The First 90 Days: A Simple Onboarding Plan for Small Teams
For small teams, onboarding often happens informally. Logins are shared, tasks are explained on the fly, and everyone hopes the new hire “figures it out.” But the truth is, the first 90 days of employment set the tone for engagement, performance, and retention.
Days 1–30: Set the Foundation
The first month is about orientation and connection. During this time, new employees should receive a thorough introduction to company policies, systems, and workflows. It is also a critical period for building relationships with team members, understanding role expectations, and establishing open lines of communication to ensure a smooth transition into the organization. Providing support and guidance during these initial weeks sets the foundation for long-term success and engagement.
Focus on:
A warm welcome and introductions (welcome card, take them to lunch)
Equipment, systems access, and tools set up on day one
Clear role expectations and priorities
Overview of company culture, values, and communication norms
Required policies and compliance basics
Best Practice: Assign a mentor so the new hire knows exactly who to go to with questions.
Days 31–60: Build Confidence and Capability
Once the basics are covered, employees can begin contributing more independently. This phase focuses on applying their training to real projects, taking on increased responsibility, and building confidence in their role. Regular check-ins and constructive feedback during this period help address any challenges and guide employees toward productivity. Providing opportunities for problem-solving and decision-making also encourages ownership and prepares employees for more complex tasks in the future.
Focus on:
Job-specific training and process walkthroughs
Gradual increase in responsibility
Regular check-ins for feedback and clarification
Reinforcing performance expectations
Best Practice: Schedule at least one check-in each week to ask what’s working, what’s unclear, and where support is needed.
Days 61–90: Encourage Ownership and Growth
By this stage, employees should feel like part of the team, not just the “new hire.” They should have a strong sense of belonging, demonstrate confidence in their daily tasks, actively participate in team initiatives, and begin to take ownership of projects and responsibilities. They should be comfortable taking initiative, collaborating with colleagues, and contributing ideas to team discussions. This period is also ideal for setting longer-term goals, identifying opportunities for professional development, and reinforcing the employee’s value within the team to strengthen engagement and loyalty.
Focus on:
Ownership of projects or recurring responsibilities
Goal-setting for the next 3–6 months
Confirming alignment on performance and expectations
Best Practice: Conduct a simple 90-day performance review and document next steps.
Why the First 90 Days Matter
A structured onboarding plan is essential for small teams because it improves productivity, reduces early turnover, and strengthens employee engagement and confidence. For small businesses, having a clear structure is not about creating red tape—it is a strategic tool for growth and long-term success.
Need help creating an onboarding checklist or 90-day plan for your team? Strategic HR Advisory provides practical HR guidance and resources designed specifically for small businesses. Contact Strategic HR Advisory today to build onboarding processes that support long-term success.
