How to settle into a new team: what to do in week one and your first 90 days

Quick actions to settle in faster

• Book a 30‑minute expectation‑setting with your manager in week one, then weekly 1:1s.
• Map your stakeholders and set up short intros with each person you’ll rely on.
• Aim for two “quick wins” by day 30, and agree two bigger priorities for days 31-90.
• Listen first, suggest second - note how decisions get made before proposing changes.
• Find a mentor or buddy to decode culture and shortcuts.
• Want a deeper plan? Download our New Job Guide (free) for step‑by‑step checklists. 

Before day one: set yourself up to succeed

A simple pre‑start note works wonders. Email your manager to say you’re excited to begin, ask about day‑one logistics, and request any pre‑reads so you can hit the ground running. Small signals of intent build trust quickly. Sneak‑peek from our guide: “Get in touch before you start” - even a brief “looking forward to it” message helps. 
 

Mini checklist

• Confirm arrival time, dress code and laptop/setup steps. 
• Ask for an org chart and the names of your closest collaborators so you can book intros.
• Draft your “about me” short bio to use in intros meetings.

Your first week: make a strong start

Treat day one like an extension of your interview: arrive early, be well‑presented, and focus on learning. Prioritise names, context and how the team works. The guide highlights: arrive early, learn people’s names, ask questions and take notes. 
 

Do in week one

1. Clarify success. In your first 1:1, ask: “What will good look like by day 30 and day 90?”
2. Map the landscape. Observe how decisions are made, how people collaborate and what the unwritten rules are before proposing changes - a common best practice echoed across industry guidance. 
3. Book stakeholder coffees. Ten to fifteen minutes with each key colleague reduces delays later.
4. Find a mentor/buddy. A mentor helps you learn culture fast and avoid missteps. 
5. Deliver one quick win. Pick something small but meaningful (e.g. tidy a dashboard, document a murky process).

Your 30‑60‑90 day plan

A structured 30‑60‑90 gives you and your manager a shared roadmap - a widely recommended approach for new starters. 
 

Days 1-30: learn and listen

• Understand team goals, KPIs and pain points.
• Capture two quick wins.
• Draft a glossary of acronyms and systems to speed yourself up. Listening first is a proven way to integrate. 

Days 31-60: contribute and connect

• Agree 2–3 priorities with measurable outcomes.
• Share early findings and hypotheses in a low‑ego way; invite feedback.
• Deepen relationships beyond your immediate team (IT, finance, EA/PA networks) to unblock work faster. 

Days 61-90: deliver and document

• Ship tangible outcomes tied to the team’s goals.
• Document how your work repeats or scales, then hand back insights to the team.
• Book a 90‑day review to align on what’s next.

Pro tip: New leaders will find "The First 90 Days" principles useful - focus on quick wins, stakeholder mapping and culture reading. 

Build relationships the smart way

Use a simple intro script:

“Hi, I’m [Name], joining as [Role]. I’ll be working with you on [area]. What should I know to make your life easier? How do you prefer to communicate?”
Adjust tone and format for in‑person, hybrid or remote. Practical tips on introductions and one‑to‑ones are commonly advised by onboarding guides. 

Get involved - socials, stand‑ups, or informal coffees. It shows you’re a team player and accelerates trust. 

Communicate clearly - and often

• Listen more than you talk early on; take notes so you can ask sharper questions later. 
• Match the team’s style (concise updates vs deep dives) and then tailor where needed. 
• Share progress in writing each week - three bullets: what you learned, shipped and plan next.

Remote or hybrid? Make visibility easy

Turn up to meetings a minute early; camera on when useful.
Use written updates and open channels to show progress.
Pair up virtually with a buddy in your first fortnight - a method many teams use to onboard faster. 

Common pitfalls to avoid

• Fixing before understanding. Observe, then suggest - it builds credibility. 
• Comparing to your last company. Bring solutions, not nostalgia. 
• Going it alone. Ask for help; mentors and managers expect it.

Having doubts? What to do if it doesn’t click

It’s normal to waver at first. Give it a couple of weeks, then discuss concerns with your manager. Good managers want to help you settle and succeed. 
 

Sneak peek: what’s inside Hays’ New Job guide (free download)

Here’s a small extract to give you a flavour - the full resource includes day‑one checklists, scripts and mindset tips:

• Arrive early and stick to the dress code - treat day one like an interview.
• Learn names and roles - a simple seating plan or contact list helps.
• Listen and take notes - this is your time to learn, not to fix.
• Find a mentor - a culture‑decoder who helps you settle quicker.
• Get involved - socials and small projects build bonds faster.

Download the New Job Guide (free, instant access) - and get the complete checklists and templates. 
 

Useful tools and further reading

• Still considering offers? Check what the market says you’re worth with our Salary Checker.
• Search for jobs if you’re still exploring options.
• Find your nearest office to speak to a consultant.
• Related insight from Hays experts: Succeed in a newly created role and Four ways to succeed in a new leadership role.

How to settle into a new team - FAQs 

1. How long does it take to settle into a new team?

Most people need several weeks to understand culture, relationships and processes. Give yourself time - and use a 30‑60‑90 plan to make steady progress. 

2. What should I do in my first week?

Clarify expectations with your manager, learn names and roles, observe how work gets done, and land one quick win. The New Job guide covers these steps in detail. 

3. How do I introduce myself to a new team?

Keep it short and specific: who you are, what you’ll work on, and how you prefer to collaborate. Then set up brief one‑to‑ones - a common best practice for new joiners. 

4. Should I suggest changes straight away?

Not before you’ve listened. Observe decision‑making and team norms first; then offer ideas with context. This approach is consistently recommended by onboarding guides.

Get your copy of the New Job Guide to settling into a new team today, and get ready for your first day.