This checklist is designed to: 

• reduce dependency 

• invite questions 

• strengthen systems while training happens 

Use it as a living document — not a one-off form. 

Phase 1: Before Day One (Manager Prep) 

☐ Identify the core outcomes of the role (not just tasks)
☐ List the key systems this person will interact with
☐ Confirm where:
• tasks are logged
• decisions are recorded
• handovers live
☐ Decide which systems are:
• ready
• rough
• yet to be built
(Rough is okay — unfinished systems are expected) 

Phase 2: Week One (Orientation & Safety) 

☐ Explain:
• how the farm runs day-to-day
• how decisions are made
• where to ask questions
☐ Walk through:
• safety-critical systems
• communication norms
• escalation paths
☐ Introduce the idea: 

“Your questions help us improve how we work.” 

Phase 3: Weeks 1–4 (Training + System Refinement) 

☐ Train tasks using the system, not just verbally
☐ Encourage the new hire to:
• note unclear steps
• flag missing information
• suggest improvements
☐ Capture:
• repeated questions
• assumptions being uncovered
• exceptions to “normal” processes
☐ Update systems weekly (even briefly)  

Phase 4: First Review (30–45 Days) 

☐ Ask:
• What was unclear at first?
• What surprised you?
• What still feels fuzzy?
☐ Review:
• system gaps identified
• updates made
• remaining assumptions
☐ Decide:
• what to formalise
• what to keep flexible 

Phase 5: Ongoing 

☐ Treat onboarding as:
• a system-testing phase
☐ Use future hires to:
• refine, not reinvent
☐ Reinforce: 

“If it’s unclear, the system needs work — not you.” 

 

Download the checklist in PDF file here: Farm Onboarding Checklist.

Final Thought 

Onboarding isn’t just about teaching people how the farm works.
It’s about letting fresh eyes show you how the farm could work better.  

Want Help Turning Your Onboarding Into a System? 

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Fewer gaps. Clearer handovers. A farm that trains people — and learns from them. 

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