Creating a comprehensive onboarding strategy

Onboarding sets the tone for new hires, internal transfers and promotions, ensuring they feel supported in their new roles.

Here's an in-depth onboarding strategy tailored for different categories. This onboarding strategy addresses the unique needs and challenges of remote, hybrid and in-person settings. Additionally, it is differentiated by job levels – individual contributors (ICs), managers and executives – to ensure each onboarding experience is relevant and practical.

By customizing the onboarding process to fit precise needs, organizations can better support their employees' transitions, foster engagement and drive long-term success.

1. Onboarding phases: 30/60/90 day plan

A structured 30/60/90 day plan is essential for effective onboarding, providing clear milestones and objectives for new hires, internal transfers and promoted employees.

This phased approach ensures employees gradually acclimate to their roles, receive continuous support and achieve full productivity over time. Below, we outline the key objectives and activities for each phase.

Onboarding phase 1: First 30 days (days 1-30)

This initial onboarding phase focuses on orientation, training and building foundational relationships within the organization.

Phase 1 objectives: Orientation, initial training and relationship building.

Phase 1 activities:

• Week 1: Welcome meeting, IT setup, introduction to the team, company policies, initial job-specific training.
• Weeks 2-4: Deeper role-specific training, shadowing experienced colleagues, initial small tasks/projects.

Phase 1 success: Measured by the new hire's comfort level with their role, a basic understanding of company policies and initial integration into the team.

Onboarding phase 2: Next 30 days (days 31-60)

Phase 2 of onboarding emphasizes increased responsibility, ongoing training and deeper integration into the team.

Phase 2 objectives: Increased responsibility, performance feedback and integration into the team.

Phase 2 activities:

• Continued learning and development sessions.
• Regular one-on-ones with manager and team.
• Participation in team meetings and project work.
• Mid-point check-in to assess progress and address any concerns.

Phase 2 success: Measured by the employee's ability to handle increased responsibilities, active participation in team activities and positive performance feedback.

Onboarding phase 3: Final 30 days (days 61-90)

This final onboarding phase focuses on achieving complete independence, contributing to complex tasks and receiving comprehensive performance evaluations.

Phase 3 objectives: Full integration, independence and performance evaluation.

Phase 3 activities:

• Assign larger, more complex tasks.
• Regular performance reviews and feedback.
• Setting long-term goals and personal development plans.

Phase 3 success: Measured by the employee's full integration into their role, ability to perform independently and establishment of long-term goals and development plans.

2. Onboarding for different types of employees + work locations

Different types of employees require different onboarding processes to address their unique needs and circumstances. Whether onboarding new hires, internal transfers or promoted individuals, it's beneficial to customize the approach for remote, hybrid and in-person settings to ensure a smooth transition and successful integration. Below, we outline specific strategies for each work location and type of employee.

A. New hires

Onboarding new hires requires a comprehensive approach that introduces them to the company culture, policies and their specific roles.

Unlike internal hires or promotions, new hires need a complete orientation to familiarize themselves with the organization's environment and expectations. A successful onboarding process ensures new hires are quickly productive and welcomed into their new teams.

Remote new hires

Onboarding remote new hires presents unique challenges, as these employees must integrate into the company without the benefit of in-person interactions. Unlike hybrid or in-person onboarding, the focus here is on virtual orientation, digital communication and ensuring remote hires feel connected and supported despite the physical distance. 

Onboarding for remote new hires should include:

• Virtual orientation and training sessions.
• Regular virtual check-ins and team-building activities.
• Access to a digital knowledge base.

Hybrid new hires

Onboarding hybrid new hires involves a combination of in-person and virtual activities, providing flexibility while fostering personal connections. Unlike fully remote or in-person onboarding, hybrid onboarding balances the benefits of face-to-face interactions with the convenience of remote work. Effective hybrid onboarding ensures that new hires receive comprehensive training and support online and during their scheduled on-site days.

Onboarding for hybrid new hires should include:

• Combination of in-person and virtual onboarding activities.
• Flexible scheduling for on-site days.
• Clear guidelines for remote work.

In-person new hires

Onboarding in-person new hires focuses on direct, face-to-face interactions and hands-on training. Unlike remote or hybrid onboarding, in-person onboarding approach leverages the advantages of physical presence to build relationships and quickly integrate new hires into the company culture. Effective in-person onboarding includes on-site orientation, immediate access to resources and personal introductions to team members and key stakeholders.

Onboarding for in-person new hires should include:

• On-site orientation and training.
• Face-to-face meetings with team members.
• Office tour and introductions.

Success for new hires, regardless of their work location, is defined by their seamless integration into the company, a solid understanding of their roles and responsibilities, and strong connections with their team members.

By the end of the onboarding process, new hires should feel confident and supported, fully comprehend company policies and culture, and demonstrate productivity in their tasks. Effective onboarding ensures that new employees are engaged, aligned with the organization's values and equipped with the resources and knowledge they need to succeed.

B. Internal hires (transfers)

Onboarding internal hires, or transfers, requires a nuanced approach that leverages their existing knowledge of the company while addressing the new challenges of their roles. 

Unlike new hires, internal transfers are familiar with the company culture and policies but need specific training and support to transition smoothly into new departments or positions. This onboarding process focuses on ensuring a seamless transition, building new relationships and providing the necessary resources for success in their new roles.

Remote internal hires

Onboarding remote internal hires involves leveraging their familiarity with the company while facilitating their transition to a new role or department from a distance. Unlike new remote hires, internal hires already understand the company culture and policies but need tailored support to connect with their new team virtually.

Onboarding for remote internal hires should include:

• Virtual meetings with new team.
• Access to new department resources.
• Transition support from current and new managers.

Hybrid internal hires

Onboarding hybrid internal hires combines the benefits of in-person interactions with the flexibility of remote work. Effective hybrid onboarding ensures these employees receive the necessary support and training online and during their scheduled in-person days, fostering strong connections with their new team.

Onboarding for hybrid internal hires should include:

• Flexible training opportunities
• In-person collaboration with new team.
• Clear transition plan.

In-person internal-hires

Effective in-person onboarding for internal hires leverages their existing company knowledge while providing the support needed to adapt to their new responsibilities and environment.

Onboarding for in-person internal hires should include:

• Direct handover and training.
• In-person meetings with new team.
• On-site resources and support.

Onboarding success for internal hires, regardless of work location, is characterized by their smooth transition into new roles, practical application of existing company knowledge and establishment of strong working relationships within their new teams.

By the end of the onboarding process, internal hires should feel confident in their new responsibilities, clearly understand their department's goals and processes, and demonstrate their ability to contribute effectively. A successful onboarding experience ensures that internal transfers are fully integrated, engaged and equipped with the resources and support needed to excel in their new positions.

C. Promotions

Onboarding for promotions is essential, yet often overlooked. Unlike new hires, promoted employees are already familiar with the company, and unlike internal hires, they are transitioning to roles with greater responsibilities and expectations.

Effective onboarding for promotions focuses on preparing these individuals for their new leadership roles, providing them with the necessary training, resources and support to succeed. This process ensures promoted employees can handle new challenges, fostering confidence and competence in their elevated positions.

Remote promotions

Effective remote promotion onboarding helps leaders build trust, maintain team engagement and drive performance, even without face-to-face interactions.

Onboarding for promoted employees working remotely should include:

• Leadership training and virtual mentoring.
• New role-specific responsibilities and goals.
• Regular virtual check-ins with senior leadership.

Hybrid promotions

Onboarding for hybrid promotions combines the flexibility of remote work with the benefits of in-person interactions, ensuring newly promoted employees can navigate their dual environments effectively. Unlike other types of onboarding, onboarding for hybrid promotions should emphasize virtual leadership skills and in-person management techniques.

Onboarding for promoted employees working in hybrid settings should include:

• Combination of remote and in-person leadership training.
• Scheduled in-office days for mentoring.
• Support for managing hybrid teams.

In-person promotions

Effective in-person promotion onboarding ensures these leaders can build solid and immediate connections with their teams, manage on-site operations efficiently and embody the company’s leadership culture.

Onboarding for promoted employees working in person should include:

• Leadership development programs.
• Mentoring from senior leaders.
• Hands-on management training.

Success in onboarding promoted employees, regardless of work location, is marked by their confidence and competence in their new leadership roles.

By the end of the onboarding process, promoted individuals should clearly understand their enhanced responsibilities, demonstrate strong leadership and management skills, and effectively engage and motivate their teams. A successful onboarding experience ensures that promoted employees are well-equipped to drive performance, contribute to strategic goals and embody the organization's leadership values.

3. How onboarding differs by job level

Onboarding must also be tailored to accommodate the varying needs and responsibilities of different job levels. Whether for individual contributors, managers or executives, the onboarding process should address specific skill development, leadership training and strategic alignment. By customizing onboarding to fit the job level, organizations can ensure that each employee receives the appropriate support and resources to succeed and contribute effectively to the company's goals.

A. Individual contributors (ICs)

Onboarding individual contributors (ICs) focuses on equipping them with the skills and knowledge needed to excel in their specific roles. This process includes in-depth technical training, an understanding of team dynamics and foundational business knowledge to provide a well-rounded start. Regular feedback and support are essential to ensure that ICs can effectively apply their skills and integrate smoothly into their teams. By addressing their technical and business needs, the onboarding process helps ICs become productive and confident members of the organization.

Onboarding for ICs should include:

• Focus on skill development and understanding team dynamics.
• Regular feedback and support.

B. Managers

Onboarding managers involves a comprehensive approach emphasizing leadership development, team management and operational processes. In addition to understanding company policies related to managerial responsibilities, managers need training in effective communication, conflict resolution and performance evaluation. The onboarding process ensures that managers are well-prepared to lead their teams and drive organizational success.

Onboarding for managers should include:

• Emphasis on leadership skills, team management and operational processes.
• Training on company policies related to management responsibilities.

C. Executives

Onboarding executives requires a strategic approach that aligns their vision with the company's goals and culture. This process includes leadership training, high-level decision-making support and activities that foster a strong understanding of the organization's strategic direction. Effective onboarding helps executives integrate into the leadership team, drive company-wide initiatives and build a cohesive organizational culture.

Onboarding for executives should include:

• Strategic alignment with company goals.
• Leadership vision and culture-building activities.
• High-level decision-making support and resources.

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