Designing the Ultimate Onboarding Journey for Your Team

Onboarding is a critical phase in the employee lifecycle, setting the tone for new hires and their long-term success within the company. A well-designed onboarding journey not only equips new team members with the knowledge and tools they need but also fosters a sense of belonging and engagement from day one.

Here’s a step-by-step guide to crafting the ultimate onboarding experience for your team, from day 1 to day 60.

Day 1: Welcome and orientation

The onboarding journey begins with a warm welcome. On the first day, new hires should receive a personalised welcome message that introduces them to the company’s mission, vision, and values. Alongside this, provide access to a curated set of onboarding materials that will help them understand the company's culture and expectations.

To facilitate immediate connections, set up a communication channel (such as a Slack channel) for the new hire cohort. This space allows new employees to interact with each other and begin building relationships right from the start.

Day 3: Role-specific learning path

By the third day, it’s important to provide new hires with a learning path tailored to their specific roles. This should include tutorials, articles, and videos that introduce them to the tools, technologies, and methodologies used by their team. This targeted approach ensures that new employees can hit the ground running and contribute meaningfully as soon as possible.

Day 7: Building a network

One of the most valuable aspects of a successful onboarding process is helping new hires build a network within the company. Starting on the seventh day, initiate automated weekly introductions that connect them with individuals in various roles across the organisation. This not only broadens their understanding of the company but also fosters cross-functional relationships that can be crucial for future collaboration.

To streamline this process, consider using tools like Doozy to automate these introductions and manage communication seamlessly within Slack.

Day 10: Mentor check-in

Mentorship is a cornerstone of effective onboarding. Schedule a one-on-one check-in between new hires and their assigned mentors around the tenth day. This meeting provides an opportunity for new employees to discuss their progress, ask questions, and receive personalised guidance on their roles.

Day 14: Knowledge assessment

By the second week, new hires should be comfortable with the basics of their role and the company. A well-timed quiz can help reinforce key concepts and ensure they have absorbed essential information. Tools like Doozy's quiz feature can be particularly effective in engaging new hires and assessing their understanding.

Additionally, continue to facilitate connections with colleagues across the organisation to deepen their understanding and integration into the company culture.

Day 15: Culture and values immersion

Understanding the company’s core values and culture is crucial for new hires. Organise a session where senior leaders can share insights about the company's values, culture, and long-term vision. This session can be conducted virtually or in person and serves to align new employees with the company’s goals.

Day 18: Engaging quizzes and team building

To make the onboarding process more engaging, consider incorporating fun activities such as quizzes that test new hires' knowledge of the company’s products and solutions. This reinforces learning and can generate a sense of camaraderie (competitiveness optional!)

Doozy offers interactive quiz features that can make these sessions both fun and informative.

Day 21: Project kickoff

By the third week, it’s time for new hires to start applying what they’ve learned. Introduce them to a small project or task within their team, providing them with practical experience and the opportunity to contribute to the team’s goals.

Day 22: Deeper team integration

Continue to facilitate introductions and connections within the new hire’s immediate team. By ensuring they meet key individuals, you help them integrate more deeply into their specific department, making them feel more at home.

Day 25: Team bonding

Social integration is as important as professional onboarding. Plan a fun team bonding activity—whether virtual or in-person—to help new hires build strong relationships with their teammates. Tools like Doozy, which offers virtual games and activities, can help create engaging and memorable team bonding experiences.

Day 31: Mid-onboarding feedback

Feedback is crucial to continuous improvement. After the first month, send out a survey to gather feedback from new hires on their onboarding experience so far. Use this feedback to make adjustments and improvements to the process, ensuring that the onboarding journey remains effective and engaging.

Day 35: Mid-onboarding check-in

Build on the feedback gathering and schedule a more comprehensive session. This is an opportunity for new hires to discuss their experiences with their manager and HR, address any concerns, and explore opportunities for further development.

Day 40: Product deep dive

By now, new hires should have a good grasp of their role and the company’s operations. Arrange a deep dive session with a product manager or senior team member to give them a comprehensive understanding of the company’s products and how their role contributes to the overall strategy.

Day 50: Career development discussions

Career growth should be a key focus of the onboarding process. Around the 50-day mark, hold a one-on-one meeting with new hires to discuss their career aspirations and development opportunities within the company. This sets the stage for their long-term growth and engagement.

Day 55: Team retrospective

As new hires approach the end of their onboarding journey, involve them in a team retrospective. This meeting allows the team to reflect on recent projects, celebrate successes, and discuss challenges. It also further integrates the new hire into the team’s workflow and culture.

Day 59: Preparing for the 60-day review

To ensure that new hires feel confident going into their 60-day review, provide them with a checklist and tips on how to prepare. This preparation helps them reflect on their progress and set goals for the future.

Day 60: Final feedback and reflection

Finally, cap off the onboarding journey with a final survey to gather comprehensive feedback on the entire process. This feedback is invaluable for refining and enhancing the onboarding experience for future hires. Consider using tools like Doozy to automate this feedback collection and analyse the results.