Why “working hard” isn’t always enough
If you’re aiming for a promotion, bigger projects, or a stronger reputation, effort alone can be invisible. What does get noticed is clear impact, communicated well, and tied to the team’s goals. A simple way to do that: build a 30-60-90 day growth plan—even if no one asked you to.
Step 1: Start with outcomes, not tasks
Before you list what you’ll do, define what “better” looks like.
- For your manager: What metrics or deliverables matter this quarter?
- For your stakeholders: What pain points keep coming up?
- For you: What skill or responsibility would prove you’re ready for the next level?
Tip: Write your goal in this format: “Increase/Reduce/Deliver X by Y% (or by date) to support Z business priority.”
Step 2: The 30-60-90 structure (simple but powerful)
Days 1–30: Learn + map the landscape
Focus on clarity and quick wins.
- Schedule 3–5 short stakeholder chats (ask what “great” looks like)
- Identify one recurring problem you can own
- Deliver one small improvement within your control (documentation, automation, template, process)
Days 31–60: Build momentum + show ownership
Now shift from learning to leading.
- Propose a mini-project with scope, timeline, and success metric
- Start a weekly update to your manager (3 bullets: progress, risks, next steps)
- Ask for targeted feedback (“What would make this promotion-ready?”)
Days 61–90: Prove impact + make it easy to advocate for you
This is where you turn work into a promotion narrative.
- Quantify results (time saved, errors reduced, revenue enabled, cycle time improved)
- Capture evidence: links, screenshots, before/after metrics, stakeholder quotes
- Draft a one-page brag doc (wins, impact, skills demonstrated, next goals)
Step 3: Turn your plan into interview-ready stories
Even internally, promotions often involve interview-style evaluation. Use STAR (Situation, Task, Action, Result) to frame your best work.
- Situation: What problem mattered?
- Action: What did you do specifically?
- Result: What changed (numbers if possible)?
Pro tip: Practice these stories out loud—clarity and confidence often beat raw experience.
Step 4: Make growth visible (without being braggy)
Visibility is not self-promotion; it’s risk reduction for decision-makers.
- Send concise updates
- Share learnings in team channels
- Give credit broadly, then own outcomes clearly
Your turn
If you built a 30-60-90 plan for your next step, what’s the one outcome you’d want your manager to associate with your name in the next 90 days?