A structured first-90-days onboarding plan that blends learning with action. New hires alternate between self-directed learning they complete on their own schedule and collaborative sessions with their manager, buddy, and teammates, with clear milestones and explicit expectations from day one. Includes an offboarding checklist for when someone leaves.
"Dear [New hire name],
Welcome to the [Team name] team! I'm [Manager name], and I'm thrilled you're here. Your first 90 days are designed to blend learning with real action, some self-directed on your own schedule, some side by side with teammates, and we'll set your 30/60/90-day goals together in week one.
Warmly, [Manager name]"
Personalize this note before sharing it with your new hire.
Goal 2: [What the team is working toward this quarter…]
Your buddy is your go-to partner during onboarding, the person to ask about the company, the tools, and how things really work around here. No question is too small.
| Person | Role | Why meet them |
|---|---|---|
| [Name] | [Role] | [e.g., Owns the system you'll work with…] |
| [Name] | [Role] | [Why they matter to this role] |
| [Name] | [Role] | [Why they matter to this role] |
| [Name] | [Role] | [Why they matter to this role] |
| [Name] | [Role] | [Why they matter to this role] |
List the first two weeks of sessions below, then sketch the week-one day plan. Keep live sessions short and spread out, and leave room for teammates across time zones.
| Week | Person | Role | Topics |
|---|---|---|---|
| Week 1 | [Name] | [Role] | [Session topics…] |
| Week 1 | [Name] | [Role] | [Session topics…] |
| Week 1 | [Name] | [Role] | [Session topics…] |
| Week 1 | [Name] | [Role] | [Session topics…] |
| Week 2 | [Name] | [Role] | [Session topics…] |
| Week 2 | [Name] | [Role] | [Session topics…] |
| Week 2 | [Name] | [Role] | [Session topics…] |
| Week 2 | [Name] | [Role] | [Session topics…] |
| Monday | Tuesday | Wednesday | Thursday | Friday | |
|---|---|---|---|---|---|
| Morning | 9:00–12:00 · Computer setup | 10:00 · Team standup | — | 9:30 · Product overview | — |
| Afternoon | 1:00–2:00 · Welcome lunch | — | 2:00 · 1:1 with manager | — | 4:00 · Week-one recap |
- [Course or resource title — link]
- [Course or resource title — link]
- [Course or resource title — link]
- [Course or resource title — link]
- [Course or resource title — link]
Company goals: [Link to this quarter's goals…]
How the company started: [Link to the company story / about page…]
Go-to tools: [e.g., Project management tool, team wiki, company intranet, HR/payroll portal…]
Departing employee: [Full name] · Last day: [MM / DD / YYYY]
- ☐ Knowledge transfer — document open projects, key contacts, and where files live; record a handoff walkthrough.
- ☐ Access revocation — schedule removal of systems, email, VPN, and building access for the last day.
- ☐ Exit interview — hold a candid conversation; capture feedback on role, manager, and culture.
- ☐ Team communication — share the news with the team (with the employee's input on timing and message) and reassign responsibilities.
- ☐ Final paperwork — confirm final pay, benefits transition, equipment return, and signed documents.
- ☐ Farewell — thank them sincerely; wish them well publicly if they're comfortable with it.
Start knowledge transfer the moment a departure is known, not the final week. How someone leaves is how the remaining team judges the culture.