1. Purpose
The purpose of this SOP is to define the experience standards every new employee must receive during their first 90 days, ensuring they feel welcomed, valued, and integrated into the company culture.
Why this exists:
- First impressions shape long-term retention.
- Employees who feel connected in their first 90 days show higher productivity and loyalty.
- Experience-driven onboarding strengthens EVP pillars (Growth, Impact, Culture, Rewards, Balance) beyond process checklists.
Outcome Expected:
New hires experience a professional, warm, and consistent journey that makes them confident in their decision to join and eager to contribute.
2. Scope
This SOP applies to:
- All new hires across levels, departments, and geographies.
- All onboarding formats (onsite, hybrid, remote).
- The period from offer acceptance → confirmation/extension at 90 days.
Exclusions:
- Contractors/freelancers, covered under separate vendor policy.
- Re-hires within 6 months (abbreviated experience cycle).
3. Experience Principles
Onboarding experience is guided by these non-negotiable principles:
- Day 1 = Welcome, not Waiting
- New joiners must have IT access, a workstation, and an agenda ready.
- Focus on people + culture, not just paperwork.
- Buddy System = Belonging
- Every joiner is assigned a buddy for informal integration.
- Buddy check-ins in Week 1 and Week 2 are mandatory.
- Manager Connect = Clarity
- Manager conducts role expectations and first-week goal conversation.
- 30-60-90 goals set within the first 5 days.
- Leadership Visibility = Inspiration
- New joiners are welcomed publicly (email/Townhall/CEO video).
- Leadership interaction within the first month.
- Feedback = Continuous Improvement
- HR collects onboarding feedback (Week 1, Day 30).
- Feedback is actioned and looped into process refinement.
4. Touchpoints & Owners
| Experience Touchpoint | Standard | Owner |
| Welcome Email | Sent 5 working days before joining | HR |
| Welcome Kit | Delivered on/ before Day 1 | HR/Admin |
| Buddy Assignment | Assigned in HRIS before Day 1 | HR |
| Day 1 Welcome | Formal intro + team icebreaker | HR + Manager |
| Manager 1:1 (Day 1–3) | Role expectations, first-week plan | Manager |
| Team Introduction | Both formal & informal intro sessions | Manager + Buddy |
| Week 1 Check-in | Buddy lunch/virtual connect | Buddy |
| Week 2 Check-in | Informal Q&A with buddy | Buddy |
| Leadership Connect | Townhall intro or leadership Q&A | HR/Leadership |
| 30-Day Review | Review goals + gather feedback | Manager + HR |
| 60-Day Review | Culture + performance checkpoint | Manager |
| 90-Day Review | Final probation discussion | Manager + HR |
5. Standard Experience Checklist
- Welcome Email & Joining Instructions shared in advance.
- Welcome Kit provided (policies, swag, tools access).
- Assigned Buddy introduced on Day 1.
- Day 1: Orientation (culture, EVP, IT, Admin, Manager connect).
- Week 1: Buddy lunch / informal connect.
- Week 2: Follow-up buddy session.
- Week 3–4: Leadership intro (Townhall or direct).
- 30-60-90 review checkpoints with feedback.
6. Feedback & Continuous Improvement
- Week 1 Survey: Measures Day 1–5 experience (welcome, setup, culture).
- Day 30 Survey: Measures clarity of role, integration, and EVP alignment.
- Action Loop: HR compiles feedback quarterly and updates onboarding design.
KPIs:
- New hire onboarding NPS (Week 1, Day 30).
- % of joiners with assigned buddies.
- % of 30-60-90 reviews completed on time.
7. Review & Updates
- HR reviews this SOP annually or when EVP pillars, onboarding workflow, or culture initiatives change.
- Updates logged in MIC with version control.