The first 90 days of an employee's journey are the most critical. This period is not just about filling out paperwork and learning new software; it's the foundation upon which a successful, long-term working relationship is built. Effective onboarding can transform a promising candidate into a fully engaged, productive, and loyal team member. Conversely, a poor onboarding experience can lead to early burnout, disengagement, and ultimately, a costly departure.
At MyJobsi.com, we understand that securing the right talent is only half the battle. The real work begins on day one. This comprehensive guide will walk you through the essential elements of a successful 90-day onboarding plan, helping you create a seamless and positive experience for every new hire.
Onboarding doesn't start when the employee walks through the door. It starts the moment they accept your job offer. This initial phase, known as pre-boarding, sets the stage for a great first impression.
1. The Warm Welcome: Making It Official and Personal Once a candidate accepts the offer, send a formal and enthusiastic welcome email. This isn't just a logistical message; it's a chance to build excitement. Include details like the start date, time, and location, but also add a personal touch. Introduce them to their new team members via email or a brief video, and share a fun fact about the company culture. A personalized message from their new manager can make a world of difference.
2. Handling the Paperwork Use this time to complete as much administrative work as possible. Sending digital copies of forms, contracts, and company policies in advance allows the new hire to review and complete them at their convenience. This frees up their first day for more meaningful, interactive tasks.
3. Preparing the Workspace and Technology Nothing says "we're not ready for you" more than a new employee arriving to a bare desk and an unconfigured computer. Ensure their workstation is set up and ready to go. This includes:
A working computer with all necessary software installed.
Login credentials and email access ready.
Any essential equipment (headset, second monitor, etc.).
A personalized welcome kit with company swag, a schedule for the first week, and a welcome note.
4. The First-Day Schedule Don't leave the first day to chance. Create a clear and detailed schedule for their first week. This should include introductions, training sessions, and a lunch plan. A structured schedule demonstrates that you are organized and have invested time and thought into their arrival.
The first week is all about immersion. The goal is to make the new hire feel like a genuine part of the team, not just a temporary guest.
1. The Grand Tour: Introductions and Orientation Start the day with a warm greeting from their manager and a team member. Take them on a tour of the office, introducing them to key people they'll be working with. Don't overwhelm them with too many names; focus on their immediate team and cross-functional partners.
2. HR and Administrative Check-in Set aside a brief session with HR to cover any remaining paperwork, benefits enrollment, and company policies. Keep it concise; they’ve already received most of this information during pre-boarding.
3. Cultural Immersion and Social Integration An employee's first week should be about more than just tasks. Organize a team lunch or coffee break to help them get to know their colleagues in a relaxed, informal setting. This is crucial for building rapport and making them feel socially accepted. Encourage team members to share their own experiences and tips.
4. Assigning an Onboarding Buddy Pairing the new hire with a seasoned employee (not their direct manager) can be incredibly effective. This "onboarding buddy" can be a go-to person for informal questions, like where to get the best coffee or how the company's internal tools work. This takes the pressure off the manager and provides the new hire with a peer they can trust.
5. Initial Training and Goal Setting Introduce the new hire to their key responsibilities and set initial, achievable goals for the first week. These goals should be clear and not too challenging, allowing them to feel a sense of accomplishment early on.
After the initial whirlwind of the first week, the focus shifts from orientation to true integration. This is a critical time for developing skills and building confidence.
1. Regular Check-ins with the Manager Hold daily or bi-weekly one-on-one meetings with the new hire. These meetings should be for a two-way conversation, not just a status update. Ask them:
"How are you feeling about your progress?"
"What challenges are you facing?"
"What can I do to better support you?"
"What's working well for you?"
2. Formal Training and Skill Development Start to introduce more formal training, whether it's product knowledge, software mastery, or specific processes. This is the time to leverage company resources and ensure they have all the tools they need to succeed in their role.
3. Defining Short-Term and Long-Term Goals By the 30-day mark, the new hire should have a clear understanding of their role's key objectives. Work with them to define concrete goals for the next 60 days and beyond. Use the SMARTframework (Specific, Measurable, Achievable, Relevant, Time-bound) to make these goals actionable.
4. Providing Early and Constructive Feedback Don’t wait until the 90-day mark to provide feedback. Offer constructive criticism and positive reinforcement regularly. This helps the new hire adjust their performance early on and builds a foundation of open communication.
At this point, the new hire should be comfortable with their role and the company culture. The 60-day check-in is an opportunity to assess their progress and fine-tune the onboarding process.
1. Formal Performance Review Conduct a more structured review to discuss their progress against the goals set at the 30-day mark. This is a chance to identify any gaps in their knowledge or skills and create a plan to address them.
2. Feedback on the Onboarding Process Ask the new hire for their honest feedback on their onboarding experience. What worked well? What could have been better? Their insights are invaluable for improving the process for future hires.
3. Fostering Independence Gradually shift the new hire from a supervised role to a more independent one. Assign them projects that allow them to take ownership and demonstrate their capabilities. This builds confidence and shows that you trust their judgment.
By the end of the first 90 days, the onboarding process is officially complete. The new hire is no longer "new"; they are a fully integrated, contributing member of the team.
1. The 90-Day Review Hold a final, comprehensive review. This should focus on their overall performance, their fit within the team, and their alignment with the company’s values. Celebrate their successes and acknowledge the milestones they've reached.
2. Setting Future Goals Collaborate with the new hire to set new goals for the next quarter and discuss their long-term career aspirations within the company. This shows that you are invested in their professional growth and development.
3. The Formal Transition Officially transition them from the "onboarding" phase to a standard employee status. Acknowledge their success in a team meeting or a company-wide announcement.
A great onboarding experience is more than just a checklist; it's a strategic investment in your people. It increases employee engagement, boosts productivity, and significantly improves retention rates. By putting in the effort during the first 90 days, you’re not just hiring a new person—you're building the future of your company.
At MyJobsi.com, we help you find the perfect candidates. A structured and thoughtful onboarding plan ensures they thrive once they join your team.
