{"id":"87cb9cb5-2396-49f5-8462-a095ce309f54","shortId":"BVbAGa","kind":"skill","title":"onboarding-new-hires","tagline":"Design employee onboarding (first 90 days + trajectory). See also: user-onboarding (product UX onboarding).","description":"# Onboarding New Hires\n\n## Scope\n\n**Covers**\n- Designing onboarding for a new hire’s first **day / week / 30–60–90 days**\n- Creating a **context pack** (team operating manual, mental models, decision history) to reduce “hidden curriculum”\n- Ensuring **belonging + social integration** (buddy + “first pair”, introductions, routines)\n- Running a structured **listening tour** and synthesizing what’s learned into a crisp summary\n- Aligning on a **working agreement** (relationship design: expectations, communication, escalation)\n- Producing a concrete **30/60/90 plan** plus **1-year / 2-year** trajectory expectations\n\n**When to use**\n- “Create an onboarding plan for a new PM/engineer/leader joining my team.”\n- “Build a 30/60/90 plan and first-week schedule for this hire.”\n- “Design a listening tour + stakeholder map + synthesis template for a new leader.”\n- “Create a buddy/first-pair plan so they don’t feel alone on day one.”\n- “Write a working agreement / relationship design conversation guide for me and my new report.”\n\n**When NOT to use**\n- You need to design product/user onboarding flows or activation funnels (use `user-onboarding` — completely different domain)\n- You need to define the role outcomes or write the job description (use `writing-job-descriptions`)\n- You need to evaluate candidates or decide who to hire (use `conducting-interviews` and/or `evaluating-candidates`)\n- You need to run organization-wide culture change or write a culture code (use `building-team-culture` — this skill is for *per-hire* onboarding, not team-wide culture redesign)\n- You need to design team operating cadence or rituals (use `team-rituals`)\n- You need legal/HR compliance advice (this skill is not legal advice)\n\n## Inputs\n\n**Minimum required**\n- Role + level + function (e.g., “Senior PM”, “Founding Designer”, “Eng Manager”)\n- Start date + location (remote/hybrid/in-office) + any time zone constraints\n- Manager + team context (mission, current priorities, what’s hard right now)\n- What “success” means at **30/60/90 days**, and at **1 year / 2 years** (even if rough)\n- Key stakeholders (internal + external) and any known sensitivities/politics to handle carefully\n- Constraints: urgency, confidentiality/PII, systems access constraints, onboarding time budget\n\n**Missing-info strategy**\n- Ask up to 5 questions from [references/INTAKE.md](references/INTAKE.md) (3–5 at a time).\n- If success metrics aren’t known, propose a **draft success definition** and label assumptions clearly.\n- Do not request secrets. If context is sensitive, ask for **redacted** or **high-level** summaries.\n\n## Outputs (deliverables)\n\nProduce a **New Hire Onboarding Pack** in Markdown (in-chat; or as files if requested):\n\n1) **Onboarding brief** (role outcomes, success definition, constraints, risks)\n2) **Preboarding checklist** (docs, access, equipment, meetings, comms)\n3) **First-week plan** (day 1 + week 1 schedule; introductions; “first pair” plan)\n4) **Context pack outline** (team operating manual + mental models + “how decisions get made”)\n5) **Listening tour kit** (stakeholder map, schedule, question guide, synthesis table)\n6) **Working agreement** (relationship design conversation summary: working style + expectations)\n7) **30/60/90 + 1y/2y plan** (phased objectives, deliverables, check-ins, guardrails)\n8) **30-day state-of-the-union memo** (what I heard, themes, proposed focus, open questions)\n9) **Risks / Open questions / Next steps** (always included)\n\nTemplates: [references/TEMPLATES.md](references/TEMPLATES.md)  \nExpanded guidance: [references/WORKFLOW.md](references/WORKFLOW.md)\n\n## Workflow (7 steps)\n\n### 1) Intake + role success definition (don’t skip)\n- **Inputs:** user context; [references/INTAKE.md](references/INTAKE.md).\n- **Actions:** Confirm role, seniority, start date, manager, and constraints. Draft success definitions for 30/60/90 + 1y/2y (or confirm existing ones). Identify onboarding risks (ambiguity, politics, skill gaps, time constraints).\n- **Outputs:** Onboarding brief (draft) + assumptions/unknowns list.\n- **Checks:** You can state “what great looks like” in 5–10 bullets across 30/60/90 + 1y/2y.\n\n### 2) Build the context pack (reduce hidden curriculum)\n- **Inputs:** existing docs (or none); org norms; key decisions.\n- **Actions:** Create a context pack outline the hire can read pre-day-1: team mission, current strategy, decision history, glossary, key metrics, meeting cadence, “how we work”, and the manager’s/product philosophy and mental models.\n- **Outputs:** Context pack outline + reading list + glossary seeds.\n- **Checks:** A new hire could answer: “What matters here? How are decisions made? Where do I find truth?”\n\n### 3) Preboarding + day-1 belonging plan\n- **Inputs:** start logistics; access dependencies; people map.\n- **Actions:** Create a preboarding checklist (accounts, equipment, repo/docs access, calendar invites). Design day-1 + week-1 plan that maximizes belonging: assign a buddy and a “first pair”; schedule introductions; ensure meaningful collaborative work in week 1.\n- **Outputs:** Preboarding checklist + first-week plan + buddy/first-pair plan.\n- **Checks:** No “sit alone and read docs” first day; social integration is explicit and timeboxed.\n\n### 4) Plan the 0–30 day listening tour (diagnose before treat)\n- **Inputs:** stakeholder list; context pack.\n- **Actions:** Build a stakeholder map and a listening tour schedule. Provide a question guide and note template. Emphasize learning: constraints, incentives, pain points, and “what good looks like” from others’ perspectives.\n- **Outputs:** Listening tour kit (stakeholder table, schedule, question guide, notes template).\n- **Checks:** The tour covers all critical interfaces; questions force specifics (examples, trade-offs, metrics).\n\n### 5) Synthesize learnings → 30-day state-of-the-union\n- **Inputs:** listening notes; artifacts from week 1–4.\n- **Actions:** Synthesize themes, tensions, and opportunities. Write a crisp “state of the union” memo that reflects what was heard, acknowledges trade-offs, and proposes a focus area list (with open questions).\n- **Outputs:** 30-day state-of-the-union memo (draft).\n- **Checks:** Stakeholders feel “heard” and can point to what changed in understanding.\n\n### 6) Relationship design + 30/60/90 + trajectory plan\n- **Inputs:** manager + hire expectations; constraints; learnings.\n- **Actions:** Run (or prepare) a relationship design conversation and document a working agreement. Finalize a phased plan:\n  - **Days 0–30:** learn + map + de-risk\n  - **Days 31–60:** align on direction + plan + early delivery\n  - **Days 61–90:** execute + systemize + handoffs\n  - Add **1-year / 2-year** expectations, check-in cadence, and guardrails (“what not to do yet”).\n- **Outputs:** Working agreement + 30/60/90 + 1y/2y plan.\n- **Checks:** Objectives are measurable; responsibilities and decision rights are explicit.\n\n### 7) Quality gate + finalize the pack\n- **Inputs:** full draft pack.\n- **Actions:** Run [references/CHECKLISTS.md](references/CHECKLISTS.md) and score with [references/RUBRIC.md](references/RUBRIC.md). Add **Risks / Open questions / Next steps**. If important inputs are missing, propose the smallest next action to resolve them (one meeting, one doc, one data pull).\n- **Outputs:** Final New Hire Onboarding Pack.\n- **Checks:** The plan is realistic for the hire’s seniority + context; it contains concrete calendars/docs, not just advice.\n\n## Quality gate (required)\n- Use [references/CHECKLISTS.md](references/CHECKLISTS.md) and [references/RUBRIC.md](references/RUBRIC.md).\n- Always include: **Risks**, **Open questions**, **Next steps**.\n\n## Examples\n\n**Example 1 (manager onboarding plan):** “We’re onboarding a Senior PM starting Feb 5. Create a full onboarding pack: preboarding, first-week plan, listening tour schedule, working agreement prompts, and a 30/60/90 + 1y/2y success plan. We’re remote across PST/EST.”  \nExpected: a complete pack with calendar-ready steps and role-specific success definitions.\n\n**Example 2 (new leader joining):** “A new Engineering Manager is joining a team with morale issues. Build a 0–30 listening tour kit and a 30-day state-of-the-union memo outline, plus a cautious 30/60/90 plan that prioritizes trust.”  \nExpected: stakeholder map + question guide, synthesis template, and guarded plan that avoids premature changes.\n\n**Boundary example (generic):** “Write a generic onboarding checklist for all roles.”\nResponse: ask for role + context; propose a minimal universal skeleton and require role-specific tailoring before finalizing.\n\n**Boundary example (wrong domain):** “Design the onboarding flow for new users signing up for our SaaS product.”\nResponse: redirect to `user-onboarding` — this skill is for employee onboarding (new hires joining a team), not product user onboarding.\n\n**Boundary example (redirect to culture):** “Our whole team's norms are broken and we need to rebuild the culture from scratch. Can you include that in the onboarding plan?”\nResponse: redirect to `building-team-culture` for the culture redesign; then return here for the new hire's onboarding within the refreshed culture.\n\n## Anti-patterns (common failure modes)\n\n1. **”Read the docs” first week** — Scheduling the new hire to sit alone reading documentation for 3-5 days before meeting anyone. This destroys belonging and delays productive collaboration. Integrate social connection from day 1.\n2. **Information firehose** — Dumping every wiki, Slack channel, and meeting invite on the new hire in week 1. Prioritize the 20% of context that covers 80% of day-to-day work; stagger the rest across 30/60/90 days.\n3. **Missing success definition** — Creating a detailed onboarding calendar without defining what success looks like at 30/60/90 days. Activities without outcomes lead to busy but unproductive ramp periods.\n4. **Buddy in name only** — Assigning a buddy who has no time, no guidance, and no accountability. Buddies need clear expectations (frequency, topics, duration) and protected time.\n5. **Skipping the listening tour** — Having a new leader jump straight to “fixing things” without first understanding the current state through structured conversations. This erodes trust and often leads to wrong interventions.","tags":["onboarding","new","hires","lenny","skills","plus","liqiongyu","agent-skills","ai-agents","automation","claude","codex"],"capabilities":["skill","source-liqiongyu","skill-onboarding-new-hires","topic-agent-skills","topic-ai-agents","topic-automation","topic-claude","topic-codex","topic-prompt-engineering","topic-refoundai","topic-skillpack"],"categories":["lenny_skills_plus"],"synonyms":[],"warnings":[],"endpointUrl":"https://skills.sh/liqiongyu/lenny_skills_plus/onboarding-new-hires","protocol":"skill","transport":"skills-sh","auth":{"type":"none","details":{"cli":"npx skills add liqiongyu/lenny_skills_plus","source_repo":"https://github.com/liqiongyu/lenny_skills_plus","install_from":"skills.sh"}},"qualityScore":"0.474","qualityRationale":"deterministic score 0.47 from registry signals: · indexed on github topic:agent-skills · 49 github stars · SKILL.md body (10,268 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