30-60-90 day plan for new managers
Spend the first 30 days learning, the next 30 setting rhythms and finding a few early wins, and the last 30 leading with a plan. The most common new-manager mistake is changing too much before you understand why things work the way they do.
Lauren is a real coach. You're texting an AI trained on her coaching.
The plan at a glance
| Phase | Focus | Do | You're done when |
|---|---|---|---|
| Days 1 to 30 | Learn | One-on-ones with every report and key peer. Agree on expectations with your boss. Learn the work, the numbers and the history. Change very little. | You can explain what the team does, how it's measured, and what each person wants. |
| Days 31 to 60 | Set rhythms | Start weekly one-on-ones and a team meeting. Give your first specific feedback. Pick one or two quick wins the team asked for. | The team has a steady rhythm and has seen you remove a real obstacle. |
| Days 61 to 90 | Lead | Share a plan for next quarter. Address any performance issue you've seen. Set development goals with each person. | Your boss and your team can each describe your priorities in a sentence. |
Questions for your first one-on-ones
- What do you want me to know about you and how you work?
- What's working well on the team that I should protect?
- What's one thing you'd change if you were in my seat?
- How do you like to get feedback?
- What did your last manager do that you'd like me to keep doing, or stop?
- What are you hoping to grow into over the next year?
Questions for your boss
- What does a great first 90 days look like to you?
- What are the team's top priorities, and how is it measured?
- Is there anything about the team you want me to look at first?
- How do you want to hear about problems, and how quickly?
- What decisions can I make on my own, and which should come to you?
Your first team meeting
Short and human. You're setting the tone, not announcing a strategy.
I'm really glad to be here. Over the next month, my main job is to learn: how you work, what's going well and what's in your way.
I'll be setting up one-on-ones with each of you this week. Come with whatever's on your mind.
I'm not planning big changes right away. When I do suggest changes, I'll explain why and ask for your input first.
What's one thing you'd like me to know about this team?
If you were promoted from inside the team
Name the change out loud instead of pretending it hasn't happened. In each first one-on-one, try: "Our relationship is changing, and I want it to stay good. What would help?"
Some friendships will shift. That's normal. Be consistent and fair, and don't share information with your old peers that you wouldn't share with the whole team.
Mistakes to skip
- Changing things in week one. Learn why a process exists before you replace it.
- Still doing your old job. Your value is now the team's output, not yours.
- Avoiding the first hard conversation. Small issues addressed early stay small.
- Only managing down. Your relationship with your boss and your peers matters as much as the one with your team.
- Going it alone. Most new managers learn by trial and error. A mentor, a peer group or a coach shortens that.
Your first 90 days, with Lauren
got promoted to manager. half my new team were my peers last week. kind of terrified
congratulations!! and yes, the peer-to-manager shift is one of the hardest parts
this week, just one thing: a 1:1 with each of them. name the change out loud
what do I say
"Our working relationship is changing, and I want it to stay good. What would help? And what should I know about how you like to work?" then mostly listen. I'll check in friday to see how they went
Don't figure out managing alone.
Text Lauren where you are in your first 90 days. She'll help you plan the week, prep the hard conversations and check in after.
Hi Lauren! I just became a manager and want help planning my first 90 days.
Lauren is a real coach. You're texting an AI trained on her coaching. Your first week is free. Cancel anytime from your account or by texting Lauren.
Frequently asked questions
What should a new manager do in the first 30 days?
Learn: meet every direct report and key peer one on one, agree on expectations with your boss, learn the work and how it's measured, and change very little.
What should be in a 30-60-90 day plan for a manager?
A focus for each phase (learn, set rhythms, lead), specific actions like one-on-ones and team meetings, early wins, and how you'll know each phase is done.
How do I manage people who used to be my peers?
Acknowledge the change directly in one-on-ones, be consistent and fair, and don't share information with former peers that you wouldn't share with everyone. Some relationships will change, and that's normal.