Context Slice

Onboarding Best Practices

Effective onboarding takes 90 days, not a day. The goal isn't paperwork—it's time to productivity and long-term retention. New hires who go through structured onboarding are 69% more likely to stay for 3+ years.

The 30/60/90 Framework

Days 1-30: Learn

Focus: Absorb context, build relationships, understand the landscape.

Survive the basics (access, tools, benefits, logistics)
Meet key stakeholders and team members
Understand team goals, metrics, and current priorities
Shadow experienced team members
Complete required training and compliance
Deliver one small, low-stakes win

Days 31-60: Contribute

Focus: Start adding value with guidance.

Own small projects or components
Participate in team ceremonies with increasing contribution
Build relationships cross-functionally
Receive first formal feedback checkpoint
Begin identifying areas for growth
Understand how success is measured

Days 61-90: Own

Focus: Operate with increasing independence.

Own meaningful projects end-to-end
Make decisions with appropriate autonomy
Contribute ideas and improvements
Build reputation with stakeholders
Complete formal 90-day review
Set goals for the next quarter

First Week Priorities

The first week is disproportionately important. Optimize for:

Day 1: Welcome, logistics, tech setup, meet the team
Day 2: Role overview, initial 1:1 with manager, begin reading/context
Day 3: Meet key stakeholders, dive into systems/tools
Day 4: Start first task or shadow assignment
Day 5: Buddy check-in, first-week reflection, clarify questions

New hires should never wonder "what should I do next?" in week one.

Buddy System

Every new hire needs a buddy—not their manager, but a peer who:

Answers "dumb questions" without judgment
Explains unwritten norms and culture
Provides social connection and inclusion
Checks in daily during week one, weekly after

Buddy selection: Pick someone on the team (or adjacent team) who's been there 6+ months and genuinely enjoys helping others ramp up.

Onboarding by Role Level

Level	Key Differences
Entry	More structure, more hand-holding, longer ramp
Mid	Balance of guidance and autonomy, faster to contribution
Senior	More context-gathering, strategic meetings, expected to shape role
Leadership	Heavy stakeholder time, org understanding, team assessment

Manager Responsibilities

Before day one:

Announce new hire to team
Prepare workspace/equipment
Schedule key meetings
Assign buddy
Draft 30/60/90 plan

During onboarding:

Weekly 1:1s minimum
Clear assignments with deadlines
Explicit feedback early and often
30-day and 90-day formal checkpoints

Common Mistakes

Mistake	Fix
No plan at all	Even a basic outline beats improvisation
Information dump day 1	Spread learning over weeks
No buddy assigned	Always assign a peer buddy
Manager too busy	Block time for new hires—it's an investment
No early wins	Assign a small deliverable by week 2
Ignoring culture	Explicitly teach norms and values
Skipping feedback	Do 30-day check-in without fail