Optimizing Onboarding Processes

I can’t stop thinking about this. If you invest in your people from day 1, they’ll invest their talents in your company tenfold. It sounds obvious, but I’ve seen firsthand how often this gets missed. I joined companies and startups with zero training: - no documentation - unclear processes - no real onboarding I was expected to figure it out as I went, and honestly, it was brutal 😭 So here’s what *actually* sets people up for success: —— 1️⃣ What does a new hire need to know but feels awkward asking? Think back to your first 30 days. ↳ How do things actually work here? ↳ Where do I go for answers? ↳ What mistakes should I avoid early on? If the answers live only in someone’s head, that’s the gap. ✅ Document anything you explain more than once. —— 2️⃣ Where are people guessing instead of being guided? When training doesn’t exist, people improvise. ↳ Clicking the wrong thing ↳ Following outdated steps ↳ Copying work that isn’t quite right That’s how errors and rework happen. Tools like Tango make this easy by turning workflows into step-by-step guides. ✅ Record one common task this week and turn it into a reusable guide. —— 3️⃣ What tribal knowledge needs to be documented? You know it’s a systems problem when there are: ↳ Constant pings ↳ Repeating the same answers ↳ Little time for deep work ✅ Have your strongest team member document one core process they own. —— 4️⃣ Are you onboarding people or overwhelming them? More information doesn’t mean better onboarding. People need: ↳ Clear priorities ↳ Time to practice ↳ Space to build confidence ✅ Use a simple 30-60-90 day framework for all new hires —— 5️⃣ Are expectations clear or just assumed? When expectations are vague: ↳ People second-guess themselves ↳ Feedback comes too late ↳ Performance feels personal instead of fixable ✅ Check in early and often and schedule 20-minute check-ins with your manager or onboarding buddy in the first 8 weeks. —— When you give people the right tools, training, and support, you get: → Faster onboarding → More consistent processes → Fewer mistakes and support tickets → Happier, more confident employees 💙 You can’t expect people to thrive without setting them up properly. Set people up to win and they will 🫶 Do you agree? #TangoPartner

Hiring good people is just the start. Onboarding well is the key to keeping them. The truth about weak onboarding: ↳ It costs you 2-3x more in the long run ↳ Creates unnecessary imposter syndrome ↳ Breeds preventable mistakes ↳ Kills momentum before it starts What strong onboarding actually looks like: 1. Structured First 90 Days • Clear milestones and wins • Regular check-in rhythm • Progressive responsibility increase 2. Support System That Works • Dedicated mentor assignments • Cross-team introductions • "Stupid question" channels 3. Resources Ready Day 1 • Updated documentation • Tool access pre-configured • Team processes explained 4. Learning Built Into The Schedule • Protected learning blocks • Practice environments • Feedback loops Stop expecting people to "figure it out." Start investing in their success. The best companies know: A slow start beats a false start. What was your best (or worst) onboarding experience? ♻ Share if you believe in better onboarding

💥 Fincrime Mythbusters 💥 Myth#22 ~ Know Your Customer (KYC) ❌ Myth: We know our customer. 🔸 We onboarded them under a robust CDD framework. 🔸 We screened sanctions, PEPs and adverse media. 🔸 We applied a risk rating. 🔸 We completed EDD where required. 👉 File signed off. Governance satisfied. So yes - we know our customer. ✔️ Reality: You knew your customer at onboarding – (once upon a time) The risk is dynamic, these day customer identities are fluid. A low-risk customer can quietly become: 🔸 A money mule recruited via social media 🔸 A layering account in a wider laundering chain 🔸 A synthetic identity maturing over years 🔸 A scam exit account used for romance or investment fraud 👉 And often documents never change, the risk does. ⚖️ UK Regulations ♦️ Under the Money Laundering Regulations 2017, regulation 28 mentions that firms must conduct ongoing monitoring, including scrutiny of transactions and keeping CDD information up to date. ♦️ The FCA is clear on CDD – it is not a one-time, tick box exercise, but an ongoing, risk-based requirement that must be applied throughout the customer relationship. 👉 Where does ‘I know my customer’ fail? 1️⃣ Mule evolution A student account opened legitimately in 2024. By 2025, it is receiving high-velocity inbound payments from unrelated third parties, immediately transferred onward. ➡️ The onboarding file? clean ➡️ The behavioural profile? completely different 2️⃣ Synthetic identity risk Fraudsters combine real and fabricated data, for example; genuine NI numbers, manipulated addresses, thin-file credit histories. The identity builds credibility slowly and then a coordinated bust-out across institutions. ➡️ Documents pass checks ➡️ The identity itself is engineered 3️⃣ Account opened to move proceeds of crime Investment fraud victims are instructed to move funds through ‘trusted’ accounts. These accounts may belong to coerced individuals or compromised customers. ➡️ The original purpose? personal account ➡️ The current role? criminal conduit. 👉 What real ‘Knowing Your Customer’ should look like? ✔️ Continuous behavioural monitoring ✔️ Cross-team intelligence sharing (KYC + Fraud + AML + Sanctions) ✔️ Dynamic risk re-scoring ✔️ Vulnerability flag ✔️ Data-led trigger reviews (not just periodic reviews) ✔️ Clear first-to-second line escalation pathways ✋ There is a massive change from asking ‘Was the onboarding compliant?’ instead it should say ‘Did we see the risk evolving?’ ⚔️ Chaos isn’t a pit. Chaos is a ladder. Criminals don’t fear chaos, they exploit it. Fragmented controls are their ladder. #FinCrimeMythbusters #AML #fraud #scams #silos #financialcrimeprevention   (Image credit: ChatGPT, words are mine)

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

The first few weeks of someone’s job are more revealing than most people realize. Before a new hire knows your full tech stack or process map, they’re already learning something else: → How decisions are made → How people communicate → What gets prioritized—and what doesn’t Onboarding is a mirror. It reflects the culture you’ve built—not the one you’ve written down. When managers are present, check in consistently, and clarify expectations, that sends a signal: You matter. We value your growth. We’re in this with you. But when a new hire is left to guess, to wonder, to figure things out alone… that sends a signal too. The question isn’t whether you’re onboarding someone. It’s what kind of culture you’re onboarding them into.

My Head of Fulfillment Luca Wetzel told me not to share this publicly. But this is the fulfillment playbook we’ve used for over 110+ Personal Brands at notus: For us, fulfillment starts when the client signs the contract. We then: • send an onboarding survey • schedule a kickoff meeting The onboarding survey already gives us an understanding of the client's situation. This allows us to clarify what gaps need to be filled. __ Fulfillment Phase 1: Personal Brand Sprint (4-6 weeks) Step 1: Kick Off We host a 1-hour call to: • align on goals • introduce the content strategist • run through the setup process • pre-block time in their calendar From the client's POV: • They filled out a questionnaire • Jumped on a 1-hour call → Now they have the first 4 weeks of the project already planned & scheduled. __ Step 2: Deep Dive Interview We conduct a 2-hour podcast where we talk about: • Their backstory • Their business case • Industry trends • Personal interests → Now we have all the input we need to get to work. __ Step 3: Setup Deliverables These are the 3 main strategic assets we create: 1. Media Strategy An overview of the (organic) marketing motion: • ICP analysis • Competitive landscape • Offer stack • Funnel visualization • Tone of voice • Etc. 2. Content Archetype The communication lenses that guide all content efforts and define: • What they talk about • Why they talk about it • How they talk about it It's our editorial compass. 3. Profile Revamp Here we turn their LinkedIn profile into a B2B landing page. Among optimizing core elements like: • Profile picture • Banner • Slogan We also make it easy for leads to access the next step in the clients funnel through their featured section. __ Step 4: First Content Call The goal: 4 weeks of content pre-planned before we go live. We go into the call with 4-8 content ideas drafted. By asking targeted questions, we get the input we need to turn content ideas into content pieces. __ Step 5: Client Review & Feedback Both the client and us have set blockers to give and implement feedback. After implementation, we have a finalization meeting. Now, we're ready to go live. ____ Fulfillment Phase 2: Content Engine (Ongoing) From here, we transition into our flagship content engine process. The goal is to maintain a bi-weekly content call cadence to ensure we always have fresh content input. The client only has to check the notion portal for around 1h per week to review and approve posts. The result: high-performing LinkedIn content: • with 1 strategic goal • in the client's tone of voice • churned out like clock-work Smooth like butter - just how we like it. ____ We’ve been refining this process for 3+ years - and we’re not done. This is an ever-improving motion that will be upgraded for years to come. I’ll update you here once we have a new process to share. Until then, feel free to use this as a blueprint for your own content operations Happy execution :)

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!

🔎 When analyzing the onboarding processes of various companies from a DEI perspective, I have noticed that some organizations understand the importance of having a buddy system, providing DEI training during onboarding, and introducing new hires to ERGs. However, there are also overlooked foundational steps that can drive significant change: 💡 Step 1: Conducting a DEI Audit of an Existing Process Before designing your inclusive onboarding program, it is crucial to conduct a DEI audit of your current process. This audit involves assessing your onboarding materials, procedures, and practices through a diversity and inclusion lens through employee personas. It helps identify any gaps, biases, or exclusions that may exist, enabling you to make targeted improvements. 💡 Step 2: Developing Pre-Onboarding Resources Pre-onboarding plays a vital role in setting the stage for an inclusive onboarding experience. Create materials that introduce new hires to practical information, but also your organization's culture and DEI initiatives. Providing this information in advance helps new hires familiarize themselves with your commitment to DEI and sets expectations for their onboarding journey. 💡 Step 3: Designing an Inclusive Onboarding Program for the First Year Extend the onboarding process beyond the initial few days or weeks to encompass the entire first year of a new hire's journey. This extended timeline allows new hires to deepen their understanding of your organization, build relationships, and fully integrate into the company culture, fostering a sense of belonging. 💡 Step 4: Training Onboarding Facilitators and Buddies While many organizations recognize the importance of training onboarding facilitators, they often overlook the significance of training buddies in DEI. These people play a crucial role in supporting new hires and shaping their onboarding experience. Provide comprehensive DEI training to both facilitators and buddies, empowering them to create an inclusive and supportive environment. This training should cover topics such 🧠 unconscious bias, 💬 inclusive communication, 🗺 cultural competence, ensuring that they can effectively guide new hires through the onboarding process in an inclusive way. ________________________________________ Are you looking for more practical tips and DEI content like this?  📨 Join my free DEI Newsletter: https://lnkd.in/dtgdB6XX

How long should your onboarding program for SDRs be? I’ve now either trained or onboarded 1000+ SDRs in my career. I’ve built onboarding programs that were 1 week long, and more comprehensive programs that were 4 weeks long. Here’s what I’ve learned: 1. People don’t learn by being overloaded with documentation and videos upfront. 2. Onboarding doesn’t need to just happen in the first few weeks. Breaking down concepts in “micro lessons” over a period of time is more helpful. For example, if you sell 5 use cases, your SDRs don’t need to learn all 5 use cases in the first few weeks of onboarding. Let them master 1-2, focus on those prospects then unlock other personas. 3. People don’t retain information unless there is a continuous learning & re-enforcement loop You SHOULD set up weekly 1-1s, weekly calls reviews and power hours with reps from week 2 IMO. 4. Let SDRs learn on the job. Let them know it’s OKAY to fail. It’s okay to have some role playing up front. In fact, I recommend it. But don’t focus on this TOO heavily. They will butcher some calls and objections. Start practicing on Tier C accounts, don’t put new SDRs on the best accounts right away. With various AI sales enablement platforms like GTM Buddy, you can feed your SDRs real-time content, battlecards and learning as they are actually doing their job. It helps A LOT when it comes to actually learning and retaining information. My recommendation? Make your “official” onboarding for SDRs 1 week long. Include the following: 1. Upfront contract setting expectations for both manager and SDR 2. Day in the life of your Key Personas (Start with 1-2) 3. Main Problems you solve for  4. Basic platform functionality and how it solves problems for personas 5. How to structure your day / manage your time 6. Email / Copy Lessons 7. Cold Calling Lessons + Scripts 8. Using LinkedIn as a channel 9. Role Plays + Certifications for Email, Calls, LinkedIn 10. Overview of critical systems / tech stack Then focus on CONSTANTLY re-enforcing these. #sales #outbound

I will admit that one of the most omitted aspects of creating a new feature (or product) is making sure the user knows how to use it. At the same time, you can only make one first impression. How to make it great? Let's face it: It's very hard to onboard users. People have very little time right now and are used to instant gratification. Thus, if the product requires some effort to use, you may see a very upset user on the other end. At the same time, not all products can be reduced to a single button called "solve my problem". So, how to onboard a new user in a way they actually engage? 1) Start with a great text copy There is nothing worse than a technical copy that is not written with your client in mind. Separate it into easy-to-complete steps so the user can learn and move to the next step easily. Remember, the user is not an expert yet like you are. Also, invest into professional translations, so the copy is great for everyone! 2) Set the production value of onboarding materials very high If your onboarding videos look and feel professional, you will build your brand image and user confidence. While creating such videos used to be expensive, nowadays tools exist that will help you automate and speed up the process, such as this post's partner: Guidde! Guidde allows you to create how-to videos quickly based on the screen recording of the process you wish to document. Using AI, Guidde will automatically generate the storyline with highlights, and add text to voice and multiple CTAs, saving you many hours of work. 3) Make it easy to repeat training People forget or skip onboarding steps accidentally. If it is difficult to access the training materials again, you might avoid a lot of user frustration. Not to mention support calls or tickets that could have been avoided. 4) Add micro onboardings While onboarding is associated with getting the user started using a product, that can also apply on a feature level. Take this into account when planning a new release, so it's stellar and accessible from day one! 5) Make it easy to speak to human support While your onboarding will surely be great, a lot of your users will prefer to talk/write to a human being. Make it easy to find contact info. Bonus: monitor the issues that come with this. Rather than hide support contact, eliminate the causes that led to those calls in the 1st place. Thus: 6) Care for onboarding funnel as a product Monitor onboarding usage and later client engagement. Look for steps/materials in dire need of improvement and monitor the metrics once those are introduced. As I said earlier, you can only make one first impression! Make it count :) So, did you find this useful? How do you build your product so that it's welcoming to new users? Sound off in the comments! #productmanagement #productmanager #onboarding