Your cart is empty.
Keep shopping
Starting a New Job: Your First 90 Days Planned, 290+ Tools
474 students
Starting a New Job: Your First 90 Days Planned, 290+ Tools
New job and no idea what you are judged on? Onboarding, probation period, 30-60-90 day plan, managing up, mentoring
Last updated 10/2026
English
English [Auto],
What you'll learn
- Stop surviving the probation period and plan it: take 290+ tools in 51 downloadable resources, lecture presentations plus working files
- Get our top working files: first-week onboarding question map, onboarding checklist workbook, job profile workbook, onboarding task library
- Build your own 30-60-90 day plan with a checkpoint calendar for day 1, 7, 30, 60 and 90
- Work out what you are measured on before the first review: a job profile workbook, a competency template and role questions
- Ask for what a proper onboarding includes: an induction checklist, a day-30 conversation and a written scope
- Manage upward with a manager interest map and a weekly work report that arrives before it is requested
- Close the probation period on evidence with a closure checklist and a meeting script
- Find a mentor and set the rules: a suitability checklist, ground rules and a first meeting script
- Grow past the first role with a career option matrix, a development plan and a burnout questionnaire
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
14 sections • 39 lectures • 20h 2m total length
Requirements
- A new job you have started, are about to start, or are moving into internally
- No management or professional development study needed
- Willingness to have a direct conversation with your manager in the first fortnight
- Nothing to buy for the course itself: presentations and working files are attached to the lectures
- English at intermediate level or above
Description
This course contains the use of artificial intelligence.
Everyone treats the probation period as a test of your skills. Your skills were tested at the interview: that is why you got the offer. What is being assessed now is how much attention you cost. Here are 299 tools to plan the first 90 days: 13 working files, 199 ready-to-use question lists, checklists, templates and procedures, 75 models and methods, and 12 services shown on screen.
Open a lecture, take the checklist, use it in your first week.
The arithmetic nobody explains to you
For the first few weeks you spend other people's time: your manager's, your neighbours', whoever ends up explaining where things are kept and why this is done that way here. The question quietly being answered in month one is not "is this person capable" but "is this still worth it". The person who wins is not the one who understood everything fastest. It is the one who started returning more than they consumed earliest: a status update that arrives before it is requested, a question asked once and not three times, work that did not have to be checked twice.
What changes after this course
You arrive at the day-30 conversation with evidence and not with impressions. You know what you are measured on, because you asked for the job profile in week one. You can name what a proper onboarding includes and ask for the parts you are missing: a mentor, a written scope, a checkpoint. That is a completely different conversation from "I am finding it hard".
A note on the material
Nine of the lectures are recorded for the people who build onboarding and not for those who go through it. That is deliberate: you cannot ask for something you do not know exists. Watch what a properly run programme contains, and you will be able to name what is missing from yours. Several working files, such as the onboarding task library and the metrics dashboard, come from that side as well.
What is inside: 299 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 51 downloadable resources: the lecture presentations plus 13 standalone working files (first-week onboarding question map, onboarding checklist workbook, onboarding task library, welcome meeting script pack, job profile workbook, job leveling references and others)
- 199 ready-to-use tools inside the presentations:
- 54 question lists and scripts: one-on-one meetings, role clarification meetings, probation closure meeting script, relationship building
- 50 checklists: preboarding information, first-day induction, new-job adaptation, probation closure
- 41 templates and sample documents: new-hire team introduction, individual development plan, one-on-one meeting agenda, weekly work report
- 23 step-by-step procedures and workflows: one-on-one meetings, onboarding checkpoint calendar, buddy program protocol, personal Kanban planning
- 19 scorecards, rubrics and matrices: RACI matrix, goal achievement indicators, autonomy competency scale, performance-behavior matrix
- 7 ready AI prompts: onboarding diagnosis, onboarding checklist customization, welcome email generation, onboarding RACI generation
- 3 other working tools: employee experience survey, Google manager feedback survey, talent application worksheet
- 2 formulas and metric sets: onboarding metrics, onboarding KPI dashboard
- 75 models and methods explained with examples: Four Cs of onboarding, Tuckman team development, OKR goal setting, GROW coaching model
- 12 services shown on screen: Notion, Trello, Miro, Google Sheets, PeopleForce, 15Five and others
Where the tools are
- Start here (1 tool). The first-week onboarding question map.
- The journey you just started (2 sections, 49 tools). Application, day one, the long middle, leaving well and coming back.
- What good onboarding looks like (3 sections, 89 tools). Models, the programme, preboarding, the first 30 days, probation, the 4C framework and the checkpoints.
- Decoding the role (2 sections, 58 tools). Job profiles, competencies and turning a profile into your goals.
- Managing yourself (4 sections, 77 tools). Personal audit, managing up, the team, overdelivery, career growth, motivation and communication.
- Mentoring (2 sections, 32 tools). Finding a mentor, the first meeting, boundaries and closing the relationship.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
I have been on the newcomer's side too. When I went through onboarding at Wargaming, questionnaires came to me after the first week, the first month, the second month and at the end of the probation period. I filled them in carefully. Then I asked the HR director who analysed them. She said: nobody, we introduced them once and they are simply sent automatically. It should not be like that: if something is collected, it has to be analysed. So do not wait for the process to notice you, and ask for the conversation yourself.
How to use the course
Start with the first lecture and its question map for the first week. If you are already in the job, go to the sections on managing yourself and on the role. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 14 sections, 20 hours
- 51 downloadable resources: lecture presentations and 13 working files
- 299 tools across the lessons, including 12 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Open the first lecture and take the first-week onboarding question map. Mark the questions you cannot answer yet about your role, your manager and your first results, and take three of them to your next conversation with your manager. Enrol now and start your first lesson today.
Who this course is for:
- Anyone who has just started a new job and wants the probation period to be a formality
- People about to accept an offer who want the first weeks planned before day one
- Employees moving into a new role or a new team inside their current company
- Career changers entering an industry where they have no reputation yet
- Graduates and early-career professionals in their first serious role
- Managers joining a team they did not build and have to earn