This free tool writes a 30-60-90 day plan for new managers. Type your job title and get a plan for your first 90 days leading a team: a one-on-one with each person, the team’s numbers, one early win the team asked for, and a plan for the team by day 90. Track it day by day, or present it in the interview.
Not leading a team? Make a 30-60-90 day plan for any job.
The plan is made in this browser from our own task lists. Nothing is sent anywhere unless you press an AI button; each one says what it sends.
An employee’s 30-60-90 day plan is about learning the work and then doing it alone. A manager’s plan is about the people who do the work. In your first 90 days as a manager you learn what the team does, what gets in its way and what it is judged on. Then you give it a direction your own manager agrees with.
The same app as the 30-60-90 day plan for any job, set to “Manager of a team”.
Made by this page from the answers below, with no AI. Every line is the app’s own output; yours changes with your title, your level and the job post you paste.
Job title: Customer Support Manager · Level: Manager of a team · Kind of work: Customer service and support · What you walk into: Growing fast
What the manager said matters most:
Customer Support Manager What you will do - Lead a team of nine support agents across chat and email - Coach each agent through weekly one-on-ones and ticket reviews - Own the team’s reply time, resolution time and customer satisfaction - Plan schedules and staffing with the workforce team - Work with Product on the top reasons customers contact us What you will need - Two or more years leading a support team - Zendesk or a similar help desk
53 tasks, each on its day · plan check 95 of 100. The only gap: fill in the [blank] in “Lift the team’s quality and speed scores” with the real number: from the job post, or ask your manager.
Meet each person on the team one to one, learn the team’s numbers and how the work gets done. Change little yet.
GoalsAgree the top priorities with your manager, fix one thing the team asked for, and start shaping how the team works.
GoalsSet goals with each person, share a plan for the team, and show what the team has achieved.
GoalsTick tasks, change the dates, or press Present it for the interview version.
Open one as a starting point; change anything.
Listen first, then fix, then lead. In days 1 to 30, meet each person one to one, sit with the team on real work and learn the team’s numbers. In days 31 to 60, agree the top priorities with your own manager and fix one thing the team asked for. In days 61 to 90, set goals with each person and share a plan for the team for the next three months.
A written plan for your first three months leading a team, in three parts of 30 days. Each part has a focus, a few goals with a way to tell each is done, and dated tasks. For a manager, most of those goals are about the team: knowing each person, knowing the numbers, and giving the team a clear plan.
An employee’s plan ends with doing the job alone. A manager’s plan ends with the team on track and a plan for what comes next. This page swaps the goals written for the person doing the work for team goals, adds one-on-ones and a team meeting, and puts your new peers and your HR contact on the list of people to meet.
Mostly no. The team knows things you do not know yet, so the first 30 days of the plan are for learning. The exception is a team in trouble: under “What you walk into” pick “Things are going badly and need a fix”, and the plan finds the biggest problems early and fixes one quickly to show things can change.
Keep it about them: what they work on, what goes well, what is in their way, and what they think you should know. Listen more than you talk and write the answers down. The plan books these talks from day 3 and has you sit with each person for an hour of their real work in the first weeks.
Yes. Keep “Manager of a team” as your level, then delete what you have already done, like learning the tools. Keep the one-on-ones, even with people you know well: the talk is different now that you are their manager.
One to five for each 30 days, each with a number, a date or a sign-off that shows it is done. The plan check on the page counts this and tells you what to fix. Where a number depends on your team, the goal has a [blank] to fill in with the figure your manager gives you.
Pick “I will present it in an interview” on the first step. Present it then gives you a one-page plan, slides (PowerPoint or PDF) and what to say, ending with a question for the interviewer. For a manager role, show how you will learn the team before you change it, and how you will measure the team’s results.
It is free, with no sign-up and no paywall at the result. Your plan is saved in this browser, and you can save it to a file. What you send to the AI is saved to ClapAssist so our tools can fill it in for you next time; see or delete it at clapassist.com/my-data/. The AI buttons are optional and send only what each button needs.
Every line of your plan invites a question: “Why that first?” ClapAssist is an AI interview assistant for Mac and Windows that listens to the call and shows you what to say. It stays out of screen share on every plan; only you can see it.
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