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Best Practices for 30-60-90 day sales plan

30 60 90 Day Sales Plan
What is a 30-60-90 day sales plan and why is it important?
Benefits of a 30-60-90 day sales plan
When to use a 30-60-90 day sales plan
How to create a 30-60-90 day sales plan
Sales 30-60-90 day plan examples
Best practices: Use software to create and track a 30-60-90 day plan
What next? How to follow up on a 30-60-90 day plan
Final thoughts

A new sales rep needs time to adjust to a new role, company or industry. Factoring in this period of change is crucial for a seamless transition. A 30-60-90-day sales plan provides structure and guidance when building a sales team.

In this article, we’ll define a 30-60-90-day sales plan and identify why it’s important. We’ll then discuss the benefits and when and how to use the sales plan. We’ll finish with examples and cover post-plan steps.

What is a 30-60-90 day sales plan and why is it important?

A 30-60-90 day sales plan is a three-month strategy designed to onboard new sales team members or sales managers. You can also use it to help guide reps in expanding to new territories or implementing new tools or processes.

The distinguishing feature of the 30-60-90 day plan for sales lies in the name. Each 30-day chunk represents a new area of focus:

  • Days 1–30, Learning. Reserve the first month for learning. New hires should learn about the company’s products and services, sales process, geographical area and demographics. This builds a comprehensive picture of the company and the industry.

  • Days 31–60, Implementing. Design the second month around implementation. Integrate learning as you start tracking sales and performance.

  • Days 61–90, Improving. Focus the third month on analyzing the actions and outcomes of the previous 30 days. Identify strengths and weaknesses and set goals and plans for improvement.

Benefits of a 30-60-90 day sales plan

Whether using a 30-60-90 day sales plan to bring on a new hire or to make a great interview impression, an in-depth plan has a range of benefits.

  • Reduces the pressure of onboarding. A three-month plan clarifies expectations for a new employee. It helps them hit the ground running to ramp up productivity. It also lets them know where to focus their time and energy, minimizing the risk of burnout.

  • Offers clear goals for sales managers to monitor. When you set goals with measurable outcomes, you help sales leadership track progress. The goals provide a baseline for measuring success and help managers ensure the sales rep’s work aligns with company objectives.

  • Improves time management. Whether you’re a new manager, embarking on a new sales job or entering new sales territory, getting up to speed quickly can be a challenge. A 30-60-90 day sales plan encourages realistic time management.

  • Builds trust in a new work environment. A plan encourages conversations with managers and coworkers. It helps create a collaborative environment, building connections and, more importantly, trust in the work environment.

  • Develops a framework for continuous improvement. A 30-60-90 day sales plan template is a foundation for fast improvement. It also offers a framework for ongoing growth. Leaders can use the sections on implementing and improving as a template for development efforts going forward.

  • Makes a lasting impression (in the interview process). Creating a 30-60-90 day sales plan for an interview shows initiative. It can help job seekers stand out in a sea of candidates.

When to use a 30-60-90 day sales plan

A 30-60-90 day plan is most effective during career transition periods. The “learning, implementing and analyzing” structure is perfect for onboarding. It’s also helpful for continual improvement. Some of the most popular times to use 30-60-90 sales plans include:

  • Interviewing for a new sales position. Presenting an action plan shows hiring managers a candidate has done their research. It can also provide a great structure for onboarding if they get the job.

  • In the first week of a new job. A sales manager may provide a 30-60-90 day sales plan within the first week of a new hire’s start date. If a sales plan isn’t part of the standard company onboarding process, new employees may find it beneficial to draft their own.

  • As a new sales manager. A sales plan can help newly promoted leaders get up to speed so they know how to help their team accomplish company objectives. It can develop great sales managers by helping them make changes and implement feedback without disrupting processes that work.

  • When improving sales skills. If you’re looking to secure a promotion or boost company sales, a 30-60-90 day plan can help. It lets you create actionable steps with measurable outcomes to improve sales skills.

  • During times of change. Whether it’s starting in a new territory or switching to new processes or technology, a 30-60-90 day sales plan can help sales reps get up to speed quickly.

How to create a 30-60-90 day sales plan

A 30-60-90 day sales plan should be simple, concise and easy to follow.

It can be much easier to visualize a personal plan by using a template for reference. If you have a connection with a mentor or trusted peer, ask if they are willing to share their 30-60-90 day plan for sales.

What to include in a 30-60-90 day sales plan

While every sales plan will be different depending on intent, there are some basic elements common to all plans.

A focus for each time frame. As mentioned above, each month of the plan serves a different purpose. It may vary from plan to plan, but generally, the focus for each will be along the following lines.

  • Days 1–30: Learning, where the user spends time getting up to speed with the company and their role in it

  • Days 31–60: Implementing, where the user begins setting and working toward goals

  • Days 60–90: Improving, where the user and their manager evaluate performance and make changes

Company values and objectives. The plan should share the company mission and overall sales objectives. This will help the rep or manager align their efforts and keep the company on track.

Clear and measurable goals. Each phase of the plan should outline specific goals. These include learning goals, performance goals and personal goals. They should also be SMART goals – each should be specific, have a timeline to follow and include a way to measure progress and success.

Metrics. You need to know how you’ll determine the success of each phase. Your plan should break goals into activities with set metrics.

For example, the goal “Learn about the company’s services” is vital but hard to measure. You can make it easier by breaking it down into achievable chunks with a clear metric:

  • Study company services for 30 minutes daily

  • Read a minimum of 30 customer reviews each week

  • Chat with a minimum of 1 colleague about company services daily

  • Metric: Able to discuss services on a customer call for 10 minutes without referring to company material

All these elements will help ensure your plan is useful and covers the basics. You can see a sample of specifics you might include in the sales 30-60-90 day plan examples below.

How long should a 30-60-90 day sales plan be?

The length of a 30-60-90 day sales plan depends on the purpose of the plan.

In an interview scenario, for example, a shorter sales plan is a wise choice. It’s meant just as an overview of the candidate’s approach. It won’t go into the same detail as an action plan produced by the company.

Similarly, an internal employee who’s been promoted to a sales manager role might not need as much detail as an external hire. A longer, in-depth plan that tackles goals on a weekly/daily basis may be beneficial for a new role.

The sales plan should only be as long as it needs to be to cover all the elements listed above. If the plan meets the user’s needs, it is successful.

Sales 30-60-90 day plan examples

A 30-60-90 day plan template can make building a sales plan much easier. Here are examples of plans for new sales reps/job candidates and sales managers.

30-60-90 day plan: New sales reps/job candidate example

A 30-60-90 day sales plan created for a job interview contains much of the same DNA as a plan for a new hire.

Though plans created for the interview process may be shorter and less detailed, both share the same information. We’ve combined the two below to create a comprehensive plan for new hires.

Phase 1 (Days 1–30)

  1. Complete all company sales training and onboarding tasks

  2. Learn the company’s mission values and goals

  3. Learn the names and roles of people within the team/company

  4. Familiarize yourself with all company products/services

  5. Research company target markets

  6. Generate ideal customer profiles

  7. Become familiar with the company’s competition/rivals

Phase 2 (Days 31–60)

  1. Shadow a different member of the sales team each week

  2. Mock selling calls with colleagues and managers

  3. Communicate with leads to gain sales experience

  4. Record all sales activities

  5. Set sales goals

  6. Create a customer list and begin optimizing

Phase 3 (Days 61–90)

  1. Review your sales record and identify both strong and weak areas

  2. Create sales goals for the upcoming month

  3. Repeat and optimize strong sales areas

  4. Trial new techniques and strategies for weak sales areas

  5. Create a daily structure to maximize productivity

  6. Set up meetings/calls with regional managers to discuss progress

30-60-90 day plan: Manager example

Although the plan follows a similar format, a 30-60-90 day plan for a manager is different from a new sales rep plan. It focuses more on building the team and understanding/improving processes. The goal is to improve at managing a sales team.

View each phase of the plan in detail below.

Phase 1 (Days 1–30)

  1. Complete all company training and onboarding tasks

  2. Get to know each of your direct reports

  3. Create connections within the company

  4. Observe current workflows and document inefficiencies

  5. Identify any sales management tools you may need (e.g., a CRM)

  6. Familiarize yourself with team structure and individual strengths/weaknesses

  7. Research your company’s competitors

  8. Request company/managerial feedback from employees

  9. Make one minor feedback-focused change

Phase 2 (Days 31–60)

  1. Request feedback from initial minor change

  2. Identify gaps in the team (skillset, software, etc.)

  3. Build data-driven reports for sales data

  4. Create report-based sales goals for the month ahead

  5. Make a minimum of one feedback-focused change

Phase 3 (Days 61–90)

  1. Request feedback on further changes

  2. Create a daily structure to maximize productivity

  3. Set up meetings/calls with sales team members to discuss progress

  4. Make a minimum of one feedback-focused change

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

Building a sales plan takes time. The right tools can make planning and tracking goals much more efficient.

A solution like customer relationship management (CRM) software has a range of sales reporting and analytics tools that can help you determine goals and measure success, all under the same digital roof.

Here are some of the features to look for and how they can help:

Dashboards. Visual data representation can show you where performance is on track and where there may be room for improvement. Customize and share dashboards with others in the company to keep sales leadership and team members in the loop.

Customizable activities and goals. A CRM allows you to create goals based on deals or activities. Tracking these activities helps you know your reps have everything they need to do their jobs.

A good CRM will let you set goals and watch your team’s performance. You’ll see when a new hire is succeeding or is falling short of the mark. This will enable you to step in and make adjustments, like offering tailored training or extra coaching.

Sales forecasting. Forecasting can also help you set useful milestones. Users can create a clear sales forecast, view projected revenues and put numbers to the goals. Knowing what to expect can help you understand which deals and activities your reps should focus on to reach your sales targets.

Reports and insights. A CRM solution will generate reports that help you set and measure goals. Customize the metrics to measure a new hire’s progress on targeted KPIs.

For instance, generate reports that tell you which accounts bring in the most revenue. Get a clear understanding of progress by viewing reports on individual and team performance. See how many opportunities reps win or lose and understand why.

What next? How to follow up on a 30-60-90 day plan

The rigid structure of a 30-60-90 day plan provides a safety net for those in a transition period. It can also support ongoing growth as you continue the process beyond day 90.

You can repeat the two later phases of the plan (days 31 to 90) to put new goals into practice and evaluate as necessary.

Managers or new hires can modify the model to keep implementing and improving in 30-day cycles.

Final thoughts

From the interview process to the third month on the job. The 30-60-90 day sales plan is one of the most valuable tools for salespeople.

Whether you’re new to the industry, changing companies or refocusing a territory, a clever sales plan can make for a painless transition. Use software to keep track of your goals with data-driven visuals and make smart decisions faster with trackable metrics.

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