Strategies For Onboarding New Engineers

Every company is different. Every team is different. Every leader is different. Every team member is different. So...leaders, when you bring a new person on to your team, do yourself, the new hire, and existing team members a favor and have everyone , (including yourself), create and share a "How to Work Best With Me" document or email. Having been a people leader several times, I have done this every time a new person joined the team. And it is so important. Let's break down the key elements for both existing team members and new hires to include in their "How to work best with me" comms. For existing team members: 1. Communication preferences: - Preferred communication channels (e.g., email, Slack, in-person) - Best times for meetings or quick chats - How they like to receive feedback 2. Work style: - Whether they prefer collaborative or independent work - Their approach to problem-solving (e.g., analytical, creative) - How they handle deadlines and pressure 3. Strengths and expertise: - Areas where they excel and can offer support to others - Specific skills or knowledge they're willing to share 4. Growth areas: - Skills they're currently developing - Areas where they appreciate extra support or patience 5. Personal quirks or habits: - Any particular work habits that others should be aware of - How they tend to react under stress 6. Project management: - How they like to organize tasks and track progress - Their preferred level of autonomy vs. guidance 7. Decision-making style: - How they approach making choices (e.g., data-driven, intuitive) - Their comfort level with risk For new hires: 1. Previous work experience: - Brief overview of their background and how it relates to the current role - Any significant differences between their previous and current work environments 2. Learning style: - How they best absorb new information (e.g., visual, hands-on, reading) - Their preferred onboarding pace 3. Initial goals: - What they hope to achieve in their first few months - Areas where they'd like to contribute or learn quickly 4. Support needs: - Types of resources or guidance they find most helpful when starting a new role - Any concerns or uncertainties about the new position 5. Cultural adaptation: - Any cultural differences they're navigating - How the team can help them integrate smoothly 6. Motivations: - What drew them to this role or company - What keeps them engaged and excited about work 7. Potential challenges: - Any anticipated difficulties in adjusting to the new role - How colleagues can best support them during the transition By including this information, leaders, existing team members, and new hires can foster better understanding, collaboration, and integration within the team. Also, these documents should be living documents, updated as people grow and change in their roles. #Leadership #Teams

Stop “welcoming” new hires. Give them a win in 30 days instead. When I first hired 8 years back, I thought the best onboarding was all about making new hires feel at home. I was wrong. New hires actually struggle with: → Understanding the business and their role. → Aligning with company culture and expectations. → Getting that first “win” to build momentum. → Building relationships with colleagues. I’ve now completely changed our onboarding process. The only goal is to get new hires to their “first win” fast. Instead of generic training, we work backward from their first big achievement. Here’s the framework: Step 1: Define the “first win” (within 30 days) Every new hire gets a specific, meaningful milestone. 1. It should be important enough that not doing it has a business impact. 2. Something that pushes them but is achievable with team collaboration. 3. It should give them real insight into how we operate. Our new Demand Gen Marketer’s first win was securing Market Development Funds (MDF) from a partner. To do this, they had to: - Work with our internal team. - Engage with a partner manager. - Propose a campaign relevant to both companies. This wasn’t just a task (it was a meaningful contribution). Step 2: Provide context (without overloading them) Most onboarding programs drown new hires in endless presentations. We limit training to what they need for their first win. 1. A 45-minute deep dive on the company’s journey, priorities, and challenges. 2. Targeted learning on only what’s relevant for their milestone. 3. Hands-on guidance instead of passive training. For the Demand Gen hire, we focused on: - Who the partner manager was and their priorities. - How the partnership worked. - What MDF campaigns typically get approved. Step 3: Align them with our work culture Culture isn't learned in a handbook. It’s experienced. Every new hire is paired with a mentor to guide them through: → Quality Standards → What "good" looks like in our company. → Processes & Tools → How we work and collaborate. → Feedback Loops → How we review, iterate, and improve. The result? New hires achieve something meaningful within their first month. They feel pride, momentum, and confidence (not just onboarding fatigue). Great onboarding isn’t about information. It’s about impact. 💡 How do you set up new hires for success?

Most new hires don't fail because they can't do the job. They fail because we don't teach them how. We spend months recruiting the perfect candidate, then throw them into the deep end with a laptop and "good luck." But the best companies know something different. They understand that the first 90 days aren't just about orientation - they're about transformation. Here's the 30-60-90 framework that turns confused new hires into confident contributors: Days 1-30: Learn & Assimilate Focus on cultural integration and foundational knowledge. Give them small wins to build confidence while they absorb your mission, systems, and workflows. Days 31-60: Contribute & Collaborate Shift to independent contribution. Assign real projects with deliverables.  Expand their network through cross-team collaboration and establish regular feedback loops. Days 61-90: Lead & Innovate Full autonomy on core responsibilities. Encourage strategic thinking and fresh ideas. They should be mentoring newer hires or learning from senior team members. The magic happens when you combine three elements: → Structure: Clear expectations for each phase → Ownership: Let them shape their own learning journey → Support: Pair them with a buddy and celebrate small wins Most companies treat onboarding like a checklist to complete. The best companies treat it like an investment to maximize. A strong 30-60-90 plan doesn't just help new hires succeed - it transforms them from "just another seat" into high-impact contributors who stay, grow, and refer others. What's the biggest onboarding mistake you've seen companies make?

🧭 You Hired Someone, Now What? A New Manager’s Guide to Not Screwing It Up Hiring someone is just the start. What you do next determines whether they succeed, struggle, or quietly disengage. Here are 10 ways to get onboarding right from day one: 1️⃣ Start Before Their First Day Send a welcome message. Confirm logistics. Set expectations. 💬 Silence = anxiety. A simple “We’re excited to have you” builds early trust. 2️⃣ Have a Real Onboarding Plan HR does the paperwork. You handle integration. 🗺️ Create a 30-60-90 day roadmap with key projects and success markers. 3️⃣ Make Introductions with Intention Don’t rely on chance meetings. Schedule 1:1s with key players. 🤝 Explain why each intro matters, relationships are early currency. 4️⃣ Clarify Expectations Immediately Define what “great” looks like. Be explicit about goals and norms. 🔍 Most people don’t fail from lack of skill, they fail from unclear expectations. 5️⃣ Stay Present Without Micromanaging New hires don’t need a shadow or a ghost, they need you. 📆 Check in often. Offer context, listen to questions, and share what’s working. 6️⃣ Give Feedback in Week One Yes, week one. Start early with praise and coaching. 🗣️ Early feedback builds confidence and prevents bad habits. 7️⃣ Ensure They Have the Right Tools No access? No progress. 🔐 Get systems, passwords, project files, and tools ready before day one. 8️⃣ Protect Them from Chaos (Temporarily) Every company has mess. Don’t throw them into it right away. 🛡️ Let them build confidence first, then guide them through the noise. 9️⃣ Ask for Feedback About You “How can I support you better?” builds trust faster than any pep talk. 🧠 It also sets the tone for open communication from day one. 🔟 Be the Reason They Stay People don’t quit jobs, they quit managers. ❤️ Show up. Be human. Onboarding is leadership. ✅ Bottom Line: Hiring is only half the job. Great managers don’t just add people to the team, they build trust, clarity, and momentum from day one. 💬 What’s one thing a past manager did during your first week that made a big impact? 👉 Follow Ricardo Cuellar for more people-first leadership advice. 📬 Want more like this? Subscribe to my newsletter, link in bio!