Personalized Onboarding Plans

One size doesn't fit all in onboarding. I learned this when my manufacturing client struggled with their employee retention. Their previous onboarding process wasn't working: → Office and floor workers received identical orientations. → New hires were confused about expectations. → Training materials didn't match job requirements. We created two distinct onboarding paths. For office staff: 1. Digital-first approach: → Software training modules → Communication tools setup → Team collaboration guidelines 2. Administrative focus: → Company policies → Benefits enrollment → Project management systems → Internal processes documentation For floor workers: 1. Safety-first approach: → Equipment handling → Safety protocols → Emergency procedures → PPE requirements 2. Hands-on training: → Machine operation → Quality control standards → Shift management → Team coordination The results were clear: → Better team integration → Faster time-to-productivity → Improved safety compliance → 40% reduction in early turnover Key elements that made it work: 1. Clear documentation: → Step-by-step guides → Visual aids → Checklists for each role 2. Feedback system: → Weekly reviews → Adjustment opportunities → Two-way communication Now my client has: → Improved operational efficiency → Higher employee satisfaction → Reduced training costs Your onboarding process needs to match your workforce. Don't force everyone through the same system. Create targeted experiences that set your teams up for success.

Onboarding is one of the most overlooked yet critical processes for ensuring a new employee’s success. At Proletariat, as we scaled rapidly, we knew that hiring fast also meant evaluating and adjusting quickly. That’s why we implemented structured 90-day onboarding plans. Check out this template: http://bit.ly/3CIa79i The Goal of a 90-Day Onboarding Plan By the end of the onboarding period, one of three things should be clear: 1. The employee is successful in their role and fully ramped up 2. The role has been adjusted to better fit their skills or the team’s needs 3. The employee moves on if the fit isn’t right Key Objectives of a 90-Day Onboarding Plan 1. Craft Personalized Goals That Align with the Team Strategy Every role is unique, and job descriptions often don’t capture the full nuance of what success looks like. A great onboarding plan ensures: - The new hire’s goals fit within the team’s broader strategy - The plan adapts to the individual’s strengths while addressing growth areas - The employee understands how they create value early on 2. Prioritize Tasks to Build Early Wins New employees often feel like they’re “drinking from a firehose” in their first few months. Instead of overwhelming them, sequence tasks in a way that builds momentum: - Start with achievable wins: Give them clear, valuable contributions early on - Gradually increase complexity: Move from simple tasks to strategic ones - Provide structured learning: Direct them to the right resources and people 3. Set Clear Expectations for Progress Success should never be vague. By clearly defining what progress should look like at key milestones, both the manager and the new hire can track growth and course-correct early if needed. Here is an outline: - First 30 days: Learning - focus on absorbing information and initial tasks - Days 31–60: Integration - deeper collaboration and ownership of responsibilities - Days 61–90: Autonomy - fully contributing and delivering measurable results How to Use an Onboarding Plan Effectively 1. Build the Plan Together The onboarding plan should be a collaborative effort between: - The new hire (so they understand expectations and contribute to goal-setting) - The hiring manager (to ensure alignment with team objectives) - Other stakeholders (who will work closely with the new hire) 2. Treat It as a Living Document A static onboarding plan is too formulaic to be useful. The plan should evolve based on feedback and real-world performance. Follow these steps: - Regularly review and adjust the plan - Use check-in meetings at 30, 60, and 90 days to assess progress - Be flexible! If the plan needs adjusting, don’t force a rigid structure 3. Involve the Broader Team Successful onboarding is not just about ramping up a new hire—it’s about integrating them into the team and broader company culture. Provide cross-team introductions and broadcast early wins and progress to give the new employee positive visibility.

Most HR teams think their onboarding is solid. → Laptop ready. → Paperwork completed. → First day meet and greet? Check. But here is the truth we see behind the curtain: Most teams skip the parts that matter most for long-term success. Here are two steps most teams forget during onboarding and what to do instead. 1. 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝘁𝗵𝗮𝘁 𝗴𝗼𝗲𝘀 𝗯𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗵𝗮𝗻𝗱𝗯𝗼𝗼𝗸 Telling someone your values is easy. Showing them how the team 𝘳𝘦𝘢𝘭𝘭𝘺 works is the magic. New hires do not struggle with the handbook. They struggle with the unwritten rules. Give them real language instead of vague gestures. For example, instead of asking�� "Do you use Slack?" Try saying… "Our team lives in Slack during business hours. We expect same day responses for most messages and a quicker reply if it is from your manager or during core hours." Other examples to spell out clearly: • How often leaders drop in for updates • When cameras are expected on • How people give feedback • When it is okay to block focus time • Preferred communication style (short pings or detailed notes) And pair them with a culture buddy. Someone who can answer real questions like "Is it normal to send a calendar note before messaging the VP?" That saves so much social anxiety and avoids awkward first month missteps. 2. 𝗥𝗼𝗹𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗮𝗻𝗱 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗲𝗮𝗿𝗹𝘆 𝗰𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁𝘀 A job title is not direction. People want to know exactly how to succeed. → Get specific. → Paint the picture. Instead of saying… "You will lead onboarding." Try… "In your first 30 days, you will run onboarding for three new hires. Success looks like zero missed system access steps, plus a feedback survey score of 4.5 or higher." Then schedule a 30 day check in. Not to judge. To support. Ask questions like: "What has been clear so far?" "What has been confusing?" "Where do you need resources or examples?" And tell them one thing they are doing well. Everyone needs a confidence anchor early. Strong onboarding is not fancy. It is clear, human, and consistent. Which onboarding detail made the biggest difference for you in a new role? If this sparked ideas, share it with another HR pro building better onboarding. #OnboardingTips #HRLeadership #PeopleFirst ♻️ I appreciate 𝘦𝘷𝘦𝘳𝘺 repost. 𝗪𝗮𝗻𝘁 𝗺𝗼𝗿𝗲 𝗛𝗥 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀? Click the "𝗩𝗶𝗲𝘄 𝗺𝘆 𝗡𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿" link below my name for weekly tips to elevate your career!

As Chief of Staff, I designed many onboarding plans. Not for my team. For my CEO’s. Some were veterans stepping into a new role. Others were brand new to the organisation, sometimes even to the sector. Yet the fundamentals stayed the same. They were shaped by many brilliant leaders before me, and I still use them till today. Here’s what worked (I hope you'll try it too!): 1️⃣ Jump right in Have them shadow key people. Let them see the work on the ground. No document replaces lived experience. And the team benefits from a fresh pair of eyes. 2️⃣ Set the context Don’t leave this to HR. Create clarity on what matters, and coach them as they learn on the job. 3️⃣ Outline 30-60-90 outcomes The first three months can feel overwhelming. Give them priorities, not a to-do list. Let them figure out how. 4️⃣ Create reflection spaces Hold a weekly check-in. Ask what they’re learning, what’s unclear, and how they’re shaping their priorities. 5️⃣ Give early visibility At 90 days, ask them to present learnings and plans for the next 6 months to leadership. Let them share what support they need. Time and again, this has worked. For different personalities. At different career stages. PS: Which one would you include in your next plan? #Leadership #Onboarding #ChiefOfStaff #StrategyExecution #OrganizationalCulture

Onboarding in a new job is often a box-ticking exercise with no real strategy. What people think onboarding is: 1 - Making sure a laptop is set up. 2 - A few meetings with people in the diary. 3 - A pen and pad. 4 - Welcome emails from the team. 5 - A quick tour of the office. What onboarding could (and should) be: 1 - Pre-boarding - the onboarding plan should start the moment they accept the job offer. The period between quitting their job and starting their new job can often be a lonely and uncertain time. You could send an email outlining what to expect, a virtual office tour, a quick call with their new manager, or even a coffee date with their team. 2 - A personalised plan with a detailed 30-60-90 day roadmap, including specific expectations and milestones. 3 - Regular check-ins and the opportunity to ask the same question more than once, without feeling stupid. 4 - An in-depth introduction to the company culture. It is talked so much about in the recruitment process, but so little in an induction. 5 - Why limit onboarding to a week when probation periods can be 3 to 6 months? Extend onboarding until the probation period ends to ensure continuous support and guidance, helping new employees truly succeed. Anyone had any poor onboarding experiences? Or any great ones you can share? #onboarding #probation #hr #recruiting

Need inspiration for your onboarding? Look at Miro, it's brilliant. I come across a bunch of product onboarding mishaps, especially for those launching self-serve: 🚫 The product is too confusing w/o sales or success helping out 🚫 There's too much of a blank slate 🚫 It's unclear 'what's in it for me' as a user 🚫 There's no personalization for use cases, jobs to be done, or intent Miro avoids these & has my all-time favorite product onboarding. What I'm digging: 😍 Onboarding begins on the website. Miro has compelling messaging ("take ideas from better to best"). They build trust with social proof ("based on 5,149+ reviews"). Users start building familiarity with the product through product images across desktop, mobile, and presentation-ready devices. All of this gets people inspired and motivated to put in the work. 😍 Nudges folks to sign up with a work email, but doesn't require it. The disclaimer below the signup button is 🔥: "We recommend using your work email — it keeps work and life separate." This positions Miro as a business-grade product while still offering people flexibility. Why care? Business sign-ups are far more valuable than freemail/Gmail signups, but you may not want to entirely shut off the ability to sign up with a freemail domain (especially if you sell to developers). Some people want to test a product for a personal use case before taking the relationship to the next level. 😍 There's no blank slate. The app comes pre-populated with recommended Miro boards. These templates include templates sourced from the Miroverse community, adding social proof. Template recommendations are personalized to different use cases. 😍 It's obvious what to do next. Miro doesn't have excessive in-product tours or pop-ups. The product doesn't need them; the whole experience is extremely intuitive without it. Well done 👏👏👏 Read more & get inspired by other🔥 growth examples in today's Growth Unhinged: https://lnkd.in/eu-VX8X8 Then join the conversation & share your go-to fave below. #growth #product #startup #plg

An insider tip from an HR: I firmly believe that no candidate is a perfect fit during an interview. However, the magic lies in creating an environment where they can grow into their 100%. Here's how I ensure a seamless onboarding process for our fresh joiners: 👉 Personalized Onboarding Plans:  Crafting individualized onboarding plans is key. I tailor the process to each new member, ensuring they have the right resources and guidance to kickstart their journey. 👉 Mentorship Programs:  New employees benefit from experienced colleagues who guide them through challenges and share insights, accelerating their professional development. 👉 Continuous Learning Opportunities:  I prioritize a culture of continuous learning. Whether it's workshops, online courses, or mentor-led sessions, providing avenues for ongoing education ensures our team is always growing. 👉 Open Communication Channels:  Establishing open lines of communication is crucial. Regular check-ins create a space for new joiners to voice concerns, share ideas, and feel valued, contributing to a collaborative environment. 👉 Feedback Loops:  Implementing feedback loops is integral. Constructive feedback aids growth. I ensure that our fresh talents receive regular feedback, facilitating their evolution within the team. By focusing on these aspects, I've witnessed individuals blossom into their full potential, contributing uniquely to our team's success. Join me in creating an environment where every new joinee can evolve into their 100%! #OnboardingStrategies #TalentDevelopment #HRInsights #CareerGrowth #ProfessionalDevelopment