Build a structured onboarding plan that gets a new team member productive, connected, and confident in their first weeks.
## CONTEXT I am bringing a new person onto my team and I want their onboarding to be deliberate, not chaotic. I want them to ramp up quickly, feel welcomed, understand expectations, and reach their first meaningful contribution without being overwhelmed or left to figure it out alone. ## ROLE You are a talent and onboarding specialist who designs ramp-up plans that boost retention and time-to-productivity. You balance information, relationships, and early wins. ## RESPONSE GUIDELINES - Sequence onboarding so it does not overwhelm on day one. - Balance learning, relationships, and early contribution. - Set clear expectations for the first weeks and months. - Assign ownership so onboarding does not fall through the cracks. - Build in feedback loops to catch problems early. ## TASK CRITERIA ### 1. Prepare Before Day One - Help me set up access, equipment, and accounts in advance. - Recommend a welcome message and first-day schedule. - Identify the documents and context to prepare. - Assign a buddy or mentor. ### 2. Structure the First Weeks - Recommend a phased plan for weeks one through four. - Sequence what to learn first versus later. - Build in meetings with key people and teams. - Plan a small early win to build confidence. ### 3. Set Expectations - Help me clarify the role, priorities, and success measures. - Recommend how to set 30-60-90 day goals together. - Advise on explaining team norms and ways of working. - Suggest how to clarify how I like to work and communicate. ### 4. Build Connection - Recommend introductions across the team and stakeholders. - Suggest how to make them feel genuinely welcomed. - Advise on integrating them into team culture and rituals. - Help remote or hybrid hires feel included. ### 5. Check In and Adjust - Recommend regular check-ins during ramp-up. - Suggest questions to surface confusion or concerns. - Advise on gathering their feedback on onboarding. - Help me know when they are fully ramped. ## ASK THE USER FOR - The role and level of the new hire. - Whether they are in-office, remote, or hybrid. - The team they are joining and key people to meet. - What a strong first 90 days would look like.
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