A 30/60/90 day sales plan is a structured, three-month onboarding framework for new sales team members. It sets clear expectations and goals for each month, helping new hires ramp up efficiently and confidently. The plan is divided into three segments: Learn (first 30 days), Execute (next 30 days), and Iterate (final 30 days), ensuring a gradual and comprehensive integration into the sales team. Source
A 30/60/90 day plan is important because it helps new sales reps ramp up quickly and confidently by providing defined goals and success metrics. It also fosters collaboration between managers and new hires, ensuring alignment on expectations and resources needed for success. According to The State of High Performing Sales Teams, 61% of sales professionals agree that setting expectations and goals is a top factor impacting productivity. Source
A 30/60/90 day sales plan should include three main phases: Month 1 (Learn) focuses on absorbing company, product, and role information; Month 2 (Execute) emphasizes setting and achieving goals, shadowing peers, and building relationships; Month 3 (Iterate) involves seeking feedback, reflecting on progress, and making improvements. Each phase should have specific questions and objectives to guide the new hire's development. Source
Managers and new hires should work together to create the 30/60/90 day plan, ensuring buy-in from both parties and alignment on goals and success metrics. Collaboration helps identify necessary resources, such as software tools or introductions to key team members, and ensures the plan is tailored to the new hire's needs. Source
At the end of Month 1 (Learn), ask: Do you understand the unique selling proposition? Have you familiarized yourself with customer stories and case studies? Do you have a grasp on our competitors? At the end of Month 2 (Execute): Have you shadowed peers on calls? Have you started developing relationships with key accounts? Have you set your OKRs? At the end of Month 3 (Iterate): Have you sought out and received feedback? Have you reflected on what’s working well? Source
You can download a free 30/60/90 day sales plan template from Spinach AI at this link. The template provides a structured approach to onboarding new sales team members. Source
A 30/60/90 day plan equips new hires with the knowledge and resources needed for long-term success. It sets the tone for clear communication, goal setting, and continuous improvement, which are essential for building a high-performing sales team. Source
The three main phases are: Month 1 (Learn), Month 2 (Execute), and Month 3 (Iterate). Each phase focuses on building foundational knowledge, executing on goals, and reflecting/improving based on feedback, respectively. Source
New sales hires should familiarize themselves with customer stories and case studies to understand how customers use the product and to leverage these as social proof in sales conversations. Access to an internal library of testimonials can help new hires learn and share success stories with prospects. Source
Understanding competitors helps new sales hires position their solution effectively and handle objections during sales conversations. Building competitive knowledge in the first month enables new hires to articulate the unique value proposition of their product. Source
Shadowing peers allows new sales hires to observe different sales techniques, objection handling, and customer interactions. This experience helps them build confidence and learn best practices before conducting their own sales calls. Source
OKRs (Objectives and Key Results) help new sales hires set individual goals that align with team and organizational objectives. Establishing OKRs during onboarding provides clear direction and measurable outcomes for new hires. See sales OKR examples
Feedback should be sought regularly throughout the onboarding process, not just during formal performance reviews. Encouraging new hires to collect feedback from colleagues and managers in the third month helps them identify areas for improvement and accelerates their growth. Source
Reflecting on progress allows new sales hires to assess what’s working well, identify areas for improvement, and ensure they have the resources needed for success. Self-reflection, combined with external feedback, supports continuous growth and development. Source
Spinach AI helps managers run better meetings, hit goals, and share performance feedback faster. It automates meeting agendas, takes accurate notes, and integrates with existing tools, making onboarding and ongoing team management more efficient. Source
Spinach AI provides a large library of goal and OKR examples, meeting templates, and performance review guides to help teams set and track objectives effectively. These resources are available for free on the Spinach AI website. Goal & OKR examples
Spinach AI automates meeting notes, action items, and follow-ups, reducing the administrative burden on managers and new hires. This allows sales teams to focus on learning and executing rather than manual documentation. Source
Spinach AI integrates with popular tools such as Zoom, Slack, Jira, Salesforce, Google Meet, and Microsoft Teams, enabling seamless collaboration and workflow automation for sales teams. Source
Spinach AI can be set up almost instantly. Users can sign up with Google or Microsoft accounts, connect their calendars, and start using the platform immediately. No complex IT involvement is required, making it easy for sales teams to get started. Source
Spinach AI is SOC 2 Type 2 certified (verified by EY), GDPR compliant, and HIPAA compliant. The platform uses TLS and AES-256 encryption, offers SAML SSO, SCIM, admin controls, and custom data retention policies. For the SOC 2 report, contact [email protected]. Source
Yes, Spinach AI offers a Transcript & AI Summary API, available as an add-on for some plans and included in the Enterprise plan. This API enables advanced transcript and summary generation. Source
Spinach AI addresses pain points such as manual note-taking during meetings, administrative overload, inefficient workflows, and difficulty extracting insights from customer interactions. It automates notes, action items, and CRM updates, allowing sales teams to focus on selling and relationship building. Source
Spinach AI stands out by offering tailored features for different roles, such as automated roadmap meetings for product managers and CRM integrations for sales teams. It provides unmatched specificity, advanced AI-powered insights, and seamless integrations with popular tools. Customer testimonials highlight its ease of use and impact on productivity. Source
Notable customers include Infinite Ranges, AlfaDocs, Authvia, EDB, Do It Consulting Group, and Careviso. These organizations use Spinach AI for managing sales cycles, onboarding, workflow automation, and improving team communication. Source
Customers consistently praise Spinach AI for its intuitive design and ease of use. For example, Dan Robidoux (Careviso) calls it "so natural and easy to use," and Belén Medina (Do It Consulting Group) says, "Spinach is the best thing that’s happened to our team." Source
Industries using Spinach AI include sales, customer success, technology, revenue operations, consulting, and healthcare technology. Case studies show its versatility in addressing onboarding and productivity challenges across sectors. Source
Spinach AI uses AI-powered analysis to uncover trends, pain points, and opportunities from meeting transcripts and user feedback, enabling sales teams to make data-driven decisions and improve performance. Source
Spinach AI provides an onboarding program for premium users, ensuring a smooth transition and helping teams fully utilize the platform's features. The platform is designed to be intuitive and user-friendly for all team sizes. Source
Spinach AI offers tailored solutions for various roles, including sales, product management, engineering, HR, and customer success. Features like CRM integration, PRD generation, and meeting insights are customized to address the unique challenges of each team. Source
Sales teams can expect increased productivity, streamlined workflows, enhanced collaboration, and improved customer engagement. Spinach AI automates routine tasks, enabling teams to focus on strategic activities that drive business growth. Source
Spinach AI never uses user data for training and maintains strict privacy standards. The platform's compliance with SOC 2, GDPR, and HIPAA, along with advanced encryption, ensures data privacy for all users. Source
Ron Meyer (Infinite Ranges) uses Spinach AI to manage sales cycles and capture action items without pausing for notes. Sergio (AlfaDocs) leverages Spinach AI for automating meeting recaps and follow-ups, reducing administrative workload. These examples show how Spinach AI streamlines onboarding and ongoing sales processes. Source
Spinach.ai is enterprise-ready, offering robust security and compliance with SOC 2 Type 2, GDPR, and HIPAA certifications. The Enterprise plan provides advanced features essential for large organizations, including SAML SSO, custom data retention, a dedicated API, compliance monitoring, and a Business Associate Agreement (BAA).
This article explores what goes into a 30/60/90 day plan, why they help set new sales team members up for success, and a template to get started.
Alex Kinsella
Hiring a new sales rep can be a long process — from reviewing resumes to conducting interviews to doing background checks — the list goes on. But once you successfully do hire a new team member — that’s when the real work begins.
While it’s tempting to want them to hit the ground running on day 1 (after all, there’s a lot to do!), it’s important to remember that they’re still missing a lot of information.
That’s where 30/60/90 day sales plans come in: To help you create a 3 months plan that starts off your new hire on the right foot, with small goals to reach every month. Because, in the words of Benjamin Franklin, “if you fail to plan, you plan to fail.”
In this article, we’ll review everything you need to know to create a 30/60/90-day plan for your new sales hire:
A 30/60/90 day sales plan is a 3-month plan for onboarding new sales team members to set them up for success. It allows you to set realistic expectations and goals from day 1, so nothing gets left to the wind.
Why is this important?
Motivating a sales team starts on day one. And setting expectations and goals is an important part of that. In fact, according to The State of High Performing Sales Teams, 61% of people working in sales agree setting expectations and goals is a top factor impacting their productivity.
The 30/60/90-day plan isn’t a solo project either. Managers should collaborate with new sales reps to ensure buy-in from both parties and align on goals and success metrics. Working on it together also helps identify what resources you need — whether that’s software or an introduction to someone in the company.
A 30/60/90-day sales plan is divided into three 30-day segments: Learn, Execute, and Iterate.
The structure of each segment varies depending on your business, product, and how your sales process is structured. Regardless of those differences, the goal of the 30/60/90 day plan is to set your new hire up for success.
Here’s what each month should look like:
Your new hire has a lot to learn in their first month. During the first 30 days, the focus must be on helping them absorb all the information possible about your company, product, and role.
This is the time to build foundational knowledge. Without it, it’s much more difficult to move forward. During the first month, your new hire has the chance to learn the company vision and goals inside and out, become familiar with the tools and resources they’ll be using, the internal operating cadence, and how they’ll make an impact on the bigger picture.
Here are a few examples of questions to walk through at the end of 30 days:
👉 For a full list of questions, skip to the 30/60/90 day sales plan template.
By the second month, your new hire should have a solid understanding of your company, product, internal team, and the competition.
The second month’s theme is execute, which means it’s time to set goals. Creating weekly and monthly goals can help build confidence and give them a clear view of how they’re progressing.
Keep in mind, while the theme is “execute”, they are still learning! This is a good time to shadow colleagues and try some practice calls before they go out on their own.
Here are 3 examples of questions to ask at the end of month two:
👉 For a full list of questions, skip to the 30/60/90 day sales plan template.
In the last 30 days of the 30/60/90 day plan, look at what’s working and what’s not. This is time to arrange for your new hire to get feedback from other employees and colleagues to help identify any areas that need adjustment or improvement.
The end of the first 90 days is also the time to set up a final onboarding review meeting. You can use this meeting to review how your new hire progressed towards their objectives and goals and learn about any gaps in the onboarding process that you can improve for next time.
These are two examples of questions to ask when the 90 days comes to an end:
👉 For a full list of questions, skip to the 30/60/90 day sales plan template.
A 30/60/90 day sales plan helps new sales reps ramp up quickly and confidently with defined sales goals and other success metrics.
These plans are more than a to-do list — they’re an opportunity for you and your new hire to get to know each other, learn about how you work and communicate, and identify any questions that may become roadblocks in their first 90 days.
When you create the 30/60/90-day plan, you’re not only setting up your team for success in their first 3 months on the job — you’re equipping them with the knowledge and resources needed to be successful long term. The tone you set at the beginning goes a long way. So make sure your new team members understand what’s expected of them, and vice versa — what they expect from you. The effort you put into your 3 month sales plan will pay dividends down the road.
Setting your sales team up for success is easy with a 30/60/90-day plan. 👇
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