Employee Onboarding Checklist Generator

Why Employee Onboarding Matters

Nearly 1 in 3 new hires leave within the first 90 days. The most common reason is not what you'd expect — it's not salary or the role itself. It's a poor onboarding experience. New employees who go through a structured onboarding program are 58% more likely to stay with the company after three years.

A good onboarding checklist turns an overwhelming first few months into a clear, manageable process. It ensures nothing falls through the cracks — from IT setup and compliance paperwork to team introductions and role-specific training.

What to Include in Your Onboarding Checklist

Pre-Boarding (Before Day 1)

Start onboarding before the employee walks in. Send a welcome email with first-day logistics, set up their accounts and equipment, prepare their workspace, and share any pre-reading materials. This shows new hires they're expected and valued.

First Day

Keep day one focused on orientation, not overwhelming training. Cover office tour, team introductions, IT setup, company policies overview, and lunch with the team. The goal is making the new hire feel welcome and informed about basics.

First Week

Introduce role-specific tools and processes. Schedule meetings with key stakeholders. Assign a buddy or mentor. Begin initial training modules. Set expectations for the first 30 days. This is where the employee starts understanding their actual work.

30/60/90 Day Milestones

Break the first three months into clear phases:

• Days 1-30 (Learn): Understand company culture, tools, processes, and role expectations
• Days 31-60 (Contribute): Take on small projects, attend team meetings independently, build cross-team relationships
• Days 61-90 (Own): Manage responsibilities independently, set long-term goals, deliver first major contribution

Onboarding Best Practices

• Assign a buddy: Pair new hires with a peer (not their manager) for informal questions and guidance
• Schedule check-ins: Weekly 1-on-1s during the first month, biweekly after that
• Don't front-load everything: Spread training across weeks to prevent information overload
• Include social activities: Team lunches, coffee chats, and informal introductions build belonging
• Get feedback: Ask new hires about their onboarding experience at 30 and 90 days to continuously improve

Frequently Asked Questions

What should be included in an employee onboarding checklist?

A complete checklist covers pre-boarding tasks (paperwork, equipment), first-day activities (tour, introductions, IT setup), first-week training (tools, processes, goal setting), and 30/60/90 day milestones (check-ins, project ownership, development goals).

How long should employee onboarding last?

At least 90 days. Organizations with structured onboarding lasting 90+ days see 82% better retention and 70% better productivity. The first week covers basics, but months 2-3 are where real integration happens.

What is a 30-60-90 day onboarding plan?

It breaks onboarding into three phases. Days 1-30 focus on learning the company and role. Days 31-60 focus on contributing through small projects. Days 61-90 focus on independently owning responsibilities and setting long-term goals.

What are common onboarding mistakes to avoid?

The biggest mistakes are information overload on day one, no plan beyond the first week, skipping pre-boarding, not assigning a buddy, and failing to set clear expectations. Don't neglect the social side — team integration matters as much as training.