Mastering Your First 90 Days: A Quick Guide to Starting Strong in a New Job

Starting a new job always evokes a myriad of emotions: excitement, anxiety, inspiration, and curiosity. The key to a smooth start is preparation. Depending on the role, the first 30, 60, and 90s days may vary. It is important to note that while this article is targeted towards managers and leadership roles, it can be applied to all.

Before your first day, outline your goals and action items for your first 30, 60, and 90 days. It’s important to enter a new organization with an open mind and open ears. This is always the first action I suggest taking: listen. All work environments have different strengths and pain points, by listening keenly to each moving part, you can zero in on where your priorities land.

Your first 30 days are incredibly important. This is where you intake information and start to understand the specific tasks that must begin to take priority. I recommend going on a listening tour and taking the time to meet the staff. Introducing yourself and having a personal one-on-one with each staff member you will be supporting is a key way to connecting and collecting what is important to each individual. Hand in hand with a listening tour, it is useful to execute a short, anonymous follow up survey to collect data that you would like to analyze. Potential questions include:

– How would you describe this organization’s current company culture?

– Please name two strengths and two weaknesses that senior leadership holds.

– Are you given the opportunity to learn and grow in your position?

– Do you feel that you have adequate access to understanding the resources and benefits provided by your organization?

Once you have gained a sufficient amount of information and the first 30 days is coming to a close, you can begin setting priorities. After you have listed these out, I encourage you to schedule a one-on-one with your direct supervisor to review your discoveries and confirm these priorities. It is important to get weigh-in so that you can start to understand how your manager prefers prioritizing.

A key factor at the 60- and 90-day marks is progress. By 60 days, you should have an understanding of how the organization works and its immediate needs. You should be able to complete remedial tasks and begin working on larger assignments. By the end of the 90-day period, I recommend completing at least one high-priority task for senior leadership to build trust and demonstrate follow-through.

As you approach the end of your 30, 60, and 90-day milestones, I encourage you to schedule another one-on-one meeting with your supervisor. Seek feedback on how they evaluated your performance over the first 90 days and identify areas where you can adjust workflows and priorities for improvement. This type of conversation should be a regular part of your interactions with your manager, so it’s important to start now.

Starting a new job is a dynamic experience filled with both challenges and opportunities. By thoughtfully preparing for your first 30, 60, and 90 days, actively listening, and seeking feedback, you can navigate this transition effectively. Remember, the goal is not just to adapt but to contribute meaningfully and build lasting relationships. Embrace these early days as a foundation for long-term success and growth within your new role.