Send a personal welcome
Confirm the start date, working arrangements, arrival or joining details, time zone and who will greet them. Ask whether they need any adjustments or practical support.
GLOBAL GUIDANCE · SUPPORTING YOUR TEAM
Manager hub
A great start starts with you.
A practical guide to welcoming a new colleague, building their confidence and helping them succeed through their first 90 days.
Fillable PDF · Pre-boarding to day 90YOUR NEW JOINER’S JOURNEY
Clear expectations. A little support at every step.
Adapt the plan to the role and the individual. Keep the conversations going as their confidence grows.
Before day one
Pre-boarding
Make sure your new joiner feels expected, informed and ready to start.
Check equipment and access
Confirm directly with your new joiner that their laptop, agreed accessories and sign-in instructions have arrived. Raise any gaps with IT and request role-specific software through Rex.
Prepare their first two weeks
Agree orientation arrangements with HR. Share a realistic plan for introductions, training, shadowing and early tasks, with space to settle in and ask questions.
Choose and brief a buddy
Select an approachable colleague who has time to help. Explain the role, the first-week plan and the practical support you would like them to provide.
What good looks like They know where to be, who to meet and what to expect.
First 2 weeks
Onboarding
Help them feel welcome, build connections and understand their role.
Give a warm, personal welcome
Talk through the team, the role and how you work together. Explain the first fortnight, check how they are feeling and make it easy to ask for help.
Make the right introductions
Connect them with their buddy, teammates and key stakeholders. Explain how each relationship supports their role and arrange useful shadowing or handovers.
Set expectations together
Discuss responsibilities, working patterns, communication, feedback and what good work looks like. Agree manageable first tasks, with clear outcomes and support.
Check in and remove blockers
Have a short check-in each day in week one, then establish regular one-to-ones. Confirm that essential systems work, protect time for required training and review progress at the end of week two.
What good looks like They feel part of the team and can explain their early priorities.
Days 15–90
The first 90 days
Build confidence and contribution through clear goals, feedback and support.
By day 30 · Learn and connect
Review their understanding of the role, key relationships and early work. Check training and access, recognise progress and agree a small set of priorities and success measures.
By day 60 · Contribute and grow
Review progress against agreed outcomes. Build responsibility at a sensible pace, give specific feedback, address blockers and identify any further learning or support.
By day 90 · Reflect and look ahead
Discuss achievements, feedback and how they are settling in. Review goals together and agree the next priorities, development needs and ongoing one-to-one rhythm.
What good looks like They understand their contribution and have agreed priorities for what comes next.
Use the 30, 60 and 90-day conversations as supportive check-ins. Confirm any formal probation requirements and review dates separately with your regional HR contact.
THE BUDDY’S ROLE
A friendly face, from the start.
The buddy helps your new colleague navigate everyday life at Blend. You remain responsible for their goals, feedback and overall onboarding experience.
- Make contact early and agree how to stay in touch.
- Explain team habits, useful channels and practical ways of working.
- Make introductions and help them find the right person for questions.
- Offer daily contact in week one, then regular catch-ups during the first month.
A PRACTICAL TAKEAWAY
Your new joiner checklist
One working document for the whole journey. Tick off actions, record who owns the next step and keep track of anything still outstanding.
3 clear stagesFillable fieldsPrint-friendly
Download a fresh copy for each new joiner. Save your completed copy somewhere appropriate for your team.
YOU DON’T HAVE TO DO IT ALONE
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