Make responsibilities clear
Coordinate tasks across HR, managers and the people supporting the start. Define the stage, owner and handover so preparation does not depend on someone remembering to chase it.
Employee Onboarding Software
A good start. A clearer path forward.
Make employee onboarding more than a list of tasks. Connect preparation, working relationships and early goals so every new starter knows where to begin and who can help.
Part of the connected New Dynamics platform.
Prepare before the first day
Coordinate people and tasks
Build in 30, 60 and 90-day check-ins
Take a closer look at onboarding.
Try the controls in this example workspace. Your changes stay in the preview, and you can reset it at any time.
Workspace / OnboardingSample data
Onboarding
A good beginning, built together.
BEFORE DAY ONE
A warm welcome starts early.
Make the practical things simple, so Maya can focus on meeting the team.
FROM WELCOME TO CONTRIBUTION
Help new people find their feet. And their place.
Getting access to the right tools is one part of joining a team. New starters also need context, useful relationships and a shared understanding of what a good first contribution looks like. Connect those moments in one considered onboarding process.
See how the platform connectsConnect early goals to real work
Agree a supported first contribution and explain how it fits the team’s priorities. Use introductions and early feedback to help the employee understand both the work and the relationships around it.
Check in as confidence grows
Build in 30, 60 and 90-day conversations. Revisit expectations, discuss what is unclear and adapt the support, then carry the learning into regular performance conversations.
PUT IT INTO PRACTICE
The first 90 days, with a purpose at every stage.
Use this example as a starting point. Adapt the timing, responsibilities and goals to the role and the person joining.
AN ILLUSTRATIVE EXAMPLE
Make the welcome feel considered.
Prepare the practical details and the people who will support the start.
A clear owner and a simple plan make it easier to spot anything that is still missing.
- Prepare
- Confirm access, equipment, the first-day plan and the owner of each outstanding task.
- Connect
- Agree who will welcome the new starter, introduce the team and answer day-to-day questions.
- Manager prompt
- What context will help this person arrive with a clear idea of their first week?
AN ILLUSTRATIVE EXAMPLE
Build context and a supported first contribution.
Help the employee understand the team, the work and the people around it.
The first conversation should test understanding and support, not just checklist completion.
- Focus
- Meet key collaborators, learn how the team works and complete a supported first task.
- Early goal
- Agree a small, useful contribution with clear expectations and a named person to ask for help.
- Check-in
- What feels clear, what is still unfamiliar and where would more support help?
AN ILLUSTRATIVE EXAMPLE
Turn early learning into growing ownership.
Revisit the first goals as the employee takes on more of the work.
Adjust the plan around what the person is learning and the work they are ready to own.
- Focus
- Review feedback from the first contribution and clarify the next area of responsibility.
- Develop
- Identify something to practise, a relationship to strengthen or a task to own with less support.
- Check-in
- Where are you gaining confidence, and which expectations should we clarify together?
AN ILLUSTRATIVE EXAMPLE
Connect the good start to what comes next.
Reflect on the onboarding experience and agree the next development priorities.
Onboarding flows into continuous performance, with shared expectations for the months ahead.
- Reflect
- Discuss the first contributions, useful feedback and any gaps in the onboarding experience.
- Look ahead
- Agree the next goals, the support needed and the rhythm for ongoing check-ins.
- Check-in
- What should we carry into your next chapter, and what could improve the start for the next person?
THOUGHTFUL ASSISTANCE. HUMAN DECISIONS.
Give the first check-ins a thoughtful starting point.
Use agreed goals and onboarding context to help managers prepare relevant questions. AI assistance can support preparation while the manager takes time to understand the person’s experience and the support they need.
Explore AI across New DynamicsTAKE THE NEXT STEP
A practical place to start.
Use a guide or editable template to make the next conversation easier. Open to everyone, with no form required.
Your questions, answered.
What should employee onboarding include?
A useful onboarding process covers preparation, practical tasks, introductions, role expectations, early goals and regular opportunities to ask for support. The aim is to help someone understand the work and contribute with confidence, as well as complete the required setup.
Why use a 30, 60 and 90-day onboarding plan?
These checkpoints provide a simple structure for discussing understanding, progress and support as a person settles in. They are a starting point rather than a rule: adapt the timing to the role, experience and working context.
Can different roles have different onboarding processes?
New Dynamics connects onboarding to configurable workflows and early performance goals. Use a demo to explore role-specific tasks, stage owners, participants and check-in requirements for your organisation.
How does onboarding connect to performance management?
Early goals, feedback and check-ins establish a shared understanding of the role. That context can carry into regular performance conversations and later reviews, helping the transition from new starter to established team member feel continuous.
Keep the performance story connected.
LET’S START WITH YOUR ORGANISATION
Make the first 90 days the start of something good.
Bring your current process to a New Dynamics demo.
Book a demo