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onboarding-new-hires

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Onboarding New Hires

新员工入职引导

Scope

适用范围

Covers
  • Designing onboarding for a new hire’s first day / week / 30–60–90 days
  • Creating a context pack (team operating manual, mental models, decision history) to reduce “hidden curriculum”
  • Ensuring belonging + social integration (buddy + “first pair”, introductions, routines)
  • Running a structured listening tour and synthesizing what’s learned into a crisp summary
  • Aligning on a working agreement (relationship design: expectations, communication, escalation)
  • Producing a concrete 30/60/90 plan plus 1-year / 2-year trajectory expectations
When to use
  • “Create an onboarding plan for a new PM/engineer/leader joining my team.”
  • “Build a 30/60/90 plan and first-week schedule for this hire.”
  • “Design a listening tour + stakeholder map + synthesis template for a new leader.”
  • “Create a buddy/first-pair plan so they don’t feel alone on day one.”
  • “Write a working agreement / relationship design conversation guide for me and my new report.”
When NOT to use
  • You need to define the role outcomes or write the job description (use 
    writing-job-descriptions
    )
  • You need to evaluate candidates or decide who to hire (use 
    conducting-interviews
    and/or 
    evaluating-candidates
    )
  • You need to run organization-wide culture change (this skill is for per-hire onboarding systems)
  • You need legal/HR compliance advice (this skill is not legal advice)
涵盖内容
  • 为新员工的首日/首周/30-60-90天设计入职流程
  • 创建背景资料包（团队操作手册、思维模型、决策历史），减少“隐性规则”
  • 确保归属感与社交融入（伙伴+“首次结对”、介绍环节、常规互动）
  • 开展结构化的调研走访，并将调研结果整理成简洁的总结报告
  • 达成工作协议（关系设计：期望、沟通方式、升级路径）
  • 制定具体的30/60/90天计划及1年/2年发展预期
适用场景
  • “为加入我团队的新PM/工程师/负责人制定入职计划。”
  • “为该员工制定30/60/90天计划及首周日程安排。”
  • “为新负责人设计调研走访+利益相关者图谱+总结模板。”
  • “制定伙伴/结对计划，让员工入职首日不会感到孤单。”
  • “为我和新下属撰写工作协议/关系设计对话指南。”
不适用场景
  • 你需要定义岗位成果或撰写职位描述（请使用
    writing-job-descriptions
    ）
  • 你需要评估候选人或决定录用人员（请使用
    conducting-interviews
    和/或
    evaluating-candidates
    ）
  • 你需要推动全公司范围的文化变革（本技能适用于单个员工的入职体系）
  • 你需要法律/HR合规建议（本技能不提供法律建议）

Inputs

输入信息

Minimum required
  • Role + level + function (e.g., “Senior PM”, “Founding Designer”, “Eng Manager”)
  • Start date + location (remote/hybrid/in-office) + any time zone constraints
  • Manager + team context (mission, current priorities, what’s hard right now)
  • What “success” means at 30/60/90 days, and at 1 year / 2 years (even if rough)
  • Key stakeholders (internal + external) and any known sensitivities/politics to handle carefully
  • Constraints: urgency, confidentiality/PII, systems access constraints, onboarding time budget
Missing-info strategy
  • Ask up to 5 questions from references/INTAKE.md (3–5 at a time).
  • If success metrics aren’t known, propose a draft success definition and label assumptions clearly.
  • Do not request secrets. If context is sensitive, ask for redacted or high-level summaries.
最低要求输入
  • 岗位+职级+职能（例如：“高级PM”、“创始设计师”、“工程经理”）
  • 入职日期+工作地点（远程/混合/办公室）+时区限制
  • 直属经理+团队背景（使命、当前优先级、现存难点）
  • 30/60/90天及1年/2年的“成功”定义（即使是粗略描述也可）
  • 关键利益相关者（内部+外部）及需要谨慎处理的已知敏感点/职场政治
  • 约束条件：紧迫性、保密/个人身份信息、系统访问限制、入职时间预算
信息缺失处理策略
  • 从references/INTAKE.md中最多提出5个问题（每次3-5个）。
  • 如果成功指标未知，提出初步的成功定义草案并明确标注假设条件。
  • 不要求获取机密信息。如果背景信息敏感，请求提供脱敏或高概括性的总结。

Outputs (deliverables)

输出成果（交付物）

Produce a New Hire Onboarding Pack in Markdown (in-chat; or as files if requested):
  1. Onboarding brief (role outcomes, success definition, constraints, risks)
  2. Preboarding checklist (docs, access, equipment, meetings, comms)
  3. First-week plan (day 1 + week 1 schedule; introductions; “first pair” plan)
  4. Context pack outline (team operating manual + mental models + “how decisions get made”)
  5. Listening tour kit (stakeholder map, schedule, question guide, synthesis table)
  6. Working agreement (relationship design conversation summary: working style + expectations)
  7. 30/60/90 + 1y/2y plan (phased objectives, deliverables, check-ins, guardrails)
  8. 30-day state-of-the-union memo (what I heard, themes, proposed focus, open questions)
  9. Risks / Open questions / Next steps (always included)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
生成Markdown格式的新员工入职包（可在对话中展示；如有需求也可作为文件交付）：
  1. 入职简介（岗位成果、成功定义、约束条件、风险）
  2. 入职前清单（文档、权限、设备、会议、沟通事项）
  3. 第一周计划（首日+首周日程；介绍环节；“首次结对”计划）
  4. 背景资料包大纲（团队操作手册+思维模型+“决策制定流程”）
  5. 调研走访工具包（利益相关者图谱、日程、问题指南、总结表格）
  6. 工作协议（关系设计对话总结：工作风格+期望）
  7. 30/60/90天+1年/2年计划（阶段性目标、交付物、跟进检查、约束规则）
  8. 30天入职总结备忘录（调研收获、核心主题、建议重点方向、待解决问题）
  9. 风险/待解决问题/下一步行动（必包含项）
模板：references/TEMPLATES.md
扩展指南：references/WORKFLOW.md

Workflow (7 steps)

工作流程（7步骤）

1) Intake + role success definition (don’t skip)

1) 信息收集+岗位成功定义（不可跳过）

  • Inputs: user context; references/INTAKE.md.
  • 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).
  • Outputs: Onboarding brief (draft) + assumptions/unknowns list.
  • Checks: You can state “what great looks like” in 5–10 bullets across 30/60/90 + 1y/2y.
  • 输入：用户提供的背景信息；references/INTAKE.md。
  • 行动：确认岗位、职级、入职日期、直属经理及约束条件。草拟30/60/90天+1年/2年的成功定义（或确认现有定义）。识别入职风险（模糊性、职场政治、技能缺口、时间限制）。
  • 输出：入职简介（草案）+假设/未知事项清单。
  • 检查标准：可通过5-10条要点描述“理想状态”，覆盖30/60/90天+1年/2年的各个阶段。

2) Build the context pack (reduce hidden curriculum)

2) 构建背景资料包（减少隐性规则）

  • Inputs: existing docs (or none); org norms; key decisions.
  • 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.
  • Outputs: Context pack outline + reading list + glossary seeds.
  • Checks: A new hire could answer: “What matters here? How are decisions made? Where do I find truth?”
  • 输入：现有文档（或无）；组织规范；关键决策记录。
  • 行动：创建新员工可在入职前阅读的背景资料包大纲：团队使命、当前战略、决策历史、术语表、关键指标、会议节奏、“工作方式”、以及经理/产品的理念和思维模型。
  • 输出：背景资料包大纲+阅读清单+术语表雏形。
  • 检查标准：新员工能够回答：“这里的核心是什么？决策如何制定？我在哪里获取准确信息？”

3) Preboarding + day-1 belonging plan

3) 入职前准备+首日归属感计划

  • Inputs: start logistics; access dependencies; people map.
  • 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.
  • Outputs: Preboarding checklist + first-week plan + buddy/first-pair plan.
  • Checks: No “sit alone and read docs” first day; social integration is explicit and timeboxed.
  • 输入：入职后勤细节；权限依赖关系；人员图谱。
  • 行动：创建入职前清单（账户、设备、代码库/文档权限、日历邀请）。设计首日+首周计划，最大化归属感：分配伙伴和“首次结对”人员；安排介绍环节；确保首周有有意义的协作工作。
  • 输出：入职前清单+第一周计划+伙伴/结对计划。
  • 检查标准：首日不会出现“独自阅读文档”的情况；社交融入环节明确且有时间规划。

4) Plan the 0–30 day listening tour (diagnose before treat)

4) 规划0-30天调研走访（先诊断再行动）

  • Inputs: stakeholder list; context pack.
  • 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.
  • Outputs: Listening tour kit (stakeholder table, schedule, question guide, notes template).
  • Checks: The tour covers all critical interfaces; questions force specifics (examples, trade-offs, metrics).
  • 输入：利益相关者列表；背景资料包。
  • 行动：构建利益相关者图谱和调研走访日程。提供问题指南和记录模板。强调学习重点：约束条件、激励机制、痛点、以及他人视角中的“理想状态”。
  • 输出：调研走访工具包（利益相关者表格、日程、问题指南、记录模板）。
  • 检查标准：走访覆盖所有关键接口；问题引导获取具体信息（案例、权衡、指标）。

5) Synthesize learnings → 30-day state-of-the-union

5) 总结调研成果→30天入职总结备忘录

  • Inputs: listening notes; artifacts from week 1–4.
  • 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).
  • Outputs: 30-day state-of-the-union memo (draft).
  • Checks: Stakeholders feel “heard” and can point to what changed in understanding.
  • 输入：调研记录；首1-4周的相关成果。
  • 行动：总结核心主题、矛盾点和机会。撰写简洁的“入职总结”备忘录，反映调研收获、承认权衡关系，并提出重点方向清单（包含待解决问题）。
  • 输出：30天入职总结备忘录（草案）。
  • 检查标准：利益相关者感觉“被倾听”，并能指出认知上的变化。

6) Relationship design + 30/60/90 + trajectory plan

6) 关系设计+30/60/90天+长期发展计划

  • Inputs: manager + hire expectations; constraints; learnings.
  • Actions: Run (or prepare) a relationship design conversation and document a working agreement. Finalize a phased plan:
    • Days 0–30: learn + map + de-risk
    • Days 31–60: align on direction + plan + early delivery
    • Days 61–90: execute + systemize + handoffs
    • Add 1-year / 2-year expectations, check-in cadence, and guardrails (“what not to do yet”).
  • Outputs: Working agreement + 30/60/90 + 1y/2y plan.
  • Checks: Objectives are measurable; responsibilities and decision rights are explicit.
  • 输入：经理+员工的期望；约束条件；调研成果。
  • 行动：开展（或准备）关系设计对话并记录工作协议。最终确定分阶段计划：
    • 0-30天：学习+梳理+降低风险
    • 31-60天：对齐方向+制定计划+早期交付
    • 61-90天：执行+系统化+工作交接
    • 添加1年/2年的预期目标、跟进节奏、以及约束规则（“暂不执行事项”）。
  • 输出：工作协议+30/60/90天+1年/2年计划。
  • 检查标准：目标可衡量；职责和决策权明确。

7) Quality gate + finalize the pack

7) 质量审核+最终确定入职包

  • Inputs: full draft pack.
  • Actions: Run references/CHECKLISTS.md and score with 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).
  • Outputs: Final New Hire Onboarding Pack.
  • Checks: The plan is realistic for the hire’s seniority + context; it contains concrete calendars/docs, not just advice.
  • 输入：完整的入职包草案。
  • 行动：使用references/CHECKLISTS.md和references/RUBRIC.md进行审核和评分。添加风险/待解决问题/下一步行动。如果缺少重要输入信息，提出解决问题的最小下一步行动（一次会议、一份文档、一次数据提取）。
  • 输出：最终版新员工入职包。
  • 检查标准：计划符合员工职级+背景的实际情况；包含可直接使用的日历/文档，而非仅为建议。

Quality gate (required)

质量审核（必做）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md。
  • 必须包含：风险、待解决问题、下一步行动。

Examples

示例

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.”
Expected: a complete pack with calendar-ready steps and role-specific success definitions.
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.”
Expected: stakeholder map + question guide, synthesis template, and guarded plan that avoids premature changes.
Boundary example: “Write a generic onboarding checklist for all roles.”
Response: ask for role + context; propose a minimal universal skeleton and require role-specific tailoring before finalizing.
示例1（管理者入职计划）：“我们将在2月5日迎来一位高级PM入职。请创建完整的入职包：入职前准备、首周计划、调研走访日程、工作协议提示、以及30/60/90天+1年/2年成功计划。我们是跨PST/EST时区的远程团队。”
预期成果：包含可直接添加到日历的步骤及岗位专属成功定义的完整入职包。
示例2（新负责人入职）：“一位新工程经理将加入一个士气低迷的团队。请构建0-30天调研走访工具包和30天入职总结备忘录大纲，以及一份以建立信任为优先的谨慎版30/60/90天计划。”
预期成果：利益相关者图谱+问题指南、总结模板、以及避免过早变革的保守型计划。
边界示例：“为所有岗位撰写通用入职清单。”
回应：请求提供岗位+背景信息；提出最小化通用框架，并要求进行岗位专属定制后再最终确定。