01
New-starter experience
What does the person actually receive, see, hear and have to work out across the first 90 days?
Neuroinclusive onboarding implementation
Real inclusion starts with how work works.
Making inclusive onboarding reliable during the first 90 days.
Explore the ResetThe first 90 days journey
Clarity should not depend on luck.
Before Day 1
Preparation, access and first-day clarity.
Days 1–7
Role purpose, routines, people, questions and early support.
Days 8–30
Task clarity, feedback, workload, team norms and check-ins.
Days 31–60
Confidence, relationships, informal knowledge and support in practice.
Days 61–90
Fair review, unresolved barriers, next steps and ongoing support.
Current specialist focus
First 90 Days Reset
The first 90 days should not be a test of how well someone can decode the workplace.
NeuroReal is a UK specialist company developing the First 90 Days Reset — a focused neuroinclusive onboarding implementation service designed to close the gap between the support an organisation intends to provide and what new starters and managers actually experience in everyday working life.
The Reality Gap
What is intended is not always what is experienced.
The Reset looks beyond whether a process exists. It tests whether clarity, support and manager practice are usable and consistent when work is actually happening.
What the process says
Managers check in regularly.
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What NeuroReal tests
Did the check-in actually happen?
And did anything that needed action get followed through?
What the process says
Adjustments are available.
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What NeuroReal tests
Could the employee rely on them in real working conditions?
What the process says
Expectations were explained.
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What NeuroReal tests
Was understanding checked?
Was there a usable written reference once the conversation had moved on?
What the process says
Questions are welcome.
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What NeuroReal tests
Could someone ask before things became difficult?
A NeuroReal evidence question
What evidence would show this happens consistently, rather than occasionally?Because good intentions and isolated examples of good practice are not the same as a reliable system.
What the Reset examines
Four lenses on everyday onboarding.
The Reset examines four connected parts of the onboarding experience — what the new starter encounters, how managers respond, how workplace systems operate and what evidence shows support is working in practice.
02
Manager practice
What happens beyond policy and training when expectations, questions, feedback and support need a response?
03
Workplace systems
Where does clarity depend on unwritten rules, individual memory or one particularly good manager?
04
Delivery evidence
What shows support was delivered, reviewed, is still working — and what changed when it was not?
The NeuroReal Method
RESET
A structured implementation pathway for turning inclusive onboarding intentions into reliable everyday practice.
R
Review
Review the real experience across the first 90 days.
E
Evidence
Evidence the gap between intention and reality.
S
Set
Set clearer expectations, responsibilities and support.
E
Equip
Equip managers and teams to use the changes.
T
Track
Track whether delivery works in real conditions.
From understanding what happens now to checking what is actually delivered.
The work behind the thinking
Designed for real working life.
The First 90 Days Reset is being developed as a practical implementation service, supported by tools that make the new-starter journey, manager practice and follow-through clearer, more consistent and easier to review.
Practitioner-ledSystems-focusedEvidence-conscious
NeuroReal
Tools in development
First 90 Days Journey Map
A practical view of the new-starter journey from preparation through to the 90-day review.
Before Day 101
Days 1–702
Days 8–3003
Days 31–6004
Days 61–9005
NeuroReal
Manager practice
Manager Check-In
Prompts that move beyond “we discussed it” towards clarity, questions, usable support and follow-through.
Are expectations clear?
Is it easy to ask questions?
Is support usable in practice?
What needs follow-through?
NeuroReal
Evidence in practice
Reality Scan
Looking beyond what the organisation believes happens.
DocumentsRecordsObserved practiceFeedback
Policy contribution · September 2026
NeuroReal contributed to the Acas disciplinary and grievance consultation.
In September 2026, NeuroReal submitted a formal response to Acas’s consultation on its draft Code of Practice on disciplinary and grievance procedures.
Our response focused on what makes a workplace process fair and accessible in practice, not only on paper. We highlighted cognitive and communication accessibility, the need to treat reasonable adjustments as an ongoing process, the importance of considering workplace context during fact-finding, and the difference between recording an informal action and evidencing what actually happened afterwards.
We argued that an early conversation about adjustments should be the beginning of the process, not necessarily the end. The practical questions are: Was it delivered? Was it reviewed? Is it still working? If not, what changed?
Where performance, conduct or capability concerns arise, NeuroReal’s response also encouraged employers to consider the surrounding workplace conditions before reaching conclusions about the individual.
Review the system before judging the person.
The Acas consultation closed on 23 September 2026 and responses are now being reviewed. NeuroReal will follow the next stage and consider what the eventual revised Code means for practical, neuroinclusive workplace implementation.
Currently in development
From inclusive intention to reliable everyday practice.
NeuroReal’s services and resources are being developed carefully and deliberately. Follow NeuroReal on LinkedIn as the First 90 Days Reset and the wider body of work continue to develop.
Follow NeuroReal on LinkedIn