Finding the Skills
Listen up.
“A strong onboarding process sets the stage for new team members to thrive”
”Effective onboarding can improve employee retention by 82% and productivity by over 70%.”
The first impression lasts a lifetime.
A strong onboarding process sets the stage for new team members to thrive. It’s not just about teaching tools and processes—it’s about embedding culture, aligning expectations, and building connections. In this lesson, we’ll explore how to create an onboarding experience that equips new hires to hit the ground running and fosters long-term success.
Why Onboarding Matters?
Research shows that effective onboarding can improve employee retention by 82% and productivity by over 70%. For design teams, a thoughtful onboarding process accelerates skill application, integrates team dynamics, and ensures alignment with the team’s vision and goals. Poor onboarding, on the other hand, leads to confusion, misalignment, and even turnover.
Key Elements of an Effective Onboarding Process
◎ Prepare Before Day One
Set up tools, accounts, and workspaces before your new hire arrives. Share a welcome package, including the team’s vision, values, and goals.
◎ Introduce Culture and Values
Walk new hires through the team’s mission and cultural values. Share real-world examples of how these values shape the team’s work.
◎ Provide Role Clarity
Clearly outline responsibilities, expectations, and deliverables. Share success metrics for the role, ensuring new hires know how their work will be evaluated.
◎ Facilitate Connections
Arrange introductions with team members, key stakeholders, and cross-functional partners. Assign a mentor or buddy to guide them through the first few weeks.
◎ Deliver Training and Resources
Provide resources like design tools, processes, and documentation. Schedule training sessions for technical and strategic skills.
◎ Set Early Wins
Assign manageable, impactful tasks in the first 30–60 days. Celebrate early successes to build confidence and momentum.
Creating a Tailored Onboarding Plan
◎ Customize for Roles
Not all roles require the same onboarding approach. Tailor plans to address the specific needs of designers, researchers, and other team members.
◎ Iterate Based on Feedback
Collect feedback from new hires about their onboarding experience and continuously refine the process to improve clarity, engagement, and outcomes.
◎ Integrate Team Collaboration
Design onboarding activities that encourage collaboration, such as design critiques or joint workshops, to build relationships and align workflows.
Example: Onboarding a Product Designer
• Day 1: Introduce the team, share the team’s vision, and provide access to tools.
• Week 1: Assign a buddy, deliver training on the design system, and review project expectations.
• Month 1: Set a small project that aligns with team goals, followed by a review to reinforce processes and values.
Your action item: Build Your Onboarding Plan
Outline the key steps of your onboarding process, covering culture, role clarity, and training.
Tailor the plan to different roles on your team.
Schedule time to gather feedback from new hires and iterate on the process.
