Free resource · Kit
First 90 Days Onboarding Kit
Everything a manager needs to give a new hire a welcoming, well-organized start: what to prepare, how to spend the first day and week, and how to set goals for the first three months.
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1. Before day one
The weeks between a signed offer and the first day shape how a new hire feels about joining. Use this list to make sure nothing is left to the last minute.
- Signed offer letter or employment agreement is on file.
- Start date, start time, location and who to ask for have been confirmed in writing.
- Payroll, tax and benefits forms are ready to complete, with instructions.
- Equipment is ordered and will arrive before day one.
- Email, software and building access are requested.
- A workspace, or a remote setup, is ready.
- The team knows who is joining, when and in what role.
- A buddy has been chosen: a peer who can answer everyday questions.
- The first-week schedule has been shared with the new hire.
- The manager has sent a short, personal welcome message.
- The role summary below is drafted and ready to discuss.
Required forms and the information you can collect differ by province, state and country. Check what applies where the employee will work.
2. Role clarity
New hires settle in faster when they know what the role is for and what good work looks like. Complete this before day one and review it together in the first week.
- Why this role exists, in one or two sentences
- Top three responsibilities
- What success looks like at 90 days
- Decisions they can make on their own
- Decisions to check with the manager first
- People they'll work with most
- How and when we'll give feedback
3. Equipment and access
| Item | Who arranges it | Ready by | Done |
|---|---|---|---|
| Computer and accessories | |||
| Phone or phone plan | |||
| Email and calendar | |||
| Core software and shared drives | |||
| Building access, keys or alarm codes | |||
| Uniform, safety gear or tools | |||
4. The first day
Aim for a day that feels welcoming and organized, not overloaded. Paperwork can wait until the afternoon. Connection comes first.
| When | What | With |
|---|---|---|
| Arrival | Personal welcome, a tour of the workspace and where to find essentials | Manager |
| Morning | Equipment and account setup, meet their buddy | Buddy or IT contact |
| Lunch | Informal lunch or coffee with the team | Team |
| Early afternoon | Walk through the role summary and the first-week schedule | Manager |
| Afternoon | Key policies, paperwork and how to raise questions or concerns | Manager or HR |
| End of day | A short check-in: how did today go, and what questions do you have? | Manager |
5. The first week
- Meet each person on the introductions list below.
- Shadow a colleague on core tasks before doing them alone.
- Complete one small, real piece of work with support.
- Learn the tools and systems used daily.
- Review the policies they'll use most, and confirm where to find the rest.
- Agree on how and when the manager and new hire will meet regularly.
- Hold the end-of-week check-in using the questions below.
6. Introductions and support
| Name | Role | Why connect | Done |
|---|---|---|---|
| Buddy | Everyday questions and how things really work | ||
7. Manager check-in questions
End of week one
- What has been most useful so far?
- What has been confusing or harder than expected?
- Do you have everything you need to do your work?
- Is the role what you expected?
Day 30
- Which parts of the role feel comfortable now?
- Where would more training or support help?
- How are working relationships with the team?
- Are we on track with your 30-day goals?
Day 60
- What are you most proud of so far?
- What's getting in the way of your best work?
- What would you like more responsibility for?
- Is there anything we should change in how we work together?
Day 90
- Looking back, what would have made your start easier?
- How do you feel about your progress against the 90-day goals?
- What should we focus on over the next six months?
- What feedback do you have for me as your manager?
8. 30/60/90-day planning worksheet
Set a few goals for each stage together. Early goals focus on learning; later goals on contributing independently. Adjust them as you learn more.
| Stage | Focus | Goals | Support needed | How we'll know |
|---|---|---|---|---|
| Days 1–30 | Learn the role, people and tools | |||
| Days 31–60 | Take on core work with growing independence | |||
| Days 61–90 | Own the role and contribute ideas |
If your workplace has a probationary period, align these check-ins with it, and confirm how probation works under the rules where the employee is based.
