New Employee Onboarding Checklist

People decide whether they are staying long before the 90-day mark. Most of them decide in the first two weeks. A bad start costs you real money and real talent. Use this checklist to make sure nothing gets missed from the moment someone accepts your offer to the end of their first quarter.

Before Day One

Day One

Greet the new hire personally. Do not leave them waiting at reception.Give a tour of the office or the virtual equivalentIntroduce to the immediate team and key stakeholdersComplete all HR paperwork: contract, pension, bank details, emergency contactsWalk through IT setup and confirm everything worksReview the first-week schedule togetherExplain team ways of working, communication norms, and expectationsTeam lunch or virtual equivalentEnd-of-day check-in. How are they feeling? Any questions?

First Week

Brief daily check-in with manager, around 10 to 15 minutesIntroduction meetings with key colleagues and stakeholdersWalkthrough of key tools, systems, and processesRole clarity conversation: objectives, success criteria, priorities for the first 30 daysOverview of company values, culture, and ways of workingAccess to all relevant documentation, policies, and team resourcesFirst meaningful task or project assignedEnd-of-week feedback conversation

30-Day Check-In

Formal 1:1 with manager to review the first monthAsk what is going well, what is harder than expected, and what they need more ofConfirm role clarity and adjust if neededGather early feedback on the onboarding experienceIdentify any training or support gapsCheck that the buddy relationship is working

60-Day Check-In

Review progress against initial goals and objectivesDiscuss early wins and areas to improveCheck how well the person has integrated into the teamIdentify any resource or support needsBegin setting objectives for the next quarter

90-Day Check-In

Formal review of probationary period if applicableSet objectives for the following quarterGather structured feedback on the onboarding experienceConfirm the employee feels set up to succeedAgree on development prioritiesConfirm probation outcome formally and in writing

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