Startup Onboarding and Performance Reviews
New hires decide in their first weeks whether they made the right choice. A short onboarding plan and simple, regular feedback keep people productive and stop small problems becoming exits.
How should a startup onboard new employees?
Prepare before day one: equipment, accounts, a buddy and a written 30-60-90 day plan. In the first 30 days, the person learns the product, customers and team. By 60, they ship real work. By 90, they own an area. Check in weekly and adjust.
How should probation work?
Use the probation period to give real feedback, not just to watch. Hold a short check-in at 30 and 60 days and a decision conversation before the period ends. Probation terms must be in the contract; see job offers and employment contracts. Ontario’s minimum termination notice starts after three months of employment (Ontario termination rules).
What kind of performance review suits a startup?
A short review twice a year: what went well, what to improve, and goals for the next six months, tied to the role’s scorecard. Keep it separate from pay decisions where you can, so the conversation stays about growth. Weekly or biweekly one-on-ones carry most of the feedback; the review just writes it down.
| One-on-one | Review | |
|---|---|---|
| How often | Weekly or every two weeks | Twice a year |
| Length | 30 minutes | 60 minutes, plus written notes |
| Focus | Blockers, priorities, quick feedback | Results, growth and next goals |
| Who leads | The employee’s agenda | The manager prepares |
What if someone is underperforming?
Say so early and specifically, agree what good looks like and by when, and write it down. Most problems are unclear expectations, not effort. If things don’t improve after a fair, documented chance, read terminating an employee.
No surprises at review time.
If someone hears something new in a review, the one-on-ones weren’t doing their job.
What should you set up?
- A one-page onboarding checklist for every new hire.
- A 30-60-90 day plan written by the manager before day one.
- Weekly one-on-ones for the first three months.
- A twice-yearly review template tied to the scorecard.
- A simple way to record feedback and goals.
Scorecards come from the hiring process. Tools to track it all are in HR tools and your first HR hire.
Frequently asked questions
How long should startup onboarding take?
About 90 days, using a 30-60-90 day plan: learn, contribute, then own an area.
How often should startups do performance reviews?
Twice a year is common, with weekly or biweekly one-on-ones in between.
What is a 30-60-90 day plan?
A written plan of what a new hire should learn and deliver by days 30, 60 and 90.
How long is probation in Canada?
It is set by contract, commonly three months. Ontario’s minimum termination notice applies after three months of employment.
Should reviews decide raises?
Many startups separate them, so reviews focus on growth and pay follows market reviews.
How do I handle underperformance?
Raise it early, agree clear expectations and a timeline, and document the conversation.
Sources & further reading
Employment and tax rules change. These government sources let you check the current requirements directly.