Get new hires up to speed quickly and consistently, whether they’re an executive, manager, or frontline staff. A great onboarding experience increases retention and speeds up productivity. These Notion templates lay out a 100-day plan for each new team member, customized by role level, with checklists, resources, and built-in accountability. Investing in a thorough onboarding can have employees shipping value in under a week and fully ramped in a few months.
Personal Onboarding Page
Upon hire, create a Personal Onboarding Page from the template. It contains:
- Welcome Section: Welcome message, the company mission, and reiteration of customer-focused culture. For executives, this might include a note from the CEO about leadership expectations; for others, maybe a mission video.
- Key Contacts: List of their onboarding buddy (mentor), manager, and other go-to people. Photos and Notion profile links can be included.
- Onboarding Tasks by Week: A checklist broken down by day or week. This is typically a table with columns: Task, Owner (new hire, manager, IT, etc.), and Status/Done checkbox. Pre-fill this with standard tasks:
- Pre-Day 1: (For IT/HR) Laptop and accounts setup, email credentials sent, etc. — An onboarding issue is created as soon as the offer is signed, with tasks for IT, hiring manager, HR, etc., so everything is ready by Day 1.
- Day 1: Complete HR paperwork, initial team introductions, setup Notion access, read the “How we work” page.
- Week 1: Meet with key team members, read core documentation (link to SOPs or past project docs), attend orientation sessions. We integrate a buddy system – e.g. “Coffee chat with Onboarding Buddy” (the buddy is a peer assigned to help navigate the first weeks). Include a question at end of Week 1: “How could we improve your onboarding?” to capture their input.
- Weeks 2-4: Training on tools (fundraising CRM, etc.), shadowing calls or meetings, small starter tasks. Include a question at end of Week 4: “How could we improve your onboarding?” to capture their input.
- By Day 30: Tackle a first independent task or project (for an executive, it might be drafting their function’s 90-day plan; for a fundraiser, maybe leading a small donor call).
- By Day 60: Intermediate milestones (e.g. managers should have conducted their first team 1:1s and given initial feedback; frontline staff should be fully handling their daily duties).
- By Day 90: Final ramp-up goals (e.g. an executive presents a strategy proposal, a fundraiser closes a first donation, an engineer deploys a feature).
- Checkpoint Meetings: within the task list, include schedule for a 30-day, 60-day, and 90-day check-in with manager to discuss feedback and progress.
- Resources Section: A curated list of links: Team handbook, key SOPs, org chart, glossary of internal acronyms, and relevant reading (for a manager, perhaps leadership training materials; for an executive, board reports or strategic plans to review).
- Donor/Customer Orientation: Especially for non-profit context, a section with info on top donors, major fundraising campaigns, and the impact stories. This helps any new hire, even in back-office roles, connect to the customer (donor) perspective early on.
- Feedback Loop: A place for the new hire to note questions or feedback as they onboard (which the People team can review to continuously improve the onboarding template).