Why the first 30 days are critical

The decision to stay or leave is made in the first few weeks. An employee who feels welcomed and understands what is expected — stays. One who feels lost — leaves, or stays but never fully commits.

For an SME, losing an employee in the first 3 months can cost between €3,000 and €10,000 in recruitment, training, and management time. To understand what to assess before reaching this point, read how the probationary period works.

Checklist: before day 1

• Prepare the workstation (computer, tools, access to systems)
• Create the necessary access credentials
• Inform the team that someone new is joining and when
• Assign a reference person (buddy) for the first few days
• Prepare the signed employment contract
• Set up the profile in the time-tracking system

Checklist: day 1

• Welcome them in person — do not send them to reception with no one to greet them
• Tour of the premises and introduction to the team
• Explain the basics: where things are, lunch schedule, safety procedures
• Show the time-tracking system and do the first clock-in together
• Review the contract and sign it
• First lunch with the manager or the buddy

Checklist: week 1

• First shadowing session — observing real work, not just theory
• Explain the role's priorities and initial objectives
• Review relevant internal policies (holidays, absences, overtime, time-tracking)
• Short meeting at the end of the week: 'How is it going? What do you need?'
• Verify that all credentials and access are working correctly

Checklist: month 1

• Weekly 15-minute check-in (informal, not an evaluation)
• Introduction to relevant external stakeholders
• Formal 30-day meeting: mutual feedback and expectation alignment
• Confirm that time-tracking records are correct in the system

What most SMEs forget

The buddy. A designated person who answers the questions the new employee has but doesn't know who to ask — 'What time do people usually break for lunch?' 'Where do I store the PPE (personal protective equipment)?'.

The 30-day feedback. The most important question: 'Is there anything you expected that hasn't happened yet?' The answers reveal onboarding gaps that are invisible from the inside.

Communication about the time-tracking system. To learn how to communicate process changes effectively, read how to communicate a process change to your team.