Before they arrive
- The role written down: an up-to-date job description with the mission, responsibilities and what they'll be able to decide alone.
- Access ready: tools, accounts, equipment, from day one.
- A named buddy: the person to ask questions, with time set aside for it.
- A plan for the first week, sent before they arrive.
The onboarding plan
| When | What happens | What they should know by the end |
|---|---|---|
| Day one | Welcome, meet the team, the company's direction and their role | Where the company is going, what's expected, who to ask |
| Week one | Read the methods for their role, first supported tasks | How we work here |
| Month one | Real assignments, regular check-ins with the buddy | What they can decide alone |
| Month three | Review: autonomy, difficulties, what was missing from onboarding | Up to speed on the core of the role |
What they should find written down
This is the key to fast onboarding. A new hire should be able to find, without asking:
- The company's direction: its customers, offers, what sets it apart.
- The organisation: who does what, who decides what.
- The methods for their role, written by the people who practise them. See documenting processes.
- The rules that apply: what we don't do, what needs approval.
- Answers to frequent questions.
A bonus: ask the new hire to note everything they had to ask during their first month. It's the exact list of what's missing in writing, and the best way to improve onboarding for the next person.
AI for onboarding
A new hire who can ask an AI that knows the company (its offers, methods, rules) stops interrupting colleagues for the basics. Provided that AI draws on the approved version, not outdated documents. See structuring your business with AI and knowledge transfer.
For all team problems: the 10 most common team problems.