Why it matters
Most onboarding effort goes into paperwork, laptops and induction slides. What actually helps newcomers settle is their manager doing a few simple things early. Prompting managers at the right moment turns good intentions into concrete support.
How to run it
- Time it right. Send the checklist to the manager one or two days before the newcomer arrives.
- Keep it to five actions:
- Discuss the newcomer's role and responsibilities in their first days.
- Assign them a buddy.
- Help them build their social network — introduce them to people beyond the immediate team.
- Schedule regular check-ins for the first six months.
- Encourage open dialogue — invite questions and make it safe to ask them.
- Follow up. After 30 days, ask the manager and the newcomer which actions happened.
- Measure time to effectiveness. Compare how quickly newcomers feel productive where managers used the checklist and where they didn't.
At Google, newcomers whose managers acted on this prompt reportedly reached full effectiveness about 25% faster. The welcome symbol says "you're one of us"; this checklist makes sure someone follows through.
Watch out for
- Sending it too early (it gets forgotten) or after day one (too late)
- A long checklist — keep it to five actions
- Never checking whether managers actually did it
When not to use it
Don't use it as a substitute for training managers in how to have good one-to-ones — it's a prompt, not a programme.
Sources
- Laszlo Bock, Work Rules! (2015)
- Roshan Thiran — The Funny Little Hat That Makes You a Googler
