--- name: onboarding-guide-creator description: New hire onboarding guide generation with role-specific content, structured timelines, and resource organization. Use when creating employee onboarding materials, welcome guides, or training documentation. --- # Onboarding Guide Creator Structured frameworks for creating comprehensive employee onboarding programs with role-specific content, timelines, and success metrics. ## Onboarding Timeline Framework ### Master Timeline ``` ONBOARDING PHASES: PRE-DAY-1 (Offer Accepted → Start Date) ├── Welcome email with logistics ├── Equipment ordering and setup ├── Account provisioning (email, Slack, tools) ├── Pre-reading materials sent ├── Buddy/mentor assigned └── First week calendar pre-populated WEEK 1: ORIENT ├── Day 1: Welcome, setup, team introductions ├── Day 2: Company overview, culture, values ├── Day 3: Role-specific training begins ├── Day 4: Tool training and access verification ├── Day 5: Week 1 check-in with manager └── Deliverable: "I understand my role and how the company works" WEEKS 2-4: LEARN ├── Deep-dive into team processes and workflows ├── Shadow key meetings and customer calls ├── Complete required compliance training ├── Begin first small project or task ├── Meet cross-functional stakeholders └── Deliverable: "I can execute core tasks with guidance" 30-DAY CHECK-IN ├── Manager 1:1 review ├── Self-assessment against 30-day goals ├── Feedback collection (new hire → company) ├── Identify knowledge gaps └── Adjust 60-day plan if needed DAYS 31-60: CONTRIBUTE ├── Own tasks and small projects independently ├── Contribute to team goals ├── Deeper cross-functional collaboration ├── Begin attending all recurring meetings └── Deliverable: "I can work independently on routine tasks" 60-DAY CHECK-IN ├── Progress review against goals ├── Expanded responsibilities discussion ├── Peer feedback collection └── Adjust 90-day plan if needed DAYS 61-90: OWN ├── Own a meaningful workstream or project ├── Contribute to planning and strategy discussions ├── Mentor newer team members if applicable ├── Identify process improvements └── Deliverable: "I am a fully productive team member" 90-DAY REVIEW ├── Formal performance discussion ├── Goal setting for next quarter ├── Onboarding feedback survey ├── Transition to standard performance cycle └── Celebrate completion ``` ## Role-Specific Templates ### Engineering Onboarding ``` ENGINEERING ONBOARDING ADDITIONS: PRE-DAY-1: - [ ] Dev machine ordered (spec: ___) - [ ] GitHub/GitLab access provisioned - [ ] VPN and SSH keys prepared - [ ] IDE license assigned WEEK 1: - [ ] Dev environment setup (follow setup guide) - [ ] Clone key repositories - [ ] Run the application locally - [ ] Review architecture documentation - [ ] Pair with buddy on a small bug fix - [ ] Understand CI/CD pipeline - [ ] Review coding standards and PR process WEEKS 2-4: - [ ] Complete first PR (small, well-scoped) - [ ] Participate in code review (as reviewer) - [ ] Attend sprint ceremonies - [ ] Understand on-call rotation and runbooks - [ ] Review incident response process - [ ] Deep-dive on owned service/module 30-DAY MILESTONE: - [ ] Merged 3+ PRs - [ ] Completed code review for others - [ ] Can run and debug the application locally - [ ] Understands deployment process 60-DAY MILESTONE: - [ ] Owns a feature or workstream - [ ] Can triage and fix production issues - [ ] Contributes to technical design discussions - [ ] Mentors on team conventions and tooling 90-DAY MILESTONE: - [ ] Delivered a meaningful feature end-to-end - [ ] Participated in on-call rotation - [ ] Contributed to team process improvements - [ ] Comfortable presenting technical work to team ``` ### Sales Onboarding ``` SALES ONBOARDING ADDITIONS: WEEK 1: - [ ] Product overview and demo walkthrough - [ ] ICP and buyer persona review - [ ] CRM setup and pipeline training - [ ] Sales methodology introduction - [ ] Listen to 5 recorded discovery calls - [ ] Review competitive battle cards WEEKS 2-4: - [ ] Shadow 10+ live calls (discovery, demo, close) - [ ] Complete product certification - [ ] Practice pitch delivery (recorded + feedback) - [ ] Learn objection handling frameworks - [ ] Understand pricing and discounting policies - [ ] Build initial target account list 30-DAY MILESTONE: - [ ] Pass product knowledge certification - [ ] Deliver solo demo to internal audience - [ ] Own 5+ accounts/opportunities - [ ] Complete CRM hygiene training 60-DAY MILESTONE: - [ ] Run discovery calls independently - [ ] Pipeline meets minimum threshold ($X) - [ ] Delivered 10+ demos - [ ] Comfortable with pricing discussions 90-DAY MILESTONE: - [ ] Closed first deal (or advanced to late stage) - [ ] Pipeline at quota-pace level - [ ] Can handle competitive objections confidently - [ ] Contributing to team best practices ``` ### Design Onboarding ``` DESIGN ONBOARDING ADDITIONS: WEEK 1: - [ ] Design tools setup (Figma, prototyping tools) - [ ] Review design system and component library - [ ] Brand guidelines deep-dive - [ ] Understand design review process - [ ] Meet key stakeholders (PM, Eng, Research) WEEKS 2-4: - [ ] Audit existing designs in your area - [ ] Shadow user research sessions - [ ] Complete first small design task - [ ] Present work in design critique - [ ] Understand handoff process to engineering 30-DAY MILESTONE: - [ ] Completed first design deliverable - [ ] Comfortable with design system usage - [ ] Participated in design critique (giving + receiving) - [ ] Understands user research insights for your area 60-DAY MILESTONE: - [ ] Owns a design workstream - [ ] Conducted or co-led user research - [ ] Designs are passing critique with minimal revision - [ ] Collaborating effectively with PM and engineering 90-DAY MILESTONE: - [ ] Delivered end-to-end design for a feature - [ ] Contributing to design system evolution - [ ] Presenting design rationale to stakeholders confidently - [ ] Identified and proposed design improvements ``` ### Operations Onboarding ``` OPERATIONS ONBOARDING ADDITIONS: WEEK 1: - [ ] Process documentation review - [ ] Tool access (project management, analytics, comms) - [ ] Org chart and RACI matrix review - [ ] Understand key workflows and SLAs - [ ] Meet cross-functional dependencies WEEKS 2-4: - [ ] Shadow key operational processes end-to-end - [ ] Document current-state processes you'll own - [ ] Identify quick-win improvements - [ ] Understand reporting cadence and metrics - [ ] Complete compliance and policy training 30-DAY MILESTONE: - [ ] Can execute core processes independently - [ ] Owns daily/weekly operational tasks - [ ] Documented one process improvement - [ ] Comfortable with reporting tools 60-DAY MILESTONE: - [ ] Owns a workstream end-to-end - [ ] Implemented at least one process improvement - [ ] Managing cross-functional dependencies - [ ] Contributing to operational metrics review 90-DAY MILESTONE: - [ ] Fully owns operational area - [ ] Driving efficiency improvements measurably - [ ] Presenting operational updates to leadership - [ ] Mentoring on processes for newer team members ``` ## Welcome Guide Structure ### Day 1 Welcome Document ``` WELCOME GUIDE OUTLINE: 1. WELCOME MESSAGE - Personal note from manager - Team welcome and excitement - What to expect on Day 1 2. COMPANY OVERVIEW - Mission and vision (one paragraph each) - Company history (brief timeline) - Products and customers (who we serve) - Business model (how we make money) - Org structure (high-level chart) 3. CULTURE AND VALUES - Core values with examples - Communication norms (async vs sync, tools) - Meeting culture (camera on/off, note-taking) - Work schedule expectations (hours, flexibility) - PTO and time-off culture 4. YOUR TEAM - Team mission and current priorities - Team members (name, role, fun fact) - Your buddy/mentor (name, how to reach) - Key stakeholders outside the team 5. TOOLS AND ACCESS - Account credentials and setup guide - Key tools checklist (with links) - IT support contact - Security policies (passwords, 2FA) 6. LOGISTICS - Office location / remote setup - Expense policy - Benefits enrollment deadline - HR contact for questions 7. YOUR FIRST WEEK - Calendar overview - Key meetings to attend - First tasks or reading assignments - Who to ask for help ``` ## Cultural Integration ### Relationship Building Schedule ``` MEETING SCHEDULE (First 30 Days): WEEK 1: - Manager 1:1 (30 min) — expectations, questions - Buddy coffee chat (30 min) — informal, culture - Skip-level intro (15 min) — visibility WEEK 2: - 3 peer 1:1s (30 min each) — team relationships - Cross-functional partner (30 min) — collaboration - Buddy check-in (15 min) WEEK 3: - 2 peer 1:1s (30 min each) — expand network - Manager 1:1 (30 min) — progress check - Optional: exec coffee chat WEEK 4: - Cross-functional partner (30 min) — deepen - Manager 1:1 (30 min) — 30-day check-in - Buddy check-in (15 min) — transition to ad-hoc SUGGESTED 1:1 QUESTIONS FOR NEW HIRES: - "What do you wish someone told you when you started?" - "What's the best way to get things done here?" - "What's the team's biggest challenge right now?" - "How do you prefer to collaborate?" - "What should I know that's not in any document?" ``` ### Buddy Program Guidelines ``` BUDDY RESPONSIBILITIES: BEFORE START: - Send a welcome Slack/email - Ensure workspace/equipment is ready - Block time in calendar for first-week support WEEK 1: - Office tour / virtual workspace walkthrough - Lunch together (Day 1) - Available for real-time questions - Introduce to key people informally - Share "unwritten rules" and tips WEEKS 2-4: - Weekly 15-min check-ins - Available for ad-hoc questions - Include in social events - Flag any concerns to manager BUDDY SELECTION CRITERIA: - Same team or adjacent team - Tenured enough to know the ropes (6+ months) - Good communicator and approachable - Willing and has capacity - NOT the new hire's direct manager ``` ## Success Metrics and Checkpoints ### 30/60/90 Day Assessment Template ``` 30-DAY SELF-ASSESSMENT: Rate yourself 1-5 on each dimension: KNOWLEDGE: [ ] I understand what the company does and how it makes money [ ] I understand my team's goals and priorities [ ] I know who to ask for help on different topics [ ] I understand the tools and systems I need to use PRODUCTIVITY: [ ] I can complete routine tasks without constant guidance [ ] I've contributed meaningfully to at least one project [ ] I understand our team's workflow and processes RELATIONSHIPS: [ ] I've met all my immediate team members [ ] I've met key cross-functional stakeholders [ ] I feel comfortable asking questions [ ] I have a good working relationship with my buddy/mentor OVERALL: [ ] I feel welcomed and supported [ ] I understand what success looks like in my role [ ] I know my goals for the next 30 days OPEN QUESTIONS: - What do I still need to learn? - What support do I need from my manager? - What would have made my first 30 days better? ``` ### Manager Assessment Framework | Dimension | 30 Days | 60 Days | 90 Days | | --- | --- | --- | --- | | **Knowledge** | Understands role and company | Deep domain knowledge | Expert in owned area | | **Productivity** | Completes tasks with guidance | Works independently | Delivers projects end-to-end | | **Quality** | Meets basic standards | Consistently good work | Raises the bar | | **Collaboration** | Responsive, asks questions | Proactive communication | Drives cross-team work | | **Culture** | Learning norms | Living values | Modeling behavior | | **Initiative** | Follows instructions | Suggests improvements | Drives improvements | ## Onboarding Quality Checklist | Check | Status | | --- | --- | | Pre-day-1 logistics complete (equipment, accounts, access) | [ ] | | Buddy assigned and briefed | [ ] | | First week calendar populated before start date | [ ] | | Role-specific training plan documented | [ ] | | 30/60/90 day goals written and shared | [ ] | | Welcome guide sent before start date | [ ] | | Manager has blocked time for Week 1 check-ins | [ ] | | Compliance training scheduled | [ ] | | Onboarding feedback survey set up for Day 30 | [ ] | | 90-day review scheduled in advance | [ ] | ## Onboarding Anti-Patterns ``` COMMON ONBOARDING FAILURES: 1. INFORMATION FIREHOSE Problem: 8 hours of presentations on Day 1 Fix: Spread learning over weeks; prioritize doing over watching 2. NO BUDDY OR MENTOR Problem: New hire has no safe person to ask "dumb" questions Fix: Assign buddy before start date; brief them on role 3. NO EARLY WIN Problem: New hire doesn't contribute anything meaningful for weeks Fix: Assign a small, completable task in Week 1 4. UNCLEAR EXPECTATIONS Problem: New hire doesn't know what success looks like Fix: Written 30/60/90 day goals shared on Day 1 5. MANAGER UNAVAILABLE Problem: Manager is traveling or overbooked during first week Fix: Block manager calendar; delay start date if necessary 6. TOOL ACCESS DELAYS Problem: Can't log in, can't code, can't sell — for days Fix: Provision all access before Day 1; have IT verify ``` ## See Also - [HR & Talent](../hr-talent/SKILL.md) - [Document Skills: DOCX](../document-skills/docx/SKILL.md) - [Product Management](../product-management/SKILL.md)