What am I here to do?
Responsibilities, expectations, standards, priorities, decisions and contribution.
ONBOARDING
A good welcome isn’t the same as getting someone up to speed.
The goal isn’t to finish onboarding. It’s for someone to understand the business, their team and their role well enough to start contributing.
DESIGNED DELIBERATELY.USED NATURALLY.
MY VIEW
Start at the end.
Most onboarding starts by asking what information we need to give someone. I prefer to start by asking what they need to become effective.
What should this person know? What should they be able to do? What should they understand about how their team works? What should they be ready to own?
Once that’s clear, we can work backwards.
ROLE → TEAM → BUSINESS01 / ROLE 02 / TEAM 03 / BUSINESS
Build around the contribution.
How do we work effectively together?
Dependencies, relationships, communication, ownership and ways of working.
What am I contributing to?
Direction, priorities, context and how the role connects to the bigger picture.
Standardise what should be consistent. Personalise what should be human. Automate the admin, not the relationships.
LESS ADMIN. MORE USEFUL MANAGER TIME.
50 → 33 manual tasks. One redesigned onboarding workflow removed 17 manual tasks, giving managers more time for planning, context-setting and actually supporting the new starter.
Read the onboarding case study →START A CONVERSATION
Talk to me about onboarding.
Tell me where new starters get stuck and what managers keep having to coordinate.
Start a conversation