The First 90 Days: A Guide for Managers of New Hires
How an employee begins their career in a new organization is essential in establishing a foundation for long-term success. Therefore, the onboarding process has a meaningful impact on both the individual and the organization. Onboarding is not a one-size-fits-all approach. It must be customized according to your organization’s culture, size, and structure. It is also essential that the framework be organized, committed to, and frequently reevaluated by those involved to ensure effective implementation and employee assimilation. With over 30 years of experience developing and assisting with the candidate onboarding process—both in-person and remote—we have compiled general guidelines for your organization:
Pre-Start
Announce. Formally announce that you have hired this individual to the rest of the organization. Send a memo highlighting their career journey, skillsets, and what they will be accountable for. Allow team members the time to ask any questions regarding the new executive’s responsibilities and how their position may affect them. This ensures that current employees feel “in the loop” and puts them in a position to welcome the individual.
Inform. Send company overview information in advance to help the new hire(s) feel prepared and comfortable. We recommend sharing organization history—information on company structure, including names of key personnel, clients, and business partners—relevant business strategy plans—all recently developed marketing and communications materials as well as historical information—and a competitive assessment (if one exists).
Designate Mentor. Pair the new executive with a senior manager (an informal mentor) within the organization that is not in their direct sphere of influence. The mentor helps the candidate navigate the organization and provides insight as to how to effectively get things done. They can also answer questions that may be difficult or awkward for new executives to ask their boss. It is important to ask individuals to mentor rather than assign them; this individual should be interested and dedicated to aiding the candidate through the assimilation process, and potentially beyond.
Week One
Connect. Guide the new leader around the company by introducing them to their peers and team. This can be done in-person at the office and/or virtually through interactive channels and regular team meetings. This will allow the new executive to get accustomed to the environment. Work with them to schedule one-on-one meetings with team members—both direct and indirect—to review key business objectives and how they will collaborate. Offer plenty of time and channels to touch base directly with you, their manager, as clarifying questions will come up through the week.
Get Social. Host an informal social gathering to welcome the new hire and establish a sense of community. This can be conducted over Zoom/Teams or in-person (preferred); the goal is to ensure as high attendance as possible. Casual conversation facilitates more personal connection, trust, and credibility among colleagues and the new hire.
Within 45 Days
Finalize Goals. Key client and business development objectives are reviewed and finalized with the new hire. Establish and revisit short-term goals to be completed over the first 90 days.
Reevaluate. The manager meets with the new team member to discuss what is working, what needs attention, and how to improve. Continue to ensure open lines of communication.
Enhance Relationships. Ensure consistent one-on-one meetings with direct reports and team members, and that the new hire has met all key stakeholders/business partners.
Within 90 Days
Review. Ask the new hire to provide a written review of their first 90 days. Meet with manager to discuss performance against short-term initiatives.
These steps will vary conditionally and should be used as general guidelines for a successful onboarding structure. First and foremost, continued commitment from the manager and the mentor is pivotal to the employee’s success. Dedicating the time and effort to onboarding ensures that new employees have an enjoyable and productive initial experience in the role, increasing the likelihood of retention and optimal performance, while allowing the hiring manager to take on more strategic initiatives.