Companies today ask for a 90-plan, if they don’t, they should be, here’s why:
A 90-day plan gives the company insight into what a new hire hopes to accomplish in their first 90-days. It is a telling sign of how they approach problems, what they have done in the past, and at the same time allows them a good deal of creative flexibility in explaining their immediate goals in a new position.
All 90-day plans should be structured something like this:
Days 1-30: Observe and Learn
Nothing is more important in sales or marketing than the customer journey.
Days 31-60: Planning for Success
Days 61-90: Action Time
Day 60 through 90 are where the rubber hits the road. At this point, your sole focus is to ensure that the customer journey is clear, your calls to action are clear, that behind every motion your client or potential has a sense of scarcity and urgency.
Build the tools necessary to pinpoint your highest conversion tactics and double down, but always be thinking of content plays in the back of your mind. With every interaction is a play for the spread of information.
A 90-day plan is the best way to rate and evaluate a new employee, consultant, executive, etc. The best ones knock it out of the park well before the first 90-days, but they all follow these steps to get there.