Quick Answer: What Should the First 90 Days Look Like?
| Period | Focus | Key Activities |
|---|---|---|
| Week 1 | Orientation | Compliance, introductions, basic training |
| Weeks 2-4 | Foundation | Role-specific training, first tasks, buddy support |
| Weeks 5-8 | Building | Increasing responsibility, mid-point review |
| Weeks 9-12 | Performing | Independent work, probation assessment, development plan |
Why the First 90 Days Matter
Research from the CIPD shows that 22% of staff turnover occurs within the first 45 days. The cost of replacing an employee ranges from 50-200% of annual salary. A structured 90-day integration plan dramatically reduces early turnover and accelerates time to productivity.
The first 90 days also have legal significance in the UK. Employers must provide employment particulars on or before day one, complete right-to-work checks before the start date, and manage the probation period fairly.
Week 1: Orientation
Day 1
- Welcome and office/site tour
- IT setup and system access
- Health and safety induction
- Introduction to immediate team
- Company overview (history, values, structure)
- Buddy introduction and first coffee
Days 2-5
- Complete mandatory training (GDPR, H&S, equality)
- Review employee handbook and key policies
- Meet key stakeholders from other departments
- Begin role-specific orientation with manager
- First one-to-one with line manager (expectations, schedule, questions)
- Discuss probation objectives (to be formalised by end of week 2)
Weeks 2-4: Foundation Building
The Buddy System
Assign a peer buddy who:
- Is in a similar or adjacent role
- Has been with the company for at least 6 months
- Is approachable and willing to help
- Can answer the "silly questions" new starters hesitate to ask managers
The buddy should check in daily during week 2, then 2-3 times per week for weeks 3-4.
Role-Specific Training
- Shadow experienced colleagues on key processes
- Complete system and tool training
- Begin working on guided tasks with feedback
- Attend relevant team meetings and stand-ups
Manager Check-Ins
- End of week 2: Formalise probation objectives (SMART goals)
- End of week 4: First formal 30-day review
30-Day Review
What to Assess
- Has the employee completed all mandatory training?
- Are they comfortable with the basic tools and systems?
- Have they met key stakeholders?
- Do they understand their role and immediate priorities?
- Are there any concerns about performance, attendance, or cultural fit?
- How is the buddy relationship working?
Discussion Template
- "How are you finding the role so far?"
- "Is there anything you need that you do not currently have?"
- "How is the relationship with your buddy?"
- "Let us review your probation objectives -- are they still the right targets?"
- "Is there any training or support that would help?"
Weeks 5-8: Building Competence
Increasing Responsibility
- Assign more complex tasks with less supervision
- Include the employee in decision-making meetings
- Encourage them to contribute ideas and opinions
- Begin independent project work
Development Focus
- Identify any skill gaps that have emerged
- Arrange additional training where needed
- Discuss career aspirations and development interests
- Connect with learning resources and opportunities
60-Day Review
What to Assess
- Progress against probation objectives with specific examples
- Quality and consistency of work output
- Working relationships with team and stakeholders
- Initiative, engagement, and proactive contribution
- Attendance and timekeeping
- Areas for improvement (be specific and constructive)
Key Decision
By day 60, you should have a clear view of whether the employee is:
- On track: Likely to pass probation. Continue current plan.
- Needs support: Potential but requires additional help. Increase check-in frequency and add targeted training.
- At risk: Significant concerns. Document clearly, provide explicit feedback, and set measurable improvement targets for the final 30 days.
Weeks 9-12: Performing and Assessing
Expected Performance Level
By week 9, the employee should be:
- Working independently on most routine tasks
- Contributing to team goals without constant supervision
- Building effective working relationships
- Demonstrating understanding of company values and culture
Final Probation Review (Day 90)
Confirm in Post
If the employee has met their objectives:
- Confirm employment in writing
- Set post-probation objectives
- Agree a personal development plan
- Update employment records
Extend Probation
If performance is close but not quite there:
- Extend by 1-3 months (if the contract allows)
- Set specific, measurable targets for the extension
- Agree a review date
- Provide written confirmation of the extension and expectations
End Employment
If the employee has not met the required standard despite support:
- Ensure you have documented evidence of underperformance
- Confirm the contractual notice period during probation
- Provide written confirmation of the decision
- Allow the right to appeal
How Grove HR Supports the First 90 Days
- Onboarding task lists with automated reminders for each milestone
- Probation management with objective setting and review scheduling
- Training tracking to ensure all mandatory training is completed
- Manager prompts for 30/60/90-day check-ins
- Employee self-service so new starters can complete tasks independently
Create structured onboarding experiences with Grove HR.
Tags:
onboardingfirst 90 daysnew hireprobationbuddy system
The Grove Team
Grove HR
The Grove Team writes about HR best practices, compliance, and workplace culture for Grove. Helping UK businesses cultivate thriving teams.
