{"id":5618,"date":"2019-05-17T12:19:42","date_gmt":"2019-05-17T16:19:42","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&#038;p=5618"},"modified":"2025-07-14T21:38:49","modified_gmt":"2025-07-14T21:38:49","slug":"onboarding-tips","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/","title":{"rendered":"New Hire Onboarding: 4 Tips For Busy Managers"},"content":{"rendered":"\n<p>You\u2019ve already done a lot of heavy lifting in the hiring process\u2014identifying and testing for must-haves, building a diverse pool, and weaving equity into every stage. But your new hire\u2019s job\u2014and your work together\u2014has only just begun. As their manager, you have the most important role in their success (no pressure!). No matter how busy you are, it\u2019s worth taking the time to think through how to craft their onboarding experience. <br><br>Read our best tips for effective onboarding below. Then, <a href=\"https:\/\/www.managementcenter.org\/our-book\/\" target=\"_blank\" rel=\"noreferrer noopener\">check out our book<\/a> for a deeper dive into building a healthy team culture, investing in your people, and more.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Set and align on expectations<\/h3>\n\n\n\n<p>All else being equal, nothing will matter more for the success of your new hire than your alignment on what they\u2019re expected to contribute and accomplish in their role. Here are some tools to help:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use this <a href=\"http:\/\/www.managementcenter.org\/resources\/role-expectations\/\" target=\"_blank\" rel=\"noopener\">expectation-setting resource<\/a> to help them understand the full scope of their role.<\/li>\n\n\n\n<li>Check out this <a href=\"http:\/\/www.managementcenter.org\/resources\/new-hire-onboarding-agenda-for-manager\/\" target=\"_blank\" rel=\"noopener\">onboarding planning toolkit<\/a> for topics to cover and a sample agenda for the first week.<\/li>\n\n\n\n<li>Use this <a href=\"https:\/\/www.managementcenter.org\/resources\/30-60-90-day-goal-setting-template\/\" target=\"_blank\" rel=\"noopener\">worksheet<\/a> to outline their 30, 60, and 90-day goals. Ask yourself: \u201cWhat would success look like after 30, 60, and 90 days?\u201d It\u2019ll likely include a mix of work products (e.g., write X articles or conduct Y trainings), relationship-building (\u201cstart building authentic and supportive relationships with XYZ\u201d), and knowledge (\u201clearn to use XYZ system or process with minimal support\u201d). These goals will form the basis of your <a href=\"https:\/\/www.managementcenter.org\/resources\/tips-for-conducting-a-90-day-discussion-with-your-new-hire\/\" target=\"_blank\" rel=\"noreferrer noopener\">90-day discussion<\/a>. Ask your new hire to propose a few goals of their own.<\/li>\n\n\n\n<li>Reflect on your <a href=\"https:\/\/www.managementcenter.org\/resources\/thats-how-weve-always-done-it-a-guide-to-using-ptr\/\" target=\"_blank\" rel=\"noreferrer noopener\">preferences, traditions, and requirements<\/a> regarding communication, relationship-building, and the work itself. Share your preferences and traditions upfront, get their perspective, and be open to reconsidering (or be honest if you\u2019re not). Examining your PTR helps you check your biases that could cause unintentional favoritism or prejudice.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. Balance learning and doing<\/h3>\n\n\n\n<p>No matter how qualified they are, your new hire (or newly promoted staff person) will need development to excel in their role. Consider how you will support them through an array of learning opportunities such as training, modeling, side-by-side work, scaffolding, and debriefs. Learning doesn\u2019t have to be separate from their work plan.<\/p>\n\n\n\n<p>Here&#8217;s what we recommend:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Frontload learning and relationship-building as you ramp up the \u201cdoing.\u201d<\/strong> If it makes sense for your context, give your new hire time to acclimate and build connections, especially in the first few weeks. But don&#8217;t pack their schedule with trainings and meetings! Be intentional about pacing and sequencing.<\/li>\n\n\n\n<li><strong>Let them do the job.<\/strong> Select one or two assignments that allow them to get immersed in their role in the first month\u2014with ample modeling and side-by-side work with you.<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.managementcenter.org\/resources\/debriefing-template\/\" target=\"_blank\" rel=\"noopener\">Debrief<\/a> everything.<\/strong> While (for some roles) much of your new hire\u2019s learning will come from formal learning opportunities and side-by-side work using the I do\/we do\/you do model (e.g., planning an event together) a lot of their learning\u2014especially for roles that require the person to take on their full responsibilities all at once\u2014 will come from well-timed check-ins and debriefs. For example, let\u2019s say you receive an email inquiry from a stakeholder that comes up frequently. You might forward your response to your new hire and talk through it at your next check-in so that they can learn more about the stakeholder, your thinking behind the reply, and other context that would be helpful for them to have when fielding inquiries.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">3. Instill good habits<\/h3>\n\n\n\n<p>You only get one chance to start a new relationship. The best part of a new management relationship is that you can normalize the use of tools, practices, and processes from the beginning. Use your onboarding process to create and reinforce good management habits:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Have regular <a href=\"https:\/\/www.managementcenter.org\/resources\/check-meetings-sample-agenda\/\" target=\"_blank\" rel=\"noopener\">check-ins<\/a>.<\/strong> In the first week or two, you may want to do shorter check-ins daily or every other day. After the first two weeks, switch to weekly and have your new hire own the check-in agenda. In the first month, you\u2019ll spend a lot of time answering questions, sharing context, and debriefing.<\/li>\n\n\n\n<li><strong>Systematize feedback.<\/strong> Use regular <a href=\"https:\/\/www.managementcenter.org\/resources\/2x2-feedback-form\/\" target=\"_blank\" rel=\"noopener\">2x2s<\/a> where you share praise and constructive feedback in your weekly check-ins and do debriefs after completing projects or assignments. The more you can normalize feedback from the beginning, the better you\u2019ll be set up for your long-term relationship.<\/li>\n\n\n\n<li><strong>Use delegation tools.<\/strong> Get into the habit of sharing the <a href=\"https:\/\/www.managementcenter.org\/resources\/delegation-worksheet\/\" target=\"_blank\" rel=\"noopener\">5 W\u2019s<\/a>, doing repeat-backs, and checking your preferences, traditions, and requirements.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">4. Focus on belonging<\/h3>\n\n\n\n<p>The more welcomed, respected, and valued people feel, the more empowered they are to contribute their best. For those with marginalized identities&#8211;who often face the burden of codeswitching, compartmentalizing, or diminishing aspects of their identities to &#8220;fit in\u201d\u2014this is especially important. As the manager, you have a unique opportunity and responsibility to cultivate and maintain a sense of belonging for your new staff member. Here are some ways to cultivate a feeling of belonging:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ask for their <a href=\"https:\/\/docs.google.com\/document\/d\/1ounc_z0G2JWi9huaaNp-oXBz-wLjw8bmwJ5REP7ZjzA\/edit?ts=60634a7e#bookmark=id.r9olonqnyal\" target=\"_blank\" rel=\"noopener\">access needs<\/a>.<\/strong> Checking in about access needs\u2014things that people need to communicate, learn, or fully participate in an activity\u2014is one way to create a space that values access and fosters belonging.<\/li>\n\n\n\n<li><strong>Be a bridge.<\/strong> In their first few months, your new employee will need you to help establish connections across the organization. That could look like making introductions, sharing context about a key relationship before a one-on-one, or simply inviting them to join a conversation at the watercooler.<\/li>\n\n\n\n<li><strong>Share the playbook (and invite feedback\/questions).<\/strong> Part of setting your staff member up for success is sharing information that will help them do their job well. However, keep in mind that you (hopefully) hired them not just to carry out the work as dictated by you or others but also to own, improve, and\u2014in some cases\u2014co-create the vision and strategy for success in their realm.<\/li>\n\n\n\n<li><strong>Own and learn from mistakes.<\/strong> Your new hire will learn early on how you react when people (including you) mess up. Their long-term psychological safety in the role depends on being able to take risks and make occasional mistakes without fear of reprisal.<\/li>\n<\/ul>\n\n\n\n<p>You\u2019ve set your new hire up for success\u2014now invest in ongoing success!<\/p>\n\n\n\n<p>Refine your approach to effective management in our flagship training <em><a href=\"https:\/\/www.managementcenter.org\/schedule\/cat-25-foundations-for-managers\/\" target=\"_blank\" rel=\"noreferrer noopener\">Managing to Change the World<\/a><\/em>, and then level up with <em><a href=\"https:\/\/www.managementcenter.org\/catalog\/135-building-a-healthy-team-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\">Building a Healthy Team Culture<\/a><\/em> and <em><a href=\"https:\/\/www.managementcenter.org\/catalog\/139-investing-in-people-and-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\">Investing in People and Performance<\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Once you&#8217;ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding. <\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[40],"collection":[68],"class_list":["post-5618","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-hiring","collection-onboarding"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>New Hire Onboarding: 4 Tips For Busy Managers - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"New Hire Onboarding: 4 Tips For Busy Managers - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Once you&#039;ve hired, the work has only just begun. Set your new hire up for success with these four tips for effective onboarding.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\" \/>\n<meta property=\"og:site_name\" content=\"The Management Center\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/the-management-center\/\" \/>\n<meta property=\"article:modified_time\" content=\"2025-07-14T21:38:49+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC-Resource-Types-05_article.svg\" \/>\n\t<meta property=\"og:image:width\" content=\"1\" \/>\n\t<meta property=\"og:image:height\" content=\"1\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@managementctr\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\"},\"author\":{\"name\":\"The Management Center\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395\"},\"headline\":\"New Hire Onboarding: 4 Tips For Busy Managers\",\"datePublished\":\"2019-05-17T16:19:42+00:00\",\"dateModified\":\"2025-07-14T21:38:49+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\"},\"wordCount\":1071,\"publisher\":{\"@id\":\"https:\/\/www.managementcenter.org\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\",\"url\":\"https:\/\/www.managementcenter.org\/resources\/onboarding-tips\/\",\"name\":\"New Hire Onboarding: 4 Tips For Busy Managers - 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