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Why Onboarding and Development are Key to Scaling Your Startup When scaling a startup, two areas often get neglected: Onboarding and Development. Yet, these are critical to ensuring your new hires integrate smoothly and continue growing with your company. ?? Here’s how to get these right: Onboarding: Create a structured, automated process that ensures every new hire gets the same high-quality experience, no matter how fast you’re growing. Development: Set up regular training sessions, mentorship programs, and personal development plans to keep your employees engaged and growing. ?? Pro Tip: Investing in onboarding and development early will save you money in the long run by reducing turnover and improving employee performance. Save this post for future reference!

I've experienced an onboarding where nobody really spoke to you; you just got a mail that says welcome to the team. Then someone calls you later and pulls you into a meeting with a client or even an internal meeting you're expected to partake. -- An employee who has gone through five onboarding processes across various startups. Listen to the full conversation on how to get onboarding right: https://lnkd.in/dwEKzaRw

Starting a new job can be overwhelming, especially for early-career hires. Unfortunately, many companies fall short in onboarding, leading to disengagement and early turnover. At Abode, we believe onboarding success starts before day one. By fostering early connections, establishing mentorships, and using tech effectively, companies can create a welcoming environment that supports new hires from the start. Remember, onboarding isn't just about the first week—it's about building a lasting community that supports your new hire's growth and retention. Check out our latest blog on how to create a welcoming environment for your new hires??

Onboarding: A missed opportunity Most companies think onboarding is just a checklist: paperwork, system access, and a quick team introduction. But here’s what great onboarding looks like: ? Unlock the potential of your new hire from day one. ? Build their confidence in their role and within the team. ? Turn them into a business asset who delivers value quickly. Onboarding isn’t a formality—it’s an investment.

Seed Stage Founders, unless you hire a unicorn employee, usually you will be unhappy with their work product if you don't onboard them properly. But how do you onboard someone correctly when you have no time to write up documentation to train them? Here’s my method to onboarding employees that ensures you have the right fit.

Onboarding shouldn’t feel like you’re just checking boxes—it’s your chance to create an experience that really sticks with new team members long after their first day. But how do you know if you’re actually nailing it or falling flat? Our newest blog post breaks down 5 key metrics that’ll help you measure (and seriously improve) your onboarding approach. It’s basically a cheat sheet for figuring out what’s working, what’s not, and how to make every new hire feel right at home from day one. Ready to learn a few new tricks and level up your strategy? Head over to the blog and start turning those numbers into genuine, positive change. https://lnkd.in/e-eqgJAy

I'm so thrilled to announce the launch of M13's latest RocketGuide - designed to help companies get better at scaling world-class onboarding programs. With the shift in hiring moving from "speed and volume" to "thoughtful deliberation", it's more important than ever not just to get the hire right, but to make sure they are set up for success from the jump. Effective onboarding means not just making sure your employees have a computer and desk (a problem more often than you'd think) but that they have a clear roadmap with their manager on goals and prioirities. You'll learn from some of the best - Julia Daniel and Sarah Levine - on top practices to increase performance, engagement and retention from Day One. Please click below to view our guide and please share any feedback and what you are doing for your teams in the comments below!

Sounds familiar? ?? Moving from start-up to scale-up is really exciting - but it also comes with a lot of growing pains. Now’s the time you really need your first internal systems. Because if none of your new hires can contribute effectively, you just shortened your runway and tripled your burn rate for nothing Typical Red Flags: ?? Even you don’t know where your onboarding docs are ?? There’s no clear update trail ?? No one is responsible for onboarding docs ?? Hiring a new person feels like a huge burden on the team ?? Your larger team doesn’t contribute to a significantly bigger outcome

If you want to deliver a great onboarding experience, get the team involved! Every time I make a new hire I have them schedule a 1:1 with everyone on our team. I encourage them to ask these questions: ? How do you set up your day? ? What are some of the most important things that have contributed to your success? ? What do you wish you knew when you first started? I’ve found this reduces the learning curve for new hires while helping to create an environment where everyone is committed to each other’s success.

Setting employees up for success starts long before their first day. M13's Matt Hoffman, Julia Daniel, and Sarah Levine share our new tried-and-true guide to facilitate a seamless onboarding process. Explore the guide below! #Onboarding #Talent