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?