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90 Days Onboarding Checklist

This document provides a checklist for engaging new employees within their first 90 days. It includes objectives to ensure new employees have what they need to be successful, understand their role and responsibilities, and align with company objectives. The checklist outlines activities for pre-boarding, day 1, weeks 1-2 including deep dives into job functions and organizational structure, and check-ins on days 30, 60, and 90.

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Manikandan.k Kandan
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313 views3 pages

90 Days Onboarding Checklist

This document provides a checklist for engaging new employees within their first 90 days. It includes objectives to ensure new employees have what they need to be successful, understand their role and responsibilities, and align with company objectives. The checklist outlines activities for pre-boarding, day 1, weeks 1-2 including deep dives into job functions and organizational structure, and check-ins on days 30, 60, and 90.

Uploaded by

Manikandan.k Kandan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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EMPLOYEE NAME

START DATE

THE FIRST 90 DAYS: ENGAGEMENT CHECKLIST


Engage your people from day one: use this checklist to guide employee development and
engagement for the first 90 days. It can be used for new employees and managers, as well
as those transferring to new roles within your organization. This is one example that could
2
be adjusted to fit different roles, companies and industries.
Supervisors can follow this checklist to ensure their direct reports are getting what they
need. Each employee should also have access to this checklist, so they can take ownership
of their development.
60 30
OBJECTIVE
Ensure new team members:
• Have everything they need to be successful from day one

90
• Understand the expectations of their role and responsibilities
• Align to how they, as individuals, impact the team/department/company objectives

PRE-BOARDING
2
‰‰ Work with the appropriate person to determine the best seating option
‰‰ Complete 90-day onboarding plan
‰‰ Select an Onboarding Mentor, a team member who will help the new hire get
60 acclimated
30
‰‰ Schedule:
yy First day one-on-one meeting
yy Weekly one-on-ones thereafter
90 yy Lunch on first day or multiple days during the first week
‰‰ Add to necessary meeting invites (team, project, staff, etc.)
‰‰ Ensure computer/other required equipment will be ready for first day
‰‰ Gather necessary office supplies
‰‰ Call new hire and provide details:
yy High level overview of role/responsibilities
yy Where to park
yy What time to arrive
yy Where to go once in the building
yy Name of Onboarding Mentor and overview of their role
‰‰ Email new hire:
yy 90-day onboarding plan
yy Corporate onboarding material(s), if applicable
yy Recent corporate videos, annual reports, etc. to familiarize them with the company
DAY 1 WELCOME
‰‰ Facilities tour
‰‰ Introduce to immediate team members and other relevant associates
‰‰ Remind them to submit their new hire information to HR
‰‰ Schedule time for a wrap-up at the end of the day
2 ‰‰ Cover their 90-day onboarding plan in detail
‰‰ Review email, phone system, timekeeping and other administrative details
‰‰ Discuss necessary/mandatory training (start date, what to expect, why it’s important, etc.)
0 30
WEEK DEEP DIVE INTO JOB FUNCTIONS
‰‰ Review and explain the purpose of:
90 2 yy Company strategy & department/team goals
yy New hire’s formal development plan
€€ Set initial expectations of what you think his/her business goals should be
0 30 €€ Explain company’s personal development philosophy and his/her role in creating an
individual plan
€€ Set a timeline for when the development plan should be completed
€€ Establish some quick wins that can be accomplished in the next 30 days
90 yy Organizational chart
€€ Provide a broad overview of all functions and explain:
–– Primary purpose of each
–– How they interact with department/team
–– Critical positions, what they do and why they’re important
€€ Do a deep dive into function
–– Explain each department in depth
• Core responsibilities
• How they interact with your team
• Key people in each department
• Discuss all managers, their teams and what projects/responsibilities they oversee
‰‰ Recommend key stakeholders for the new hire to schedule one-on-one meetings
2
DAY CHECK-IN
‰‰ Formally check on progress
0 30 yy What’s going well in his/her job?
yy Where is s/he running into roadblocks? (What can you do to remove them?)
yy What did s/he find helpful in their onboarding over the last month?
90 yy What would s/he improve (for future new hires)?
yy What has s/he learned over the last 30 days?
yy How are things going with his/her Onboarding Mentor? (If things aren’t going well, would
someone else be more effective?)
‰‰ Have him/her complete their development plan
yy What’s happened over the last 30 days?
€€ Has anything changed – for the better? Or worse? (If so, how can you help correct it?)
yy What sort of observations about the organization does s/he have?
€€ Highlights – what can we leverage more to maintain his/her productivity and success?
€€ Improvement areas – quick wins vs. longer term opportunities?
2
DAY CHECK-IN
‰‰ Formally check on progress
60 yy30
What’s happened over the last 30 days?
2 €€ Has anything changed – for the better? Or worse? (If so, how can you help correct it?)
yy What sort of observations about the organization does s/he have?
€€ Highlights – what can you leverage more to maintain his/her productivity and success?
60 90 €€ Improvement areas – quick wins vs. longer term opportunities?
30
DAY CHECK-IN
‰‰ Formally check on progress
90 yy Does s/he feel s/he has everything needed to be successful? (information, knowledge, support,
resources, etc.) If not, what needs to change?
yy What has been his/her biggest “aha moment” over the last 90 days?
yy How is s/he progressing toward his/her development plan?
yy What’s going well? What isn’t?

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