The essentials
- Give each task an owner and deadline.
- Prioritise context and human connections over a long sequence of presentations.
- Use a two-way conversation to assess clarity and support.
Before the first day
Give each task an owner and deadline. Check practical access before the new colleague arrives.
- Confirm role expectations and the first-week plan.
- Prepare equipment and approved system access.
- Assign a buddy and introduce the manager.
- Share arrival details and essential information.
The first week
Prioritise context and human connections over a long sequence of presentations.
- Explain team goals and the role’s contribution.
- Introduce key collaborators.
- Complete essential training.
- Choose a supported first task.
- Check whether any access or information is missing.
The first 30 days
Use a two-way conversation to assess clarity and support.
- Review the first task and gather feedback.
- Confirm understanding of role expectations.
- Discuss workload and support needs.
- Agree the next meaningful contribution.
Days 31 to 60
Build independence while keeping help available.
- Review progress on the agreed contribution.
- Ask collaborators for specific feedback.
- Identify one development priority.
- Adjust the plan where assumptions were wrong.
Days 61 to 90
Connect onboarding to the ongoing performance rhythm.
- Review achievements and remaining blockers.
- Agree the next set of goals.
- Confirm the regular check-in cadence.
- Ask what would improve onboarding for the next colleague.
Explore onboarding as the beginning of continuous performance.
Turn the guidance into your next conversation.
Choose one action from this template, agree who owns it and set a date to review what changed. To explore how your process could work in New Dynamics, bring your current workflow to a demonstration.
