The First 90 Days: How to Set Your New Employee Up for Success

The initial 90 days can define the entire working relationship between you and your new hire. Handle it well, and you’ll build a foundation for long-term efficiency and trust.

Give Context, Not Just Tasks

Your employee needs more than a to-do list. They need to understand your goals, decision-making style, and priorities. Allow them to shadow you to see your working rhythm in action.

Set Clear Boundaries and Expectations

Clarify their level of autonomy early. Which tasks require your approval? Which can they act on independently? A clear framework empowers them to take initiative confidently.

Establish Communication Routines

In the first few months, hold regular check-ins to review progress, provide feedback, and fine-tune processes. These conversations help identify any challenges before they become habits.

Encourage Their Perspective

Fresh eyes can spot inefficiencies you no longer notice. Encourage your new team member to suggest improvements and trial new systems that could make your day run more smoothly.

The Long-Term Payoff

By investing in a thoughtful, structured onboarding process, you transform a new hire into a trusted right-hand partner — someone who understands your needs, protects your time, and supports you in achieving your professional goals.