Skip to main content
Thrive Talent Development, home

For HR

New manager onboarding checklist for HR

Thrive runs the talent development function for companies that were never going to build an L&D team. This is the setup list for a newly promoted or newly hired manager: before day one, the first week, the first month, and the first 90 days. Fundamentals of Leading People is the door.

Use the checklistTalk it through with us

Where this fits

Three pages, three jobs.

This page is the list HR works through. The new supervisor's first 90 days plan is for the person in the role. The first-time manager hub is the program, and the new manager training program page is how that program sits inside the function. Use the first-month evaluation worksheet to record the counts.

Fundamentals of Leading People is four weeks, about two hours of live time a week, $1,000 per seat, on top of the platform band. It is for first-time supervisors and new managers. Live sessions, applied work on the participant's real job, 1-on-1 coaching, and a cohort. The applied work is reviewed by our team.

The list

Check a box when the step is done.

Write the blanks in this browser, then print the page. Nothing on this form is stored. Keep confidential employee information out of a shared copy. A course completion is not a legal compliance determination, and this list is not legal advice.

Before day one

What should HR set up before day one?

Before day one, name a training owner and confirm the employee record. Write the decisions this manager owns, the work they should stop doing, and the situations they must escalate. Pick one observable behavior and record an anonymized example of what it looks like today. If this is a first leadership role, hold a Fundamentals of Leading People seat.

Before day one checklist

A promotion rarely arrives with a clean boundary. Ask for the decisions this person owns, the work they should stop doing, and the situations they must escalate, and put the answers in writing before they start. Choose one operational measure you can already observe. Record the starting point and the source. That baseline is for learning, not a promise of a particular improvement.

The first-month evaluation worksheet is the record to fill: organization and named training owner, the business problem in plain language, participants, one observable behavior, what that behavior looks like today, who will observe it and when, the selected course and published workshop date, seats confirmed, who sends reminders, budget and purchase period, and the review date. Change the timetable later to match the actual workshop schedule.

First week

What should HR set up in the first week?

In the first week, approve the employee list, send the invitation, and confirm access. Protect time for the first live session and book the published workshop date that matches the behavior you chose. Name who sends reminders. Scheduled reminders are not built, so follow-up stays with your team. Point the new manager to safety, employee relations, and urgent customer issues.

First week checklist

Access confirmed is a count you will need at the review. Check it in the first week. Live workshops are included for every employee of an organization on a Thrive band. There is no per-seat charge for those workshops. A program seat is a separate purchase.

Coach Taylor, our AI practice coach, answers when a person asks, and enrolls people when they ask. Nothing chases a missed session for you. The person you named owns reminders and follow-up.

First month

What should HR set up in the first month?

In the first month, keep one priority and a small group. Record invited, access confirmed, course completion, and workshop participation as counts with denominators. Do not treat a booking as attendance or a completion as a behavior change. Applied work in the program is reviewed by our team. Your team owns reminders and the review date.

First month checklist

Follow the actual workshop dates and available seats, even if that moves the review past one month. The worksheet is a planning record, not a customer case study or a promised result. A completion record shows a recorded activity. An observation can help assess application. None of those alone proves that training improved retention, productivity, or revenue.

Participants who complete the four weeks and the applied work receive a Leadership Development Plan with their program badge. The plan documents what was covered and tracks progress against leadership competencies. It is not a substitute for the counts on the worksheet.

First 90 days

What should HR set up in the first 90 days?

By the first 90 days, hold a review that uses examples from the job, not a list of courses completed. Compare the same observable behavior you recorded before learning, with counts and denominators. Decide to continue, change the approach, or stop, and name the next action and owner. A monthly purchase does not automatically renew.

First 90 days checklist

The first 90 days are not a race to change everything. The person in the role learns the work and the people, establishes a few dependable management habits, then shows one improvement without carrying every task. HR holds the review date, the baseline, and the decision. The person in the role brings the examples.

Live workshops on the same topics keep running on the published schedule after the four weeks, so the habit has a place to go. Follow-up after the program stays with your team.

The function

How does Thrive run the talent development function around a new manager?

Thrive runs the jobs of a talent development function: designing the material, delivering it live, enrolling people, coaching between sessions, reviewing the applied work, and reporting what changed. Morgan guides setup from your employee list. Live sessions are led by facilitators who have held the role. Your team keeps priorities, approvals, reminders, and follow-up.

The platform is one flat price per organization by headcount: $3,990 a year for up to 100 employees, $7,990 for 101 to 500, and $14,990 for 501 to 2,500, every employee included. Annual billing is ten months charged for twelve months of access; monthly is $399, $799 and $1,499. Above 2,500 the price is set with you, not looked up.

The function is what you buy for the company. Fundamentals of Leading People is four weeks, about two hours of live time a week, $1,000 per seat, on top of the platform band. Program seats are priced outside the platform band.

See pricing
What a talent development function is
HR without an L&D team
Training for the HR department of one
Who does what
Your first month with Thrive

The door

Where does Fundamentals of Leading People fit?

Fundamentals of Leading People is the door for a first leadership role, newly promoted or newly hired. It is four weeks, about two hours of live time a week, $1,000 per seat, on top of the platform band. Each week includes a live session and applied work on the real role, reviewed by our team.

A four-week blended program for people in their first leadership role. Each week: a short theme film, a live session with a facilitator who has held the job, applied work on the participant's real role reviewed by our team, a 1-on-1, and a cohort debrief. Leadership Development Plan and program badge on completion. About two hours of live time plus the applied work, which happens inside the job rather than on top of it.

Any program can also run as a private cohort for your company alone, using your situations as the applied work, on dates set with you. Private cohorts are priced per participant and quoted with the dates. Public cohorts mix companies.

Fundamentals of Leading People
First-time manager training that runs on your real work
Supervisor training program that runs on your real work
New manager training program
Live workshops
First-month evaluation worksheet
Terms

Proof

John Ball Zoo has put 100+ first-time leaders through Fundamentals of Leading People.

Customers

Talk to ARIA

Ask what you would ask us.

ARIA works the way a good first call works. She asks who is involved and what should change, recommends the closest starting point, quotes the real price, and hands you to a person when you want one.

Start with one of these

Prefer a person? Say so in the conversation and the team follows up, or use the contact page.

Questions

Questions about the new manager checklist.

Who is this checklist for?

HR and the named training owner at a company that just promoted someone into a manager role or hired a manager from outside. It covers what to set up before day one, in the first week, in the first month, and across the first 90 days. The new supervisor first 90 days plan is a separate page for the person in the role. The first-time manager hub is the program.

Who is Fundamentals of Leading People for?

People in their first leadership role or about to take one: supervisors promoted from the line, engineers who now manage, team leads who inherited a team. Built for people in their first year of leading.

How much does the new manager seat cost?

$1,000 per seat for the public Fundamentals of Leading People cohort, on top of your organization's platform band. The platform is the talent development function for every employee, from $3,990 per year for up to 100 employees: live workshops, the course library, guided setup, and coaching on request. See thrivetalentdevelopment.com/marketing/talent-development-function.

Who reviews applied work?

The applied work in programs is reviewed by our team. Your team owns priorities, reminders, and follow-up; scheduled reminders are not built yet.

What should we record in the first month?

Record counts with denominators: invited out of intended participants, access confirmed out of invited, course completion out of assigned, and workshop participation out of registered. Note the source and date for each count. Do not treat a booking as attendance, a completion as a behavior change, or a before/after observation as proof that Thrive caused a business result. The worksheet is a planning record, not a customer case study.

Do I need an LMS?

No. Thrive is not an LMS. An LMS stores content and records completions. It carries one of the jobs at most. The rest, the delivery, the follow-up, the coaching, the review, and the reporting, are the function. Thrive is a talent development function for companies of 50 to 2,500 people: live workshops and programs led by facilitators who have held the role, a growing course library with compliance included, and agents that run the administration, at one flat price per organization.

Can we run it for our company alone?

Yes. Any program can also run as a private cohort for your company alone, using your situations as the applied work, on dates set with you. Private cohorts are priced per participant and quoted with the dates. Public cohorts mix companies.