All you need to know about supporting your new joiner in the first 30, 60, 90 days and at the end of probation.
This table outlines the key actions and responsibilities for you as a manager, as well as for the People team, IT, and other stakeholders. It’s designed to guide you through each stage of onboarding so your new joiner feels welcomed, supported, and set up for success.
When |
Manager |
People team |
IT |
Other stakeholders |
|---|---|---|---|---|
Day 31 - 60 |
Review progress on initial objectives Give regular feedback & coaching Discuss role clarity and team integration Encourage participation in team projects |
Check-in on onboarding experience Provide any additional People (HR) training or guidance |
Support with any system issues or requests |
Buddy: continues informal support |
Day 61 - 90 |
Conduct formal performance check-in Identify development needs & learning opportunities Discuss career aspirations & long-term goals |
Guide manager on probation process |
Support with any system issues or requests |
|
End of probation |
Hold final probation review meeting Decide on probation outcome (Pass, extend, or Fail) Celebrate in the team Slack channel if passed/Inform team if terminated |
Advise on process if probation is to be extended or failed Update colleague records |
Manage system access as appropriate |
Can’t find what you are looking for? Contact us via People Team Support ticket.