While some jobs require new employees to create a 30-60-90-day plan, those in the hospitality industry typically do not. Despite the fact that it’s not a hard-and-fast requirement, 30-60-90-day plans can really go a long way in bolstering your success within a new role.
For starters, you should always view the first 90 days at your new position as a grace period or ongoing evaluation. The first 30 days are typically used to provide hands-on training, while the remaining time is generally used to provide education and guidance to new hires. Moreover, managers will use this entire timeframe as a means of gauging your effectiveness at the position you’ve been hired to fill. As such, it’s crucial that you develop your personalized 30-60-90 plan around these factors.
The First 30
Once you have a better understanding of how a particular company’s onboarding process works, then you can begin to establish your own 30-60-90 plan. The first 30 days of your plan should be used to focus on your training, refine your skills and meet your teammates. You should also take advantage of this time to familiarize yourself with any internal systems, policies, or procedures of your new employer.
The Next 30
The period from 30 to 60 days is a crucial one. Any training should be wrapped up by now, and you’ll likely receive less supervision than before. However, this doesn’t mean that your productivity isn’t being monitored. In fact, it’s the opposite. Employers will still use this time to monitor your progress and success at your new role. You can use this time to assess the employer according to your own standards, establish goals for future career development or even to continue your assimilation into the new workplace.
The Final 30
Finally, the last leg of your 30-60-90-day success plan is focused solely on action. Taking what you’ve learned from the job in the first 60 days, you should be able to work in tandem with the goals of your supervisors, your team and your new company in order to ensure future success for all involved parties.
Like most things in life, timing is important when creating a 30-60-90 day success plan. Most plans are made following the completion of an initial job interview. However, if a job requires multiple interviews or several layers of screening before onboarding, you may want to wait until the second or third interview is complete to establish your 30-60-90-day plan. As such plans should be tailored to the individual job in question, avoid planning for a job that isn’t already secured.
Despite the use of a 30-60-90-day success plan, orienting yourself to a new role in hospitality can be a cumbersome process. With that in mind, don’t hesitate to reach out to the professionals at RMG right away. We can help you achieve all of your career goals through the various services we provide. Contact us today for more information!