[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_3,2_3″ _builder_version=”4.23″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ module_class=”table-contents” _builder_version=”4.23″ background_color=”#f3f2f6″ custom_padding=”25px||25px||true|false” sticky_position=”top” sticky_limit_bottom=”section” sticky_position_tablet=”top” sticky_position_phone=”none” sticky_position_last_edited=”on|desktop” border_radii=”on|24px|24px|24px|24px” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23″ text_font=”||||||||” global_colors_info=”{}” background__hover_enabled=”on|desktop”][\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Intro” _builder_version=”4.27.5″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
Once you have hired the right candidate for a job vacancy, their first three months in the role are crucial. By having a structured 90-day onboarding process, you can get new employees up to speed and contributing to your business. Without one, you will find that your new staff are improperly trained and directionless.<\/p>\n
Let\u2019s break down the first 90 days in stages so you have a guide for all new employees.<\/p>\n
[\/et_pb_text][et_pb_image src=”https:\/\/www.reckon.com\/au\/wp-content\/uploads\/2026\/02\/Onboarding-first-90-days-icon.png” title_text=”Onboarding First 90 Days Icon” align=”center” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][et_pb_text admin_label=”Body” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n
You need to prepare your employee for a successful first 90 days \u2014 this starts before they begin their first day. Create yourself a checklist and gather a few things together:<\/p>\n
Set expectations from the very start, as a strong first 90 days helps your employees ease into their work and contribute to your business. Don\u2019t throw your employees into the deep end. Your employee will only be as good as your training<\/a>. Overwhelming a new hire with a messy first 90 days can risk turnover, leading you to start the hiring process all over again.<\/p>\n In the first month, your focus should be on helping your new hire learn the role and integrate into your business.<\/p>\n Everyone learns differently and at varying paces; that\u2019s a given, but there needs to be a universal benchmark your new hires must meet. Otherwise, you could be expending resources on a hire that may not work out.<\/p>\n For the first 30 days, keep your expectations in line with small beginnings. You want to see your new hire paired with a buddy\/mentor<\/strong> (preferably not you), complete all paperwork<\/strong>, and start contributing to low-risk tasks<\/strong> relevant to their role.<\/p>\n The second month transitions from the learning phase to the doing phase. Your new hire will apply what they have learnt in the first 30 days to tasks that require more independence. You will want to support them while also letting them contribute in their own way.<\/p>\n Your expectations now shift from small beginnings to a solid foundation for contributing to your business. You want them to be showing independence<\/strong> in their work and engaging with team members in tasks and discussions<\/strong>.<\/p>\n The last 30 days of your employee’s first three months centre on independence, responsibility, and goal management.<\/p>\n Your new hire should be responsible for their work and be able to contribute to the business<\/a>. They should be proactive, show initiative in taking on tasks autonomously, and have ongoing KPIs to evaluate their performance going forward.<\/p>\n Now that we\u2019ve outlined a detailed structure and set the expectations of a solid 90-day plan, let\u2019s look at an example in action.<\/p>\n [\/et_pb_text][et_pb_text disabled_on=”off|off|off” admin_label=”Scenario” _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#0a004a” background_color=”#eeecff” custom_margin=”30px||||false|false” custom_padding=”20px|30px|30px|30px|false|false” border_radii=”on|20px|20px|20px|20px” box_shadow_style=”preset2″ locked=”off” global_colors_info=”{}”]<\/p>\n Barry has hired Joey, a new apprentice, for his small electrician business. Barry wanted to make sure that Joey could contribute from day one and be brought up to speed as a sparky apprentice. He evaluated him over his first 90 days of apprenticeship.<\/span><\/p>\nStage 2: Day 1-30 Induction & Learning<\/h2>\n
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Your expectations:<\/h3>\n
Stage 3: Day 31-60 Task Performance & Guidance<\/h2>\n
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Your expectations:<\/h3>\n
Stage 4: Day 61-90 Independence & Reviews<\/h2>\n
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Your expectations:<\/h3>\n
First 90 days in action<\/h2>\n
Joey the apprentice<\/h3>\n