Onboarding

Make the role legible

Onboarding helps a new colleague understand what the organisation does, how their role contributes, who they will work with and what is expected. It includes orientation, but continues into the work itself. CIPD groups induction information around the organisation, its people and the role; SHRM describes onboarding as a broader process of integration and learning (CIPD; SHRM).

Connect the practical details

A useful plan links access and introductions to real responsibilities. For example, a new finance colleague might meet the people who approve invoices, see how an invoice moves through the organisation and then handle a first task with someone available to answer questions. The sequence depends on the role and the workplace.

Notice where the handoff fails

A checklist can show that equipment arrived while leaving the new colleague unsure who can approve a decision. Teams can ask which tools, relationships and decisions the role depends on, then assign someone to explain each one. Onboarding may start before the first day; preboarding covers that preparation, while onboarding continues after work begins.

Check what the person can do next

Look for practical signs of understanding: can the colleague find the information they need, explain the next step in a core task and name where to ask for help? These checks reveal a gap more clearly than counting completed introductions. They are prompts for a conversation, not a universal score or timetable.