# Employee Onboarding Software to Ramp New Hires

> Employee onboarding software to streamline onboarding, shorten ramp-up periods, and keep your team’s strategy on track.

Source: https://asana.com/uses/employee-onboarding

#### Centralize onboarding resources

Share training materials in one hub so new hires stay on track.

#### Drive engagement and accountability

Show new team members why their work matters with clear goals.

#### Help teams improve over time

Create shared spaces for 1:1s and development conversations.

Simplify your process

- Share resources and action items in one place with structured onboarding projects and portfolios. 
- Provide a clear action plan with concrete tasks for the first week, month, and more. 
- Streamline user setup with our Okta and Azure Active Directory integrations.

- [Portfolios](/features/goals-reporting/portfolios)

- [Projects](/features/project-management/projects)

- [App integrations](/apps)

Be clear from the start

- Keep new team members accountable by connecting their work to individual, team, and company goals. 
- Let AI automatically suggest the best goals, projects, and teams for new hires to join.
- Use Asana’s help center and AI-powered support bot to answer product questions quickly.

- [Goals](/features/goals-reporting/goals)

Keep communication going

- Help new team members and managers connect with dedicated projects for 1:1 meetings.
- Keep everyone accountable by assigning action items from conversations. 
- Share feedback in real time with tasks, animated emojis, and video messaging.

- [Templates](/features/workflow-automation/project-task-templates)

- [Tasks](/features/project-management/tasks)

#### Make logins painless

Onboarding is complicated enough. Help new team members access the tools they need quickly and easily.

- [Explore enterprise IT apps](/apps?category=enterprise-it)

#### Okta

Eliminate username and password hassles and streamline user setup with Okta.

- [See integration](/apps/okta)

#### Microsoft Entra ID

Securely access Asana using your existing corporate credentials and automate provisioning to gain time back.

- [See integration](/apps/entraid)

#### Google Workspace

Enable Google Workspace SAML SCIM for better control around user provisioning and deprovisioning.

- [See integration](/google-workspace )

#### OneLogin

Secure and control access to Asana with OneLogin’s Active Directory connector and administrator portal for automated user provisioning and deprovisioning.

- [See integration](/apps/onelogin)

#### Okta

Eliminate username and password hassles and streamline user setup with Okta.

- [See integration](/apps/okta)

#### Microsoft Entra ID

Securely access Asana using your existing corporate credentials and automate provisioning to gain time back.

- [See integration](/apps/entraid)

#### Google Workspace

Enable Google Workspace SAML SCIM for better control around user provisioning and deprovisioning.

- [See integration](/google-workspace )

#### OneLogin

Secure and control access to Asana with OneLogin’s Active Directory connector and administrator portal for automated user provisioning and deprovisioning.

- [See integration](/apps/onelogin)

#### Make logins painless

- [Explore enterprise IT apps](/apps?category=enterprise-it)

#### Employee onboarding templates

#### Employee onboarding template

Get an inside look at how we structure onboarding at Asana.

- [See template](/templates/employee-onboarding)

#### 1:1 meeting template

Keep track of agenda items, meeting notes, and next steps in one place.

- [See template](/templates/one-on-one-meeting)

Asana is perfect for onboarding, and it helps our team effectively replicate our work.

#### Onboarding tips

- [Read the article](/resources/employee-onboarding-process)

#### 4 steps to create the ultimate onboarding process

Set employees up for success from day one with these actionable tips.

- [Read the article](/resources/30-60-90-day-plan)

#### 30-60-90 day plan: Onboard new hires with ease

Lay out exactly what your new employee should accomplish, from their first week to third month.

- [Read article](/resources/one-on-one-meeting )

#### Why 1:1 meetings are crucial for team success

Get a tactical game plan for making the 1:1 your most important meeting.

#### Still have questions? We have answers.

#### Onboarding Strategy & Best Practices

#### What are the 5 C's of employee onboarding?

The 5 C's are compliance, clarification, culture, connection, and check back, a way to address legal requirements, role clarity, company values, social integration, and ongoing follow-up.

#### What is the 30-60-90 day onboarding rule?

A [30-60-90 day plan](/templates/30-60-90-day-plan) outlines what a new employee should learn, accomplish, and contribute during their first three months, providing clear milestones and expectations.

#### What are the stages of the employee onboarding process?

The main stages are preboarding (before day one), orientation (first day or week), training and integration (first few weeks), and ongoing support (up to a year).

#### How long should employee onboarding last?

Research suggests onboarding should last at least three months, with the most successful programs providing ongoing support for up to a year.

#### Why do I need software for new employee onboarding?

Employee onboarding is complex, with many stakeholders and moving pieces. Asana gives you (and your new hire) a central hub to manage trainings, 1:1 meetings, project documentation, and more—without disconnected docs and email threads. To learn more, check out our article about building an effective [employee onboarding process](https://asana.com/resources/employee-onboarding-process).

#### How should I choose an employee onboarding tool?

The right employee onboarding tool can help new team members succeed from day one. Look for software that allows you to communicate, plan, track, and report on work in one place. This helps new team members see the full picture of work, so they can get up to speed quickly with clear goals and action items. 

The best way to know if an employee onboarding tool is right for you is to try it. That’s why anyone can try Asana for free. [Try Asana today](https://app.asana.com/0/billing/pricing).

#### Managing the New Hire Experience

#### How do I structure a new-hire ramp plan?

A new-hire ramp plan can be structured by using onboarding templates and Portfolios to map tasks from week 1 through month 3.

#### How do I keep new hires aligned to goals?

New hires can be kept aligned to goals by associating onboarding tasks with Goals and Portfolios to connect hires to team strategy.

#### How do I manage 1:1s during onboarding?

1:1s during onboarding can be managed by using dedicated projects for 1:1 agendas, notes, and tasks with onboarding owners.

#### How do I collect new hire feedback?

New hire feedback can be collected by using Forms to solicit feedback and track actions from onboarding experiences.

#### Can I share training materials?

Yes, training materials can be shared by using Team Overview or project libraries to centralize documents and training links.

#### Asana Features & Tool Setup

#### Can I try employee onboarding with Asana for free?

Yes, you can. Learn about [pricing](https://asana.com/pricing), or [try Asana Advanced for free](https://asana.com/create-account), no credit card required.

#### Which plans support employee onboarding?

Employee onboarding is supported on all plans where onboarding workflows work on Personal, Starter, Advanced, and Enterprise plans.

#### Can I automate setup tasks?

Yes, setup tasks can be automated by using Forms, Rules, and Bundles for task assignments and reminders.

#### Is access controlled for sensitive info?

Yes, access is controlled for sensitive info as project permissions let you share onboarding content without exposing other areas.

#### Can I connect HR tools?

Yes, HR tools can be connected by integrating with Okta, Azure AD, or Google Workspace to automate IT access provisioning.

#### Do mobile users get onboarding guidance?

Yes, mobile users get onboarding guidance as onboarding tasks, checklists, and timelines are accessible in mobile and desktop apps.

- [Start your free trial](/create-account)

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- [Get started](/create-account)

- [Watch the demo](/go-demo)

See how Asana connects companies at scale.

- [View demo](/demo/main)

- [Speak with a sales rep](/sales)

Learn how Asana helps teams collaborate seamlessly.

- [Contact sales](/sales)

#### Transform the way you work with Asana

## Employee onboarding process: 4 steps + checklist guide

You've invested time and resources to [hire the best candidate](/resources/hiring-process). Now it's time to help them succeed with a structured employee onboarding process.

Onboarding is more than just training for a new job. When it’s done well, it helps new hires learn quickly, grow in their roles, and start making a difference sooner.

Let’s look at how onboarding works.

## What is an employee onboarding process?

An employee onboarding process is a step-by-step approach to welcoming new hires and helping them become productive team members. It usually lasts a few months and covers training, introductions, learning about company culture, and ongoing support to help employees succeed over time.

A good onboarding process makes sure every new hire gets the information they need when they need it. Here are the main parts:
- **Standardized experience:** Consistent steps for every new employee
- **Centralized information:** A single repository for all onboarding materials
- **Clear timeline:** Scheduled introductions and trainings so new hires know what to expect

### Onboarding vs. orientation

While often used interchangeably, onboarding and orientation serve different purposes. Here's how they compare:
- **Orientation:** One-time event (1–2 days)
- **Onboarding:** Ongoing process (3–12 months)
- **Orientation:** Focuses on paperwork and policies
- **Onboarding:** Includes training, culture, and relationships
- **Orientation:** Introduces basic company information
- **Onboarding:** Builds role-specific skills and connections
- **Orientation:** Administrative focus
- **Onboarding:** Strategic focus on long-term success

Orientation is just the beginning of onboarding, not a substitute for the whole process.

## How effective onboarding can benefit your team

An effective onboarding program helps new team members feel welcome, boosts productivity, and improves [employee satisfaction](/resources/how-to-improve-employee-satisfaction), which encourages great talent to stay longer. [Research](https://www.linkedin.com/pulse/guide-effective-onboarding-peglobalinternational/) by Brandon Hall Group reveals that strong onboarding can increase retention rates by 82%. Yet only [12% of employees](https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx) strongly agree their organization does a great job onboarding new hires.

Here’s how building a better onboarding experience can help fix this problem.

### It drives engagement and accountability

For new employees to do well, they need to know what’s expected of them and why their work is important. Onboarding is an opportunity for leaders to set clear goals, provide feedback, and keep communication open.

Here's how leaders can set up their new hires for success:
- **Use goals to set clear expectations.** Set goals to give team members a clear definition of success and [metrics to measure their progress](/resources/success-metrics-examples). For example, you could set goals for what the new hire should accomplish within their first [30, 60, and 90 days](/resources/30-60-90-day-plan). These can be smaller [short-term goals](/resources/short-term-goals) to start, like trainings they should complete in their first few weeks. Later, you can follow up with the new hire to set measurable [long-term goals](/resources/long-term-goals) and a [professional development plan](/templates/professional-development-plan) for their first year on the job. Make sure each objective you set is [SMART](/resources/smart-goals): specific, measurable, attainable, realistic, and time-bound.
- **Build trust with feedback.** [Effective feedback](/resources/tips-giving-feedback) is essential for workplace communication and employee engagement because it helps people grow and improve. Soliciting feedback from new hires encourages them to ask for what they need and demonstrates that you value their input. Conversely, [giving feedback](/resources/employee-feedback-examples) helps new colleagues learn and feel safe in their role, because they can trust that you'll tell them if they're doing something wrong.
- [Assign a mentor](/resources/tips-find-mentor) **or onboarding buddy for your new hire.** A mentor meets regularly with your new hire and is typically a peer on their team; in other words, a mentor is someone the new hire can talk to other than their manager, so they have a space to bring up issues in a low-pressure environment. Assigning a mentor during onboarding can also encourage people to stay with your team longer. According to a [case study at Randstad](https://www.togetherplatform.com/case-studies/randstad), employees who participated in mentoring programs were 49% less likely to leave, in addition to saving the company $3,000 per participant per year.
- **Be specific about how your team communicates.** This is especially important for [virtual teams](/resources/virtual-team) and remote employees, because it's harder for new hires to ask questions when they're not physically at the office. Create and share a [communication plan](/resources/communication-plan) that outlines who to talk to for specific issues, which communication tools to use for what, how often team members should communicate status updates and project details, and what requires an in-person (or virtual) meeting rather than [asynchronous communication](/resources/synchronous-vs-asynchronous-communication). It's also helpful to set expectations around instant messaging apps like Slack; for example, you could emphasize that team members don't need to respond to messages immediately.

### It gives new hires time to learn

Starting a new job can be overwhelming. New hires have to learn new skills, become familiar with company processes, understand their role, and learn to work with others. A structured onboarding process gives them time to absorb all this information and prepare for their new responsibilities.

Here's how you can prioritize learning during onboarding:
- **Make your onboarding process at least three months long.** Most onboarding programs end far too quickly: [62% wrap up in less than a month](https://archieapp.co/blog/employee-onboarding-statistics/), and only 26% of employees say their most recent onboarding left them fully informed, engaged, and confident. But that leaves little time for new hires to become confident in their roles. Ideally, onboarding should last from three to six months to allow new hires to ramp up gradually. [Research suggests](https://www.zippia.com/advice/onboarding-statistics/) that organizations with strong onboarding processes increase productivity by 70% and employee retention by 82%, so you may want to continue to look for and provide learning opportunities past the first three months of employment. This will help your new hire deepen their understanding of your company and team.
- **Allow new hires some unstructured time.** Rather than scheduling nonstop training, give them space to read and explore on their own, especially in the first few weeks. Estimate how long it will take to review all the materials, then add extra time to account for breaks and time to absorb what they learn.
- **Make information easily accessible.** Since new hires have extra time during onboarding to review project materials and documentation, the information should be easy for them to find. It's time-consuming to share individual files for your team members to read, and near-impossible to compile a comprehensive list of resources. That's where a work management program like [Asana](/product) can help. When you share a project in Asana, team members can see all of the relevant tasks, documentation, and contributors, plus explore other related projects they might be interested in.

### It builds a positive culture

[Organizational culture](/resources/types-organizational-culture) is made up of all the norms, best practices, ideals, and shared values within your company. Investing in great culture benefits everyone; not only does it help team members feel supported, but it also encourages them to grow and produce their best work.

A positive culture begins with a good first impression. Here’s how your onboarding plan can help create a welcoming workplace:
- **Communicate your core** [company values](/resources/company-values-examples)**.** Values describe how new team members can expect to be treated and provide guidelines for employees to collaborate with mutual respect. For example, some of [Asana's values](/company) include "Start with Heart," "Solve it Together," and "Act as you own it."
- **Set the standard for** [diversity, inclusion, and belonging](/culture-and-belonging)**.** Every team member should feel like they belong. For example, you could include a diversity, inclusion, and belonging learning session in the onboarding process for all new employees to learn about your company standards and employee resource groups. Additionally, let new hires know about any special events where team members can candidly discuss their experiences with identity and workplace challenges.

## 4 steps to create an effective onboarding process

Creating a great onboarding program may seem daunting, but you don't have to reinvent the wheel. Whether you're building off existing processes or using an [employee onboarding template](/templates/employee-onboarding), these four steps will help you effectively onboard new team members.

### 1. Determine what new hires need to know

At its heart, onboarding is about learning. That means it's important to determine what new hires need to know for their roles so you can ensure they receive the information and training they need. Think beyond just [hard skills](/resources/hard-skills-vs-soft-skills); this can also include details like your company culture and values, your teamis structure, and how employees give and receive feedback.

Try to separate key information into two buckets: details that all new hires should know, and details specific to a new hire's role or job description. For example, all new employees should learn about your company culture, but only engineers need to learn about your company's development stack.

Not sure where to start? Here are some examples to get you started.

#### For all new employees
- **Company culture and values,** such as how new hires can expect to be treated and what your organization does to create a good employee experience, where everyone feels welcome.
- **Company policies and processes**, such as how annual review cycles are conducted and how employees should request time off. If you have one, an employee handbook is a great way to share this information.
- **Team processes**, such as how your team communicates and the purpose of different team meetings.
- [Team structure](/resources/team-structure) **and responsibilities**, so new hires know who to reach out to for specific problems or questions.

#### For specific roles
- **Job skills**. For example, a designer may need to understand the look and feel of your company website.
- **Tools**. For example, an account manager may need to learn how to manage leads in a CRM tool.
- **Role-specific processes**. For example, an IT manager should learn how to put in an order for replacement computers.
- **Individual responsibilities and expectations**. For example, the responsibilities and expectations for a [team lead](/resources/team-lead) differ from those of an entry-level individual contributor.

### 2. Outline logistical requirements

Next, determine the logistical tasks that need to be completed on or before your new hire's start date. This is usually a combination of tasks for you, the new hire, human resources, and IT. For example, this might include:
- Tech setup. For example, requesting and setting up a computer for the new hire.
- Office access, such as creating a new employee access badge.
- Setting up a physical workspace. This could mean setting aside an office or desk space, or providing a benefit so new hires can purchase home-office equipment.
- HR tasks, like setting up benefits and direct deposit.
- Access to tools. For example, you may need to create accounts so the new hire can access online tools and team software.
- Required security and privacy training.

Keep in mind that your company may already have processes in place for some or all of these requirements. As a first step, check with your IT and HR departments to see what's automatically handled for new hires and what you need to drive.

### 3. Determine who new hires should meet

Part of the onboarding process for new hires is meeting coworkers and cross-functional partners they'll work with regularly. As a manager, you can help your new hire make the right connections during onboarding so they're clear who they should be working with on which projects. Make a list of everyone your new hire should meet during their first weeks on the job; later, you can use this information to schedule introduction meetings.

If you've opted to assign a mentor for the new employee, now is the time to specify who that person will be. Your new hire's mentor should be among the first people they meet regularly. Their mentor may also have suggestions for people they should meet during their first few weeks.

And most importantly, make sure your new hire has dedicated time to meet their fellow team members. This can include group events, like a team lunch on their first day, as well as 1:1 time with each new teammate.

### 4. Create an onboarding timeline

Now it's time to put it all together and create an onboarding timeline. An onboarding timeline outlines when each step of the new-employee onboarding process should occur, so your new hire has a clear workflow to follow from day one onward. Your timeline should address the following questions:
- **When will the onboarding process start?** You may want to start the logistical aspects of onboarding before an employee's first day, such as setting up their direct deposit and tax information, preparing their equipment, and sending a personal welcome message from your team.
- **How long will onboarding last?** Now that you know what your new hire needs to learn, you can estimate how much time it will take. Be sure to include extra time for breaks and to process new information. Let new hires know how long onboarding will take, but remember, you can adjust the pace based on how quickly they learn.
- **When should you schedule training sessions to pass along key information?** For example, you might want to schedule high-level employee orientation sessions on company processes in the first week, and skills training during the second and third weeks.
- **When does your new hire need to learn and start using specific skills?** Try to time skills training sessions close to when the new employee will actually put those skills into practice. That way, they have an opportunity to solidify their understanding and ask questions that weren't addressed during training.
- **Who should your new hire meet with, and when?** For example, they might check in with their mentor every day during their first week, and meet cross-functional stakeholders during their second or third week.
- **What goals should your new hire achieve by the first day, week, month, and so on?** These should be clear expectations for what the new employee should accomplish by when. For example, a new recruiter on your team may have a goal to shadow a hiring process with one of their peers during their first month. Keep in mind that goals are a starting point; you can still work with your new hire to adjust objectives as needed.
- **When will you meet with the new employee to give and receive feedback?** This can include informal check-ins to see how things are going and what can be improved, as well as more structured feedback sessions at the end of the new hire's first month or 100 days.

## Common onboarding mistakes to avoid

Even well-intentioned onboarding programs can fall short. Here are some common pitfalls to watch out for:
- **Overwhelming new hires on day one.** Bombarding employees with too much information in their first few days can lead to confusion and anxiety. Instead, spread out training sessions and give new hires time to gradually absorb the information.
- **Skipping preboarding activities.** The time between accepting an offer and starting a new role is valuable. Use this period to complete paperwork, send welcome materials, and set up equipment so new hires feel prepared before their first day.
- **Neglecting feedback and check-ins.** Without regular touchpoints, new employees may struggle in silence. Schedule consistent one-on-ones to address questions, provide guidance, and gauge how well the onboarding process is working.
- **Relying too heavily on automation.** While technology can streamline tasks, onboarding is fundamentally about human connection. Balance automated workflows with personal interactions from managers, mentors, and teammates.
- **Treating onboarding as a one-day event.** Orientation is just the beginning. Effective onboarding extends over several months, giving new hires time to build relationships, develop skills, and fully integrate into your team culture.

## Example new hire checklist

An [onboarding checklist](/resources/onboarding-new-employees-checklists-templates) is a useful tool to ensure your onboarding process includes all the steps necessary to set new hires up for success. This can be a version of your onboarding timeline, with individual tasks grouped in sections for your new hire's first day, week, month, and so on.

Using [work management software](/uses/work-management) like Asana can help make your onboarding checklist actionable. Here's how:
- **Create linked tasks:** Add relevant information and specific due dates to each task
- **Assign ownership:** Distribute tasks to yourself, IT, HR, or your new hire
- **Automate workflows:** Instantly assign the right tasks to stakeholders at the right time

That way, your checklist becomes a living resource you and your new hire can work from together.

## Get new hires up to speed faster

With these steps, you can onboard new team members with confidence. Taking the time to create a successful onboarding process not only helps employees succeed in their new role but also helps them hit the ground running with all the skills, information, and connections they need to make an impact.

Ready to streamline your onboarding process? [Get started](/create-account) with Asana to organize tasks, track progress, and keep every new hire on the path to success.

#### Get new hires up to speed faster

Keep your team’s priorities on track with streamlined employee onboarding and shorter ramp-up periods.

- [Get started](/create-account)

- [View demo](/demo/main)

Employee Onboarding