The Ultimate Playbook To: Hacking

The Ultimate Playbook To
Hacking
Onboarding
hackinghr.io
CONTENTS
03 INTRODUCTION
07 THE PEOPLE OPS 90-DAY ONBOARDING JOURNEY
10 RIDING THE AUTOMATION WAVE IN ONBOARDING
NAVIGATING THE TIGHTROPE: LEGAL & ETHICAL

14 CONSIDERATIONS IN ONBOARDING
PRE-ONBOARDING 101: SETTING UP YOUR NEW

20 HIRES FOR SUCCESS
28 ONBOARDING: NAVIGATING THE HACKING STAGES
ONBOARDING ENCORE: MAXIMIZING PERFORMANCE

40 AND SUPPORTING LONG-TERM SUCCESS
46 RESOURCES FOR MANAGERS
THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

INTRODUCTION
Hacking Onboarding
The Ultimate Playbook
Think of onboarding as the grand welcome party for your new hires. It's all
about helping them blend into your team, grasp the necessary skills, and hit
the ground running. But it's not just a one-time event – oh no, it's an ongoing,
dynamic process that starts when they say "yes" to your offer and doesn't
stop until they're fully productive and loving their role.
Getting onboarding right is a game-changer. It sets the stage for your

employee's journey with the organization, and trust us, a top-notch
onboarding process benefits all parties involved.
THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 03

As an HR pro, you know the power of an
effective onboarding plan. Here's a
PERKS OF
quick refresher on its superpowers:
THE GAME
CURBING TURNOVER
Did you know that 31% of new hires pack up within the first six
months, with 16% leaving within the first week? But here's the
1 good news: Having a well-structured onboarding procedure

can significantly boost the likelihood of new employees
staying with the company, with an increase of 82% in retention
rates. Additionally, productivity can improve by over 70% with
an effective onboarding process.
FUELING ENGAGEMENT
Just 12% of employees give a thumbs up to their organization's
2 onboarding process. But if you play your cards right, a solid

onboarding plan can make your employees feel valued,
connected,
performance.
and charged, driving engagement and
CULTIVATING CULTURE
Onboarding is your chance to show off your organization's
3 culture, values, and goals. It's about helping your new hires align
their career goals with your vision, creating a culture of trust,
belonging, and collaboration that attracts and retains the best of
the best.
SPEEDING UP LEARNING
4
Consider onboarding as a learning accelerator. It equips new
hires with the knowledge and skills to excel at their roles.
Tailoring your onboarding program to cater to learning styles and
providing continuous feedback can support their professional
growth

THE TWIST OF THE TALE
While onsite onboarding has been something we have
been used to doing for decades, in the era of remote and
hybrid work, courtesy of the COVID-19 pandemic,
onboarding has a new playground. Surprisingly, 80% of
employees enjoy this home office setup, with 41% feeling
more productive and 28% reporting the same
productivity levels. But, remote and hybrid work bring
their own set of challenges:

SOCIAL INTERACTION DEFICIT
When water cooler chats are off the table, building
rapport with colleagues and mentors can be a tough nut
to crack. This lack of face-to-face communication can
isolate new hires from the team and the organization.
FUZZY ROLE CLARITY

Working from home can also blur understanding roles,
responsibilities, and goals due to limited guidance and
feedback. The result? Confusion and anxiety about their
performance and progress.
ENGAGEMENT CHALLENGES
Experiencing the organization's culture first-hand can
make it easier for new hires to stay committed and
satisfied with their work experience.
The mission for HR pros is to tweak the onboarding process to tackle

these challenges while making the most of remote and hybrid work. This
guide provides the freshest research, top-notch practices, and practical
tips to create a bang-on onboarding process for remote and mixed work
styles.
We'll also give examples of innovative and pocket-friendly tech tools to

jazz up your onboarding experience. By the time you finish this guide,
you'll have a fully-loaded framework to make onboarding a resounding
success for your new hires.

THE PEOPLE OPS
90-DAY
ONBOARDING
JOURNEY

THE PEOPLE OPS 90-DAY
ONBOARDING JOURNEY
01 PREBOARDING (DAYS -7 TO 0)
Digital Welcome (HR): Communication, resources, and a peek into the
company.
Tech Ready (IT/HR): System accounts and tools prepped.
Culture Snippet (HR/Culture Team): A brief company ethos highlight.
Buddy Assignment (Manager): A dedicated person for guidance and
support.
02 FIRST 30 DAYS: IMMERSE & ORIENT

Virtual Intro (HR): Welcome ceremonies and virtual meet-and-greets.
Role & Team Deep Dive (Manager/HR): Understand their place in the
grand organizational tapestry.
Culture Immersion (HR/Culture Team): Digital stories, videos, and
resources to feel the vibe.
Essential Paperwork (HR): Streamlined digital documentation.
Check-ins (Manager): Regular feedback sessions and clarifications.
03 DAYS 31-60: TRAIN & ENGAGE

Skill Spotlight (HR/Training Team): Digital assessments to identify
strengths and gaps.
Role Mastery (Manager/Training Team): Tailored training modules and
hands-on tasks.
Team Integration (Manager): Collaboration on projects and team
sync-ups.
Project Involvement (Manager/Team Leads): Engaging in ongoing
projects and activities

08
THE PEOPLE OPS 90-DAY
ONBOARDING JOURNEY
04 DAYS 61-90: INTEGRATE & REVIEW
Building Bonds (Manager/HR): Fun and functional
team activities.
Company Visibility (HR/Communications Team):

Newsletters, shout-outs, and broader team intros.
Performance Pulse (Manager/HR): Initial reviews,

feedback, and forward planning.
Future Roadmap (Manager): Discuss the subsequent

phases of their development.

09
RIDING THE
AUTOMATION
WAVE IN
ONBOARDING

10
RIDING THE
AUTOMATION WAVE IN
ONBOARDING
Automation will be your very own digital superhero. It's here to take over those
repetitive, mundane tasks waiting for a human slip-up. With it, you're looking at a
smoother, faster, and more 'human-error'-proof onboarding process.
STEP 1:
DESIGN A 'CLICK AND REPEAT' ONBOARDING
FLOW
First things first! Having a clear onboarding game plan
changes everything. This isn't just a to-do list for your new
hire but a roadmap that guides them through their first steps
in your organization. And guess what? Automation's got your
back here. It ensures every new employee receives the same
welcome experience, at their own pace, without having your
HR team run a marathon.
Ultimately, it all comes down to having the right tech tools in
your HR toolkit. So, pick an HR technology solution that can
do all this and more. It should play well with other systems,
keep everyone's data up-to-date, and be flexible enough to
adapt to your organization's needs.
TIP
You can use an online tool to create and automate your onboarding
workflows. You can assign tasks, set deadlines, and track progress for each
new hire. You can also integrate it with other tools like Gmail, Slack, or
HubSpot to send automated emails, messages, or notifications.

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STEP 2:
POWER TO THE NEWBIES
Let's face it; no one knows a person better than they know
themselves. So, let your new hires be the masters of their
information. Allow them to punch in their data into your
secure online platform. It's a win-win: you keep their data
safe, they are in control, and together, you make onboarding
an engaging journey.
Great HRIS platforms let your new hires fill out their personal and
professional information, upload documents, and sign contracts online.
You can also use it to create employee profiles, manage benefits, and track
TIP
performance.
STEP 3:
QUEUE THE 'NUDGES'
Your automated onboarding system can act as a friendly
reminder. Prompt your newbies step-by-step to fill in their
details, sign documents, and more. Even better, create auto-
triggered 'nudges' buzzing at the right time to get things
done.
Many companies use bots that can be integrated within Slack, which will
send automated messages daily with checklists, short surveys, polls, and
TIP linked resources (you choose the frequency and structure!) to your newbies,
guiding them with daily activities. You can establish the time range these
messages will extend depending on your current onboarding company plan

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STEP 4:
ROLL OUT THE DIGITAL WELCOME MAT
You've got a new member on board, so let's make them
feel at home! An automated welcome message can do
that right when they complete the onboarding process.
It's your digital confetti to celebrate their arrival.
TIP
You can use tools to create and send a customized welcome email to
your new hires. You can include a video message from the CEO, a link
to the company handbook, or some fun facts about the team.
STEP 5:
KEEP THE CONVERSATION GOING
Onboarding isn't a 'one-and-done' deal. Keep the momentum
going with custom emails that chime in at critical milestones.
This could be a gentle nudge to the manager about setting up
weekly check-ins or a quick survey to understand how your
new hire is settling in.
TIP
For example, you can create and send online surveys to your new hires at
different stages of their onboarding journey. You can ask them about their
satisfaction, challenges, and suggestions. You can also use it to analyze
the results and identify areas of improvement.

13
NAVIGATING THE
TIGHTROPE
LEGAL & ETHICAL
CONSIDERATIONS IN
ONBOARDING

14
NAVIGATING THE
TIGHTROPE:
LEGAL & ETHICAL
CONSIDERATIONS IN ONBOARDING
The onboarding process isn't just about making new hires feel welcome—it's also
about ensuring that every step aligns with legal regulations and upholds the
highest ethical standards. Missteps can result in severe consequences, both
reputationally and financially. Below are ten practical tips to ensure you're on the
right track:
Equal Opportunity Employment: Ensure your onboarding doesn't favor or

discriminate against any group. All employees, regardless of race, gender,
religion, age, or other protected categories, should experience a uniform
onboarding process.
Data Protection & Privacy: With digital onboarding comes the responsibility of
handling personal data. Ensure compliance with data protection regulations
like GDPR (for Europe) or CCPA (for California, USA).
Transparent Communication: Avoid future disputes by ensuring all roles,

responsibilities, benefits, and compensation details are communicated clearly
and documented.
Workplace Harassment Training: Mandate training sessions about workplace

harassment, ensuring all new hires know what constitutes inappropriate
behavior and the reporting mechanisms.
Accessibility & Accommodations: Ensure your onboarding materials, training,

and sessions are accessible to everyone, including those with disabilities. Be
prepared to provide reasonable accommodations when necessary.

15
Avoiding Contractual Missteps: Ensure all contracts, non-compete clauses,
and confidentiality agreements are clear, valid, and enforceable in your
jurisdiction.
Ethical Company Culture Training: Beyond just company culture, emphasize

training that includes company ethics, expected behaviors, and the
implications of unethical conduct.
Verify Eligibility to Work: For countries with specific work authorization

requirements, make sure to verify the new hire's eligibility to work legally.
Clarity on Probationary Periods: If your company has a probationary period

for new hires, clearly define its length, terms, and implications.
Regularly Update Onboarding Materials: Laws and ethical best practices

evolve. Regularly review and update your onboarding materials to reflect the
latest regulations and standards.

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REFLECTION QUESTIONS TO
MOVE FORWARD
Equal Opportunity: How does your onboarding process promote

equality? Are there unconscious biases that may affect certain
groups over others?
Data Protection: Are you fully compliant with the latest data
protection regulations relevant to your location and operations?
How often do you review these measures?
Communication: How transparent and consistent is your

communication regarding roles, responsibilities, and benefits?
Are there areas where ambiguity might arise?
Workplace Dynamics: Do you actively ensure a safe working

environment free from harassment? How robust is your
mechanism for reporting and handling inappropriate behavior?
Accessibility: Are your onboarding materials and activities

inclusive and accessible to all, including those with disabilities?
How can you improve upon this?

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Contractual Aspects: Are there parts of your contracts or
agreements that could be seen as murky or unclear? How often
do you revisit and update them?
Ethical Training: How effectively does your onboarding introduce

and instill company ethics and expected behaviors? Are there
areas that need to be addressed?
Work Eligibility: How streamlined and thorough is your process

for verifying a new hire's eligibility to work?
Probation Terms: Do new hires have absolute clarity on the

terms, length, and implications of any probationary periods?
Material Updates: How frequently do you review and refresh your

onboarding materials? Do you have triggers or schedules in place
to ensure they align with evolving laws and ethical standards?

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CHECKLIST FOR LEGAL &
ETHICAL ONBOARDING
Equal opportunity employment practices in
place
Compliance with data protection regulations

confirmed
Role, responsibilities, and compensation are

communicated
Mandatory workplace harassment training

scheduled
Onboarding materials reviewed for

accessibility
Legal review of contracts and agreements

conducted
Ethical training modules integrated into

onboarding
Work eligibility verification process

established
Probationary period terms are clearly defined
Review schedule set for updating onboarding

materials

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PRE-ONBOARDING 101:
SETTING UP YOUR NEW
HIRES FOR SUCCESS

20
PRE-ONBOARDING 101:
SETTING UP YOUR NEW
HIRES FOR SUCCESS
Pre-onboarding is the sweet spot between when a new hire says "Yes!" to your
offer and their first official day on the job. It's your golden chance to drum up
excitement, instill confidence, and prepare your new teammates for their
incredible journey.
Think of it as the backstage prep before the big show. It's crucial to ease new hires'
nerves about joining a new team, especially in a remote or hybrid working
environment. But it's also about opening communication channels to ease their
transition and boost engagement.
Let's dive into some best practices and tips to ensure your new hires are all geared
up for their grand debut:
THE WELCOME
EMAIL
Send a personalized and enthusiastic welcome email when your new hire
is onboard. A quick congrats message and a note about your excitement
to work with them can go a long way. But don't stop there – add in some
essential details:
Their start date and time

Manager's name and contact details
Introduction to their team
A sneak peek into their onboarding schedule
Equipment and software they'll need
Their login credentials and access codes
Tasks or assignments to complete before Day 1
Resources to learn more about the organization

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THE WELCOME
PACKAGE
Nothing screams "welcome" more than a thoughtful welcome package.

Brand it with some goodies – maybe a mug, a notebook, or a t-shirt. Toss
in something fun or handy, like a snack, a plant, or a gift card. Round it
off with a personalized note from their manager or team.
E
W E LCOM
THE
CALL
A quick, informal call before Day 1 is a great touchpoint. Use it to clarify
doubts, share some insider tips for Day 1, and learn more about your new
hire's hobbies, interests, or goals.

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TEAM INTRODUCTIONS
Give your new hire a virtual tour of

their team. Use email or chat for
team members to introduce
themselves with fun or interesting
tidbits about themselves.
Encourage one-on-one welcomes
for an added personal touch.
THE PRE-ONBOARDING
CHECKLIST
An automated pre-boarding
checklist can work wonders to keep
your new hires on track. Use it to list
all the tasks they must complete
before Day 1. Some handy project
management tools with automation
flows can help you monitor their
progress and assist if needed.

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MOVE FORWARD
The preboarding phase is the first official touchpoint between the
new hire and the company. The preamble sets the expectation, tone,
and excitement levels for the journey ahead. As the precursor to
onboarding, it can potentially make a lasting impression.
How are you welcoming your new hires?
Do you have a structured plan for their first interaction with

your company?
Are the resources provided during the pre-boarding phase

meeting the needs and expectations of your new hires?
Is your pre-boarding process adaptable to individual needs or

circumstances?
How are you setting the tone for your company's culture even
before the new hires enter the office?
So, how can you ensure that this initial phase is not just a
formality but a memorable experience?

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YOUR PRE-BOARDING
CHECKLIST (I)
Task One: Hiring Process Completion [As soon as the job offer is accepted]
Collect signed offer letters and any other employment agreements. (An HRIS
system can automate this process.)
Complete background checks and reference checks, if necessary. (Some HRIS
systems can handle this.)
Ensure all compliance requirements are met
Task Two: Documentation and Payroll [1-2 weeks before the start date]
Send the new hire all necessary tax and payroll forms. (Automated email
systems can handle this.)
Collect and process completed forms.
Set up the new hire in the payroll system. (This can be automated with HRIS
or onboarding software.)
Task Three: Company Policy and Procedure Overview [1 week before the start date]
Send the Employee Handbook and any relevant policy documents. (This can be
automated with HRIS or onboarding software.)
Schedule a time to discuss and answer any questions related to policies and
procedures.
Encourage the new hire to review the organizational chart and understand their
reporting line.

25
YOUR PRE-BOARDING
CHECKLIST (II)
Task Four: Preparing for the First Day [3-5 days before the start date]
Confirm the start date and time with the new hire
Inform relevant parties (reception, manager, team) about the new hire's first
day.
Organize any necessary day-one activities, like an office tour or team lunch
Task Five: Equipment Setup and Access
Coordinate with IT to set up the necessary equipment and software access.

(Project management software can assist in task delegation.)
Ensure all equipment (laptop, phone, etc.) is delivered or purchased if
working remotely. (Shipping trackers can be used.)
Guide how to set up email and any other software accounts. (HRIS systems
can automate this assignment.)
Task Six: Introduction to Team and Culture
Arrange for a welcome email or message from the team or manager. (Email
automation tools can handle this.)
Plan any pre-start-date social activities, like a meet-and-greet session, if
applicable
Assigning a mentor or buddy to newly hired employees is strongly
recommended if this is part of your onboarding process

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YOUR PRE-BOARDING
CHECKLIST (III)
Task Seven: Plan Onboarding Training
Schedule necessary training for the new hire, including role-specific training,
software training, or company-wide training. (Learning management systems
can automate this task and send notifications.)
Send a calendar invite with all the onboarding activities and necessary
details. (Calendar software can automate this.)
Task Eight: Regular Check-ins
It's a good idea to schedule regular check-ins with new employees using
calendar software. This will help keep everyone on track and ensure nothing
falls through the cracks.
Encourage the new hire to ask questions or concerns before they start.
Plan to gather feedback after the first week and at key milestones throughout
the onboarding process. (Automated surveys can be used.)
With this checklist under your belt,

you'll ensure your new hires step into
their first day with confidence and a
TIP positive vibe about your
organization. Pre-onboarding is the
secret sauce for a seamless and
memorable onboarding journey.

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ONBOARDING:
NAVIGATING THE
HACKING STAGES

28
ONBOARDING:
NAVIGATING
THE HACKING
Proper onboarding can kick employee
engagement into high gear, boost
performance, and improve retention
STAGES
rates.
Regarding remote or hybrid work

scenarios, onboarding becomes even
Onboarding is a well-choreographed more of a compelling challenge. It
dance that begins when a new hire requires extra planning, better
signs their contract. It's a mix of coordination, and more
people, procedures, and processes all communication to make sure new hires
working together smoothly. But it's not slide into their roles smoothly. It's also
just a one-time event; it's a continuous essential to add a touch of creativity,
journey that sets up new hires to jump flexibility, and personalization to
in headfirst and become satisfied, deliver an onboarding experience that
productive members of your team (the connects new hires with your
more your practice the choreography, organization and their team.
the better you'll dance, so it is the
same with onboarding). Here's the playbook on how to build a
winning onboarding program and what
Getting onboarding right is like piecing to tackle in each phase:
together a complex puzzle. It involves a
lot of stakeholders, activities, and
desired results. But the payoff is
enormous.

29
INITIATION:
THE RED CARPET STAGE
This is like the opening act of onboarding. This is where you roll out the red
carpet and welcome your new hires to your organization, their team, and their
new role. Typically spanning a day or two, the orientation stage is about:
Making new hires feel like VIPs – valued, appreciated,

and pumped up
Offering a sneak peek into your organization's heritage,

vision, mission, values, culture, and objectives.
Outlining their role's essence, responsibilities,

expectations, and goals
Familiarizing them with their manager, team members,

mentors, buddies, and other key stakeholders
Familiarizing them with their manager, team

members, mentors, buddies, and other key
stakeholders
Guiding them through the

physical or virtual workspace
and providing a walkthrough
of tools and systems
Addressing their queries and

dispelling any concerns.

30
RED CARPET HACKS
Here are a few hacks for smashing their initiation:
ENGAGE, DON'T LECTURE

Orientation isn't a monologue; it's a dialogue. You aim to
engage new hires, stoke their curiosity, and urge them to ask
questions. Jazz it up with quizzes, polls, games, icebreakers,
or breakout sessions. Employ gamification or storytelling to
make the process more enjoyable and less mundane.
For instance, set up a scavenger hunt that urges new hires to
discover different facets of your organization. Use compelling
narratives to drive home your organization's culture or vision.
CUSTOMIZE, DON'T GENERALIZE

Every new hire is unique, and so should their orientation.
Ditch the one-size-fits-all model and customize the
experience based on their needs and preferences. Leverage
surveys, assessments, or profiles to personalize your
approach.
For example, cater to different learning styles with a mix of video,
audio, text, or graphics. Blend in other content types to cater to
various motivations or expectations.
CONNECT, DON'T JUST INTRODUCE

Orientation isn't a cursory tour of your organization. It's an
opportunity to forge a meaningful connection between new
hires and their role and team. Utilize case studies, scenarios,
or simulations to make the orientation relevant.
For example, use case studies to showcase how their role
contributes to the organization's vision or goals. Offer feedback,
support, or coaching to help them set SMART goals, recognize
their strengths and weaknesses, and chalk out action plans for
their improvement.
With these tips up your sleeve, you're all set to make your orientation
phase interactive, personalized, and relevant. Remember, a well-
executed orientation sets the tone for the entire onboarding journey
and can create a positive and lasting first impression.

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TRAINING
THE KNOWLEDGE
TRANSFER STAGE
Training is the bedrock of the onboarding experience. This second
stage of the onboarding saga is about endowing your fresh
recruits with the know-how and tools they need to knock their
roles out of the park. Depending on how intricate and vast the
position is, this training could take anywhere from a week to a
fortnight. The overarching objectives of this stage are to:
Evaluate the new hire's existing knowledge and skill set,

and pinpoint any potential deficiencies or areas for
improvement
Deliver structured, bespoke learning experiences

tailored to each new hire's individual needs and
preferences.
Instruct them on the nuts and bolts of their roles –

everything from technical skills, processes, and
protocols to standards and best practices.
Offer ongoing feedback, support, and guidance to

smoothen the learning journey.
Gauge their learning outcomes and track their

progress and performance along the way.

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TRAINING
A couple of pointers to ace this training stage are:
EMBRACE A BLENDED LEARNING MODEL

This model is an array of learning techniques – online,
offline, synchronous, asynchronous, formal, informal,
guided, self-led, individual, and collaborative. This diversity
in learning strategies can make the training more effective
and captivating for new hires by adapting to their unique
learning styles and needs. For instance, you could use online
courses or videos for self-paced learning and webinars or
workshops for instructor-led learning.
MICROLEARNING MAGIC
This approach involves dishing out knowledge in digestible,
bite-sized nuggets that are easier to consume and
remember. It could enhance your new hires' retention and
application of knowledge and skills by minimizing cognitive
overload, increasing focus, and reinforcing learning through
repetition and feedback.
GAMIFY THE PROCESS

Incorporating game elements and mechanics, like points,
badges, levels, leaderboards, and challenges, can make the
training experience more enjoyable and engaging. It taps
into the new hire's intrinsic and extrinsic motivations, such
as curiosity, competency, autonomy, or recognition

33
IMMERSION:
THE BECOMING PART
OF THE TEAM STAGE
This is where newbies will fully integrate into the organization and the team.
Depending on the depth and breadth of the role, this phase could span a
month or two. The primary objectives of the immersion phase are to:
Facilitate the cultivation of solid and meaningful relationships

between your new hires and their colleagues, managers, mentors,
buddies, and other key players. These connections form the
cornerstone of a collaborative and supportive work environment.
Help your new hires find their place within the organization.
Foster a sense of belonging and alignment with the organization's
ethos, values, and objectives, which goes a long way in nurturing a
loyal and committed workforce.
Fuel their engagement, motivation, and satisfaction. It's vital for

new hires to not only enjoy their work but also find it fulfilling. It
can significantly impact their overall performance and inclination
to stick around for the long haul.
Propel them towards achieving peak productivity and

performance. As new hires assimilate into their roles and become
more familiar with their responsibilities, you can expect a
considerable uptick in their efficiency and effectiveness.
Support their professional growth and development. Providing

avenues for new hires to continuously learn, evolve, and advance
in their roles benefits them personally and adds immense value to
the organization.

34
IMMERSION
Some tips for executing a successful immersion phase include:
FOSTER A CULTURE OF OPEN COMMUNICATION

Encouraging regular, open, and honest communication
fosters a positive work environment where new hires feel
heard and valued. Regular check-ins, team meetings, and
open-door policies can contribute to this.
ORGANIZE SOCIAL EVENTS

Arrange social activities and team-building exercises. It's an
effective way to facilitate interaction between team
members and help new hires build strong relationships with
their peers and superiors.
PROVIDE MENTORSHIP OPPORTUNITIES

IAssigning mentors to new hires can provide valuable
insights and guidance, helping them navigate their initial
months effectively.
RECOGNIZE AND REWARD

Acknowledging the efforts and achievements of your new
hires can be a powerful tool to keep them motivated. Public
recognition or small rewards can instill a sense of
appreciation and loyalty among your new hires.
Following these tips ensures that your immersion phase is an engaging,

inclusive, and beneficial experience for your new hires. The immersion phase
creates an integrated, empowered, and productive workforce.

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MOVE FORWARD
Training is the bedrock of the onboarding experience. This second stage of the onboarding
saga is about endowing your fresh recruits with the know-how and tools they need to
knock their roles out of the park. Depending on how intricate and vast the position is, this
training could take anywhere from a week to a fortnight. The overarching objectives of this
stage are to:
How do you ensure this process is enriching, informative, and

aligns with the new hire's expectations and needs?
Are you meeting your new hires' needs in the different stages of
onboarding - orientation, training, and integration?
How can you personalize the onboarding experience?
How practical is your current training?
Are you continuously adapting it based on feedback?
How successful are you at integrating new hires into your

organization's culture and team?

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YOUR ONBOARDING CHECKLIST
INITIATION PHASE:
Day 1 - Opening Ceremonies: Conduct the official welcome ceremony or
event for new hires. Consider using an event management platform for
remote teams.
Week 1 - Role Context: Give your new hires an in-depth understanding of

how their roles tie into the larger picture. Automated org charts or role
descriptions can help simplify this process.
Week 1 -Departmental Introduction: Introduce them to different

departments and illustrate how cross-functional collaboration happens. If
remote, this can be facilitated through a well-structured intranet or team
collaboration platform.
Week 1-2 - Organizational Culture Deep Dive: Expand upon the

organization's culture, focusing on unwritten norms and day-to-day
operations. Use videos and digital storytelling to bring your culture to life.
Week 1 - Official Documentation: Ensure all necessary paperwork and

official processes are completed. An automated document management
system can streamline this process.

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TRAINING PHASE
Weeks 1-2 - Skill Gap Analysis: Conduct an assessment to identify any skill
gaps and inform training needs. Digital assessment tools can help
streamline this process.
Month 1 - In-depth Role-based Training: Set up training sessions, either

through internal trainers, external providers, or online courses, targeting
the identified skill gaps. Consider using Learning Management Systems
(LMS) with personalized learning pathways.
From the start of Training - Performance Tracking: Initiate tracking

mechanisms on your LMS to measure the progress and effectiveness of
training modules. An LMS with integrated analytics can offer valuable
insights here.
End of Month 1/Start of Month 2 - Iteration of Training Plan: Gather

feedback from managers and new hires to fine-tune the training plan for
optimum results. Machine learning-enabled systems can help identify
patterns and predict learning outcomes.

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INTEGRATION PHASE
Month 2 - Team Building Activities: Organize team activities or workshops
to strengthen relationships among employees. Virtual team-building
platforms can add an element of fun and engagement.
End of Month 1/Early Month 2 - Company-wide Introduction: If not done

during preboarding, introduce new hires to the organization through
company-wide meetings or newsletters. Use a collaboration tool or an
internal communications platform for this purpose.
End of Month 3 - First Performance Review: Use a performance

management system to remind managers to conduct the first formal
performance review, provide constructive feedback and discuss the next
steps in career development.

39
ONBOARDING
ENCORE:
MAXIMIZING
PERFORMANCE AND
SUPPORTING
LONG-TERM SUCCESS

40
ONBOARDING ENCORE:
MAXIMIZING PERFORMANCE AND
SUPPORTING LONG-TERM SUCCESS
After the grand onboarding opera, it's time for the Encore, where the star
performers (your new hires) showcase their talent and adaptability. This
critical phase often goes unnoticed, yet it's here where we ensure the rhythm
of productivity is maintained and new hires continue their growth journey
within the organization.
QUANTIFY ONBOARDING SUCCESS: ONBOARDING METRICS MATTER
RETENTION RATE
This is the percentage of new hires staying with the
organization beyond set timeframes (30 days, 90 days, or
one year). A high retention rate is a testament to your
onboarding process's ability to instill loyalty.
TIME TO PRODUCTIVITY
Monitor how long your new hires take to meet the expected
performance levels. A short time to productivity underlines
the efficiency of your onboarding process. This will always
depend on the role objectives and your company culture.
Many organizations nowadays focus not on "productivity"
but on quality results and outcomes.
ENGAGEMENT SCORE
Measure how engaged your new hires are. Tools like surveys
or polls can be utilized to assess their commitment,
involvement, and enthusiasm for their work. A high
engagement score is indicative of a positive onboarding
experience.

41
BEYOND ONBOARDING:
SUPPORT FOR CONTINUED
GROWTH (I)
While onboarding is pivotal, the journey doesn't end there. The post-onboarding phase is
where the rubber meets the road. It's the time when the new hire starts contributing
significantly, needs continuous support, and begins envisioning their long-term growth
within the company. How do you ensure you're facilitating this phase effectively, setting
the foundation for long-term engagement and success?
Mentoring: Assign a seasoned employee to guide, advise, and

coach your new hires. This relationship can offer your new hires
invaluable insights, feedback, and support.
Buddying: Pair your new hires with a peer or colleague with similar
interests or backgrounds. This can enhance social bonding and ease
their comfort within the new work environment.
Training: Provide ongoing training sessions that help new hires to

acquire new skills, knowledge, or competencies. Regular training
keeps your new hires updated, relevant, and competitive in their
fields. Some companies have special growth programs and even
investment times for employees to continue developing hard skills
that are work-related or not!
Feedback: Your onboarding process is flexible. It can constantly be

improved based on the feedback from your new hires. You can use
automation to collect feedback from your new hires throughout
onboarding. You can use surveys, polls, or chatbots to ask them
about their satisfaction, challenges, and suggestions. This can help
you identify improvement areas and measure your onboarding
program's effectiveness.

42
BEYOND ONBOARDING:
SUPPORT FOR CONTINUED
GROWTH (II)
While onboarding is pivotal, the journey doesn't end there. The post-onboarding phase is
where the rubber meets the road. It's the time when the new hire starts contributing
significantly, needs continuous support, and begins envisioning their long-term growth
within the company. How do you ensure you're facilitating this phase effectively, setting
the foundation for long-term engagement and success?
Foster a Sense of Belonging: Long-term retention is a product of

continued engagement and a strong sense of belonging. Regular
team-building activities, open and inclusive communication, and
recognition of individual contributions can significantly enhance a
sense of community within your organization.
Leverage Technology: Using technology can significantly improve

post-onboarding activities. With advanced learning management
systems and AI-powered performance tracking tools, various
aspects of post-onboarding can be automated and optimized for
efficiency.
Iterate and Improve: Remember that the onboarding process

should be dynamic. Use the feedback and data you've gathered to
continuously improve and iterate your onboarding program,
adapting to your company's evolving needs and those of your
employees.

43
MOVE FORWARD
The "Onboarding Encore" is about turning successful new hires into long-term,
high-performing team members. It's the final piece of the hacking onboarding
journey, crucial to building a productive and satisfied workforce that sticks
around for the long haul.
How effective are your post-onboarding support and

development opportunities?
Are you engaging new hires beyond their immediate roles?
What measures are in place to gauge new hire satisfaction and

retention?
How do you handle feedback from exiting employees, and how

does this influence your onboarding process?

44
YOUR POSTBOARDING CHECKLIST
DAYS 91-120: LAYING GROWTH FOUNDATIONS
Mentorship Initiatives: Pair new hires with seasoned employees for guidance.
Buddying System: Initiate peer-to-peer connections.
Feedback Mechanisms: Launch regular onboarding feedback loops.
Training Modules: Start introducing additional training sessions to foster

continuous learning
DAYS 121-150: STRENGTHENING TEAM BONDS

Fostering Belonging: Organize regular team-building activities.
Encourage open and inclusive communication across teams
Recognition: Celebrate notable contributions and achievements of new

hires
DAYS 151-180: EVALUATION & ITERATION

Tech Integration: Assess the use of technological tools in post-onboarding
activities.
Optimize and introduce any necessary new tools or platforms.
Process Review: Analyze feedback and data from the onboarding phase.
Plan for iterations and improvements in the onboarding process.

45
RESOURCES
FOR
MANAGERS

46
THE MANAGER'S
ONBOARDING CHECKLIST
PRE-ARRIVAL
Calendar Availability: Check your schedule for upcoming time off during the
new hire's first week. If you aren’t available, assign an alternative team member
to assist during your absence.
Onboarding Buddy Selection: Choose an onboarding buddy from the new

hire's team. Ideally, this should be someone in a similar time zone who has
been with the organization for over three months and won't be away for the
first two weeks of the new hire's onboarding.
Equipment Status Verification: If the organization provides a laptop, confirm

the order status to ensure the new hire will have it on their first day. If not,
arrange an alternative solution.
Welcome Email: Send a welcome email to the new hire's address, providing
them with the time and link for the introduction video call and any other
pertinent information.
DAY 1
Welcome Meeting: Set up a video call with the new hire to welcome them to
the team. Be ready to answer any initial questions they might have.
Introduction to the Team: If the new hire has a LinkedIn profile, share it with
the rest of the team, encouraging them to connect and interact.
WEEK 1
Role Contextualization and Performance Expectations: Explain the new hire's
responsibilities and how their role fits into the team and the organization. Set
clear performance expectations for their onboarding period.
Regular Check-ins: Start scheduling recurring one-on-one meetings to provide

regular feedback and address any questions or concerns the new hire may
have.

47
THE MANAGER'S
ONBOARDING CHECKLIST
WEEKS 2-3
Role-specific Tasks: Review and complete any tasks specific to the new hire's
role, coordinating with HR as necessary. If the new hire is a People Manager,
remind them about the Interview Training and Becoming a Manager issues
which will be opened one week after their start date.
Project Collaboration: Gradually involve the new hire in ongoing projects,

allowing them to observe and participate as they become more comfortable.
MONTH 1
Team Building Activities: Organize team activities or workshops to foster
stronger relationships and integrate the new hire into their teams.
Performance Reviews: Conduct regular performance reviews, provide

constructive feedback, and discuss the next steps in the new hire's career
development.

48
BEYOND THE 30 DAYS:
MASTERING THE 30-60-90
If you are a Manager, the 30-60-90 plan will be an excellent asset for you! This action-
oriented plan sets the new hire's goals and expectations for the first 90 days on the job. It
helps the new hire understand the organization's culture, processes, and expectations
and provides a concrete framework to achieve early wins and build credibility in their new
role. Here's a general 30-60-90 plan that can be aligned to the specific role and your
existing company plan:
FIRST 30 DAYS: THE FOUNDATIONS
While some of the tasks that a manager can develop within the first 30 days were
addressed in the previous game plan to-do list for managers, you will also find some other
practical tips and helpful actions items below:
OBJECTIVES:
Culture Dive: Help the new hire soak in the organization's mission,
values, and culture.
Organizational Oracle: Ensure the new hire grasps the company

structure and the key players in their orbit.
Resource Radar: Provide all necessary resources and be the go-to

for queries.

49
BEYOND THE 30 DAYS:
KEY ACTIONS:
Facilitate an ongoing connection with their onboarding buddy, ensuring a
smooth start. Lean on the "Decrypting Doubts" sessions to address any early
challenges.
Towards the end of the month, initiate the "First Role Play" – a practical
session where they dive into projects, with you and the onboarding buddy as
their GPS.
Round off the month with a brief "Retro & Ready" review. Reflect on the highs
and lows, and outline the next steps.
NEXT 30 DAYS (31-60): APPLICATION & CONTRIBUTION
OBJECTIVES:
Action Activator: Transition the new hire from being a learner to a

contributor
Project Pathfinder: Seamlessly involve the new hire in ongoing

ventures, ensuring they apply their insights.
Opportunity Optimizer: Encourage the new hire to identify

potential process hacks and innovative pathways.

50
BEYOND THE 30 DAYS:
KEY ACTIONS:
Kickstart the month with "Project Pioneering." Assign them a specific project
while checking their progress in other ongoing tasks.
The "Feedback Fiesta" – A bi-weekly session to provide candid feedback and

constructive critique.
Organize the "Innovation Incubator" meet, nudging them to brainstorm and

spotlight areas ripe for innovation. Subsequently, craft a clear roadmap of
objectives that intertwine with broader company goals.
LAST 30 DAYS (61-90): OPTIMIZATION & DEVELOPMENT
OBJECTIVES:
Performance Prophet: Elevate the new hire from being a team

member to a potential team leader.
Creativity Catalyst: Foster an environment where they are free to

ideate, innovate, and implement.
Growth Guru: Set the stage for their long-term journey in the
organization.

51
BEYOND THE 30 DAYS:
KEY ACTIONS:
The "Full-Throttle Forward" session – Acknowledge their seamless integration

into the team, appreciating their efforts and insights.
Schedule the "Rethink & Revamp" brainstorming. A dedicated slot for them to
present process improvements.
Conclude the 90-day odyssey with the "Trailblazer Talk." A comprehensive

review encompassing their achievements, areas of growth, and a blueprint of
their future in the organization.
With this holistic roadmap, managers don't merely supervise – they shape,
steer, and skyrocket the new hire's journey, ensuring every mile they
traverse adds value to their personal growth and the company's evolution!

52
YOUR NOTES:

53

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The Ultimate Playbook To

07 THE PEOPLE OPS 90-DAY ONBOARDING JOURNEY

10 RIDING THE AUTOMATION WAVE IN ONBOARDING

NAVIGATING THE TIGHTROPE: LEGAL & ETHICAL

PRE-ONBOARDING 101: SETTING UP YOUR NEW

28 ONBOARDING: NAVIGATING THE HACKING STAGES

ONBOARDING ENCORE: MAXIMIZING PERFORMANCE

46 RESOURCES FOR MANAGERS

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Getting onboarding right is a game-changer. It sets the stage for your

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 03

1 good news: Having a well-structured onboarding procedure

2 onboarding process. But if you play your cards right, a solid

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 04

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 05

FUZZY ROLE CLARITY

The mission for HR pros is to tweak the onboarding process to tackle

We'll also give examples of innovative and pocket-friendly tech tools to

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 06

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING 07

02 FIRST 30 DAYS: IMMERSE & ORIENT

03 DAYS 31-60: TRAIN & ENGAGE

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Company Visibility (HR/Communications Team):

Performance Pulse (Manager/HR): Initial reviews,

Future Roadmap (Manager): Discuss the subsequent

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Equal Opportunity Employment: Ensure your onboarding doesn't favor or

Transparent Communication: Avoid future disputes by ensuring all roles,

Workplace Harassment Training: Mandate training sessions about workplace

Accessibility & Accommodations: Ensure your onboarding materials, training,

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Ethical Company Culture Training: Beyond just company culture, emphasize

Verify Eligibility to Work: For countries with specific work authorization

Clarity on Probationary Periods: If your company has a probationary period

Regularly Update Onboarding Materials: Laws and ethical best practices

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Equal Opportunity: How does your onboarding process promote

Communication: How transparent and consistent is your

Workplace Dynamics: Do you actively ensure a safe working

Accessibility: Are your onboarding materials and activities

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Ethical Training: How effectively does your onboarding introduce

Work Eligibility: How streamlined and thorough is your process

Probation Terms: Do new hires have absolute clarity on the

Material Updates: How frequently do you review and refresh your

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING

Compliance with data protection regulations

Role, responsibilities, and compensation are

Mandatory workplace harassment training

Onboarding materials reviewed for

Legal review of contracts and agreements

Ethical training modules integrated into

Work eligibility verification process

Probationary period terms are clearly defined

Review schedule set for updating onboarding

THE ULTIMATE PLAYBOOK TO HACKING ONBOARDING