 day plan should have clear expectations and concrete goals. As a manager, it’s important to clearly communicate the expectations you have for your employees. For example, my manager has created a couple of documents that very clearly outline the expectations of her employees. 

Oftentimes, expectations serve as the foundation for your working relationships. As part of my 30-60-90 day plan, my manager also asked about my expectations. In a lot of ways, it’s a two-way street.

I filled out a document that outlined my preferred working style, my communication style, and how I  resolve conflict . It helped both parties to essentially get a good sense of how the other works. 

Along the same vein of expectations are goals. My manager expressed some clear goals that she wanted me to reach within my first 90 days. But I also had the opportunity to think about my own personal goals and what I wanted to accomplish.

Together, we iterated on the plan to come up with an action plan. Some of these goals can ladder up to other big milestones that you’d like to have your employees reach along the way. 

The world of work is a complex one. Especially in today’s day and age, there’s a lot of information that’s probably changing rapidly. 

For example, is your workforce hybrid or remote? What sort of COVID-19 guidelines are in place? How do you submit your expense reports or ask for time off? What systems does your organization use for benefits ? What employee resource groups or culture programs does your organization have? 

A 30-60-90 day plan is a good one-stop-shop for all the resources your new hire will need. It’s a great reference and resources with a wealth of information (and can help your employee become more self-sufficient, too). 

New hire checklist or to-do list 

When an employee joins a company, there are a lot of “tasks” that need to be done. For example, I needed to enroll in my benefits and 401K. I needed to upload my personal contact information into our human resources management system. I needed to upload my Slack photo and put my preferred pronouns on my email signature and Slack profile. 

A 30-60-90 day plan is a great place for all of the one-off tasks that every new hire needs to complete. It also helps keep your employees on track with all the administrative and HR tasks needed within the first couple of months of employment. 

Company mission, culture, and purpose of work 

Last but certainly not least, your employees need to understand the purpose of work. This likely won’t “click” fully in the first 30 (or even 90) days. But it’s important to start drawing connections between their work and the company’s vision early on. 

In a recent Forbes article, Great Place to Work® released new data around employee retention . One of the top drivers? Purpose. In fact, employees at top-rated workplaces in the US reported that if they feel their work has a purpose , their intent to stay at said companies triples.

Don’t dismiss the role that purpose plays in your organization. At BetterUp, we’re on a mission to help everyone everywhere live with greater purpose, clarity, and passion . This can only happen if employees understand their purpose and the role of their work in the company’s mission. 

We’ve created a free draft 30-60-90 day plan template to use for managers. Access the draft template and start using it today. 

30-60-90 day plan for interviews

As mentioned earlier, there are some situations where an employee may prepare a 30-60-90 day plan as part of an interview. Or, perhaps as part of your company’s hiring process, you ask job applicants to put together their plans. 

With these elements, you’ll be sure the candidate is ready to hit the ground running. Here are some key components you should look for in a job applicant’s 30-60-90 day plan: 

• Short-term goals (generally achievable, time-bound goals)
• Long-term goals (that are also measurable goals)   
• Establishing metrics for success 
• Outlined priorities (especially for the first week) 
• Learning new processes 
• Meeting the new team and team members 
• Any learning goals (or professional development goals ) 

Of course, your 30-60-90 day play is going to be catered to each individual. We’re all human with different responsibilities needed. Keep these nine tips in mind as you put together your 30-60-90 day plans. 

• Set SMART goals  
• Consider what you want your employee to prioritize 
• Encourage professional development  
• Encourage reflection time 
• Outline goals into months: first month, second month, third month 
• Ask for input from your employees and direct reports 
• Promote ongoing learning about the company culture and purpose 
• Adjust (and readjust) as needed 
• Follow-up on the progress 

You can always work with a coach to help outline what might be needed in your 30-60-90 day plan. A coach will have a wealth of experience in the field and an objective, third-party perspective. With guidance from BetterUp, you can ensure you’re setting up your people for success.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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Work Life is Atlassian’s flagship publication dedicated to unleashing the potential of every team through real-life advice, inspiring stories, and thoughtful perspectives from leaders around the world.

Contributing Writer

Work Futurist

Senior Quantitative Researcher, People Insights

Principal Writer

How to write the perfect 90-day plan

Borrow our templates for a 90-day onboarding plan that will help new hires succeed.

Writer, Editor, Beard Puller

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5-second summary

• A comprehensive 90-day plan doesn’t just set expectations for new hires, it makes them feel welcome and included.
• Using the “buddy system” can make a 90-day plan even more effective.
• Building in milestones for checkpoints at 30, 60, and 90 days will ensure that new team members are set up for success throughout the onboarding process.

The first 90 days of a new job usually involve a pretty steep learning curve. There’s so much to absorb. So many people to meet. If you’re the new hire, you want to prove yourself. If you’re the hiring manager, you want to set that person up for success.  

Based on our own onboarding practices, we’ve learned that using a 90-day plan can make it easier for newbies to get up to speed, understand their roles, and establish a better sense of team and company culture. Check out our templates below to see what we include. If you’re starting at a new company that doesn’t already use 90-day plans, consider using the templates as a starting point for gathering information. Schedule time with your new manager or a veteran coworker to fill in the blanks.

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What is a 90-day action plan.

A 90-day plan is a framework for planning out how to onboard, acclimate, and educate new team members. It sets expectations for what the person will be expected to deliver in their first 90 days, which can include both learning goals and performance goals. Some people also refer to it as a 90-day action plan, which adds a nice emphasis on proactivity.

Similar to  SMART goals , a 90-day plan should define the specific details that will allow the new employee to achieve success. A well-written plan should spell out how this person’s new role and day-to-day duties level up to company metrics and long-term plans. It should help them define priorities and check points for follow-ups on their progress. 

At Atlassian, we view someone’s first 90 days as a period of learning, discovery, and relationship building. We don’t view this time as a probationary period during which someone must prove themselves or risk reprimand. Rather, the goal is to make people feel comfortable, informed, and confident.

69 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. Society For Human Resources Management

Ideally, a 90-day plan should:

• Serve as a single reference point for resources, outlets for support, and clarity on responsibilities and goals
• Introduce and foster an environment that supports regular growth conversations with managers so the employee can envision their path for advancement
• Orient the new employee to company and team culture by emphasizing relationships and shared objectives
• Reinforce strategies that support a growth mindset and a proactive work style

What should a 90-day plan include?

Keep in mind that an effective 90-day plan will vary depending on your company, goals, and the employee’s needs. 

Here are some great questions to think about when writing a 90-day plan for a new team member:

• How can you use this plan to help a new team member succeed?
• What quick wins can they ship to gain momentum?
• Who are the key stakeholders this person needs to know about?
• Since this person is coming in with a “clean slate” mindset, are there fresh insights you’d like them to contribute? 
• What feedback and observations would you like the new hire to include in a 90-day wrap-up blog or other written summary? 

As you’ll see in our templates, our 90-day plans lead off with an introduction. That helps the rest of the team experience someone’s writing voice, see pictures of family and friends, and learn about interests, hobbies, and whatever else they’d like to offer about themselves. One way to make a 90-day plan more effective is to use the buddy system like we do at Atlassian. Buddies show new teammates the ropes, introduce them to other Atlassians, act as go-to people for the common questions that arise in the first few months of any new job, and generally help make the transition smoother.

Discover the 7 core leadership styles (and take our quiz to find yours)

The first 90 days are precious. It’s important to have the right plan – and people – to act as a guide.

How to build a 90-day plan

Generally speaking, there are a few organizing principles to focus on. They’re based in time milestones, i.e. Week 1, Day 30, Day 60, Day-90 wrap up.

Consistent, frequent check-ins are very important, because throughout the plan, you’ll be defining goals for what should be learned or delivered. The power of spelling it all out can’t be overstated. It’s the difference between clarity and confusion or empowerment and ineffectiveness.

Here’s an example. It’s divided by outcomes and action items. These are suggestions, so feel free to tailor as you see fit.

P.S. 90-day onboarding plans are good for your company culture

The practice of a 90-day plan has even more to offer than orienting someone to personal goals. It isn’t just a task list, it’s the foundation for working together, learning together, and understanding the team and company culture.

As mentioned above, at Atlassian we don’t view someone’s first 90 days as a trial period or proving ground. To the contrary, we encourage an emphasis on knowledge gathering and sharing, and relationship building. Initial tasks, goals, and deliverables should focus on helping someone feel more comfortable and confident about the road ahead – not less so.

Which is to say,  don’t overwhelm your newbies.

Regular check-ins, honest feedback (about systems, company habits, points of uncertainty), and the support of learning (and failing), set the groundwork for  open  communication. This is the bedrock of trust, which should underpin all team and company interactions.

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Sales Manager Onboarding Plan

Despite estimated average annual spending of more than $2,000 per employee, new hires consistently flounder without an appropriate onboarding strategy for the first 90 days. Failure rates can be even higher for sales teams hiring their first or second sales managers.

The not-to-secret way to avoid this fate is to build a rock solid sales foundation. In this guide, you’ll learn how to create a comprehensive onboarding plan to make sure your new sales managers have everything they need to hit the ground running.

Why Onboarding New Sales Managers is Important

Onboarding new sales managers is important for several reasons:

• It helps new hires ramp up quickly and start contributing to the team sooner. A well-structured sales onboarding checklist will provide new sales managers with the information and resources they need to get up to speed quickly, including product knowledge, sales processes, and team dynamics. This can help them start making an impact on the team and the company's bottom line sooner.
• It helps to improve new employee satisfaction and retention . New hires who feel supported and valued during onboarding are more likely to be satisfied with their jobs and stay with the company longer. This is especially important for sales managers, who play a critical role in leading and motivating their teams.
• It helps to create a more productive and cohesive sales team. When new sales managers are properly onboarded, they are better equipped to lead and support their teams. This can lead to improved morale, productivity, and results.

According to a study by BambooHR , organizations with defined onboarding processes can improve new hire retention by 82% and boost productivity by over 70%. This is a significant improvement, and it shows that investing in onboarding pays off.

New sales hires who undergo a rigorous sales onboarding process can drive employee performance by up to 15% in terms of efficiency and have even been shown to work 57% harder at their respective roles. This is a significant increase in productivity, and it shows that effective onboarding can have a major impact on the performance of the sales team.

6 Steps to Build an Effective Sales Manager Onboarding Plan

Effective sales manager onboarding is typically structured as a 30-60-90 Day Plan. This is often included as a test project for top sales manager applicants to outline in the final phase of the interview process.

Crafting a 30-60-90 Plan to onboard a new sales manager creates a realistic view of what your organization expects for the first, second, and third months of employment. It also gives your organization a better idea of how successful or satisfied a new hire may be in the long run.

1. Establish clear expectations from day one

Clearly defined expectations help new hires understand their role and responsibilities, ensuring a smooth transition.

Onboarding Checklist:

• First Day: Company orientation, team introductions, and initial training sessions.
• First Week: Product training, CRM familiarization, and initial sales meetings.
• First Month: Goal setting, performance reviews, and advanced training.

Resources: Offer resources like reports or guides that can help new managers understand best practices for their initial days, like this one .

2. Clean up the CRM for new hires

A well-organized CRM is essential for tracking leads, managing customer relationships, and forecasting sales. Getting your sales managers up and running quickly on the CRM is crucial.

Pre-Onboarding Tasks:

• Audit existing data for accuracy.
• Consolidate duplicate contact records.
• Set standard operating procedures for CRM usage.

3. Clarify team-wide workflow management

Your workflow management should ensure consistency, reduce errors, and increase efficiency.

Optimization Steps:

• Identify repetitive tasks and automate them.
• Document standard procedures for common tasks.
• Train existing team members on optimized workflows to ensure consistency.

👉The more you can streamline your workflows before onboarding a new sales team member, the less likely you’ll avoid these common sales hiring and training mistakes .

4. create a plan for communicating product details and tribal team knowledge.

Product knowledge is essential for sales managers to effectively sell and handle customer inquiries.

How to Create Documentation:

• Detailed product guides.
• Unique value proposition (UVP) and pain points addressed.
• FAQs and troubleshooting guides.
• Knowledge Library: Centralized repository for all product and sales tool documentation.
• Multimedia Training: Use platforms like Loom for video demonstrations, and consider collaboration with IT or marketing for comprehensive training.

5. Implement a program where new hires shadow others on the team

The benefits of shadowing other sales reps or sales managers can’t be understated. Shadowing works because it:

• Provides a practical understanding of daily tasks.
• Facilitates team bonding and networking.
• Allows new hires to learn from experienced team members.

How to Implement Shadowing:

• Pair new hires with seasoned team members.
• Rotate shadowing sessions to expose new hires to different sales styles and strategies.

6. Develop educational role-play techniques

Role-playing as a training tool helps new hires practice handling objections and scenarios in a controlled environment. Some of its benefits include:

• Building confidence in handling real sales situations.
• Allowing for immediate feedback and coaching.
• Encouraging peer learning and sharing of best practices.

How to Implement Role-Play Scenarios:

• Identify common objections and scenarios.
• Schedule regular role-playing sessions.
• Review and provide feedback after each session.

The Role of Sales Training Programs

While you can expect that recently hired sales managers come equipped with a wealth of knowledge, that knowledge is not particular to your company nor your defined processes. As you design an onboarding program, do not neglect the importance of having a dedicated sales training program . The more you involve new hires in sales training programs, the more you embed your organization’s mission, values, and identity in their daily tasks. 

• Hands-on experience through sales calls. Being that 33% of new hires want their manager or direct supervisor to show them the ropes, hands-on training boosts new hire confidence. 
• Regular check-ins and one-on-one sessions. Routine communication creates a more positive onboarding experience, which forges a 3-times stronger commitment to a new employer. 
• Developing competency through quizzes and role-play. Engaging new hires in real-world selling scenarios and process-focused playbooks can increase performance by 22% and prepare them to hit the floor.   

👉Enroll in our Sales Hiring Masterclass today and learn how to build a high-performing sales team!

The first day onboarding a new sales manager .

Welcome new team members with a company-wide announcement, either on the shared Slack channel or in a morning standup.

This is a great way to introduce the new sales manager to the team and make them feel welcome. Be sure to share their name, role, and any other relevant information. You can also encourage team members to reach out to the new sales manager and introduce themselves.

Introduce new hires to your company culture, mission, and organizational goals, making sure to share any related documentation.

This is an important step in helping the new sales manager understand the company and their role within it. Be sure to share your company's mission, vision, values, and goals. You can also provide them with any relevant documentation, such as the company handbook, employee handbook, or code of conduct.

Gather the necessary paperwork and create any required accounts for the new sales manager, including but not limited to:

• Create a new company email address
• Set up a workstation and establish a phone extension
• Review and file I-9 Employment Eligibility Verification
• Review and file Form W-4 and Form W-2 documents
• Complete direct deposit or payroll paperwork
• This is essential paperwork that the new sales manager will need in order to start working. Be sure to have all of this paperwork ready on their first day so that they can get started right away.

In addition to the above, here are some other things you can do to onboard a new sales manager on their first day:

• Give them a tour of the office and introduce them to key team members. This will help them to get familiar with their new surroundings and meet the people they will be working with most closely.
• Schedule a meeting with them to discuss their goals and objectives for the role. This is a good opportunity to get to know them better and to understand what they hope to achieve in their new position.
• Provide them with access to any relevant training materials or resources. This will help them to get up to speed quickly and start contributing to the team as soon as possible.
• Set up regular check-ins with them to see how they are doing and to provide support as needed. This will help them to feel comfortable and supported in their new role.

The First Month of Onboarding (Most Important for Ramp-Up Time)

Attend company orientation sessions and review the sales department's mission and goals.

This is a good way for the new sales manager to learn more about the company's overall mission and goals, as well as the specific goals of the sales department

Schedule one-on-one meetings with each team member and attend or lead a sales team meeting.

This is a great way for the new sales manager to get to know their team members and their roles. They should also take this opportunity to learn about the team's successes and challenges, and to get feedback on how they can be a more effective leader.

Familiarize yourself with the company’s product offerings, USPs, buyer personas, and attend sales management training sessions if available.

The new sales manager needs to have a deep understanding of the company's products and services, as well as the target buyer personas. They should also be familiar with the company's unique selling propositions (USPs). Attending sales management training sessions can help them to develop the skills and knowledge they need to be successful in their new role.

Meet with marketing, support, and product teams and understand inter-departmental workflows.

The sales department does not work in a vacuum. It is important for the new sales manager to understand the roles of other departments, such as marketing, support, and product, and how their teams interact with each other. This will help them to be more effective in their role and to collaborate better with other departments.

👉Collaborating with other teams? Come prepared and familiarize yourself with all the terms they’re using .

Have regular 1:1s so you gauge their comprehension of your product offerings, pricing strategy, and work with them on key objection handling.

Regular one-on-one meetings are essential for the new sales manager to get to know their team members and to assess their progress. They should use these meetings to discuss the team members' goals, challenges, and areas for improvement. They should also work with the team members on key objection handling.

Establishing regular metrics and designating specific milestones to monitor progress, such as sourcing three new leads by day 30.

It is important to set clear expectations and goals for the new sales manager. This includes setting regular metrics and milestones to monitor their progress. For example, you might set a goal for the new sales manager to source three new leads by day 30.

Assuring an in-depth understanding of your organization’s sales process through shadowing senior leaders and outreach with current customers.

The new sales manager needs to have a deep understanding of the company's sales process. This includes everything from prospecting and qualification to closing and follow-up . They can gain this understanding by shadowing senior sales leaders and by reaching out to current customers to learn more about their experiences.

Understand the sales pipeline and familiarize yourself with the CRM system.

The new sales manager needs to understand the company's sales pipeline and how to use the company's CRM system. This will help them to track the progress of leads and opportunities, and to manage their team's workload.

Review last quarter's sales data, identify top performers, and areas of improvement.

The new sales manager should review last quarter's sales data to identify top performers and areas of improvement. This will help them to develop a plan for improving the team's performance.

Review sales call recordings and set up calls with customers to better understand their goals, needs, and pain points.

The new sales manager should review call recordings to identify areas where their team members can improve. They should also set up calls with customers to learn more about their goals, needs, and pain points. This information can be used to develop more effective sales strategies.

By taking the time to properly onboard your new sales manager in their first month, you can help them to get off to a good start and to become a valuable asset to your team.

The Second Month of Onboarding

By days 31 to 60, your new hire should be acclimating to their new role—and new teammates—and be significantly more comfortable with your company’s product offerings and sales processes. By the end of this period, a new sales manager should be able to successfully execute 80% or more of their daily work without supervision. 

Action items to include for the second month of onboarding a new sales manager include:

• Scheduling role-play sessions with senior leaders and fellow team members to build a new hire’s confidence and prepare them to lead a team of their own. 
• Providing additional hands-on experience interacting with prospects, either through interviews and surveys or with real-time guidance on sales calls.
• Creating a record or journal of recent sales activities to become familiar with company standards and identify areas for improvement.
• Designating specific sales goals, such as setting certain sales quotes for day 60 or tracking the timeframe for customer conversions.

The Third Month of Onboarding

By the end of day 90, a new sales manager should have more clarity around all aspects of their role and should be able to carry out the vast majority of their job responsibilities. 

Action items to include for the third month of onboarding a new sales manager include:

• Observing and recording the daily activities of the sales team to identify skill gaps among team members or troubleshoot ineffective workflows.
• Setting new, measurable goals for the sales team based on the metrics analysis and specific sales goals from the two months prior.
• Beginning to implement changes in team-wide processes or workflow to support a more streamlined or successful sales cycle.
• Creating a plan of action for the next 30 days, which, while not related to onboarding, will be their official roadmap to continued sales success.

Sales Enablement and Employee Engagement

Sales enablement tools provide new sales managers with the resources they need to succeed right away.

These tools can help new sales managers to:

• Understand the company's ideal customer and tailor their brand messaging accordingly.
• Connect with leads more effectively.
• Improve the onboarding experience.
• Be incorporated into role-playing scenarios and other hands-on experiences.
• Encourage ongoing engagement with sales enablement tools.
• By providing new sales managers with the proper sales enablement tools, you can help them to get off to a good start and to become valuable assets to your team.

👉Learn the key differences between sales enablement and sales training , and why this matters to the growth of your sales team.

Evaluation and feedback after the onboarding process.

After the onboarding process, it's essential to set milestones to assess a new hire's performance, such as sales quotas or key performance indicators. Regular feedback from their peers can also provide valuable insights.

You’ll also want to schedule consistent check-ins with new hires to understand their comfort and satisfaction with the onboarding process. These sessions not only foster continuous learning but also offer opportunities for the entire sales team's growth.

Moreover, they provide insights to refine the onboarding process for future recruits.

The Bottom Line: Sales Manager Onboarding Matters

Onboarding processes are longer 'nice to have'—they are indispensable.

A robust sales manager onboarding program not only familiarizes new hires with your company culture but also delineates the benchmarks for future achievements.

Finally, a comprehensive sales onboarding plan is the cornerstone of constructing a formidable sales team. Instead of squandering their initial months chasing unqualified leads or stumbling during discovery calls and demos , a well-structured onboarding propels new hires to become proficient salespeople swiftly.

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