Getting a new teammate up to speed shouldn’t feel like herding cats. If you use Floqer to organize your team’s work, a little prep goes a long way in helping new folks actually do their jobs (instead of just asking where things are). This guide is for leads, managers, and anyone who wants to make onboarding less painful and more useful, without drowning in process for process’s sake.
Why onboarding in Floqer matters (and what not to overthink)
Floqer is built for collaboration, but no tool is magic. New team members left to “figure it out” will waste time, miss context, and make avoidable mistakes. You don’t need a 40-page onboarding manual—but you do need a plan.
Here’s the real talk: most onboarding falls flat because it’s too generic or too bloated. The sweet spot is giving people just enough structure, with clear steps, so they can hit the ground running.
1. Prep your Floqer workspace before the new hire starts
Don’t wait until their first day to scramble. Set up the basics now:
- Review your current workspace: Is it a mess of old projects, duplicate boards, or orphaned docs? Clean up what you can. You don’t need perfection, just enough so new folks don’t think, “Wow, this is chaos.”
- Create (or update) an onboarding board: Build a dedicated space or board in Floqer for onboarding tasks. This is where you’ll assign everything the new person needs to read, do, or set up.
- Make a template: If this isn’t your first hire, reuse what worked. Save your onboarding tasks as a template or checklist in Floqer so you’re not reinventing the wheel next time.
Pro tip: Archive any dead projects or docs. If you’re embarrassed for a new person to see it, just file it away.
2. Give access to the right stuff (not everything)
Floqer lets you set permissions, but don’t just add new folks to every board and call it a day. Be intentional:
- Start with what they actually need: Assign them to the core team boards, projects, and docs that matter for their role.
- Restrict sensitive info: If you have financials, HR docs, or anything private, double-check permissions.
- Explain why: Don’t just add them—tell them, “Here’s where you’ll find project X, here’s where we keep meeting notes, here’s what you can skip for now.”
People get overwhelmed when they see 20 boards and have no clue what’s relevant. Less is more.
3. Assign a real person as their point of contact
No tool replaces a human guide. Make sure your new hire knows exactly who to ping with questions:
- Assign a “Floqer buddy” or peer. This isn’t about hand-holding, it’s about not leaving folks to Google every little thing.
- Tell the rest of the team who’s starting, and encourage them to reach out (not just wait for the new person to ask).
- Set up a quick intro call if you’re remote. Five minutes is enough. “Here’s how we use Floqer. Don’t worry, you won’t break anything.”
If you skip this step, you’ll get a lot of silent flailing—until mistakes surface later.
4. Map out onboarding tasks in Floqer (with actual deadlines)
Don’t just dump a list of links. Lay out the first week or two as real, bite-sized tasks in Floqer:
- Examples: “Read the team playbook doc,” “Join the weekly standup board,” “Set up your profile,” “Complete your first project card.”
- Assign deadlines, but don’t make them stressful. It’s just to give a sense of pace.
- Tag the right people, so they know who owns what.
This makes it easy for the new hire to track what’s done and what’s left. It also gives you visibility into how they’re adjusting.
What to skip: Don’t overload with “nice to have” tasks (“Read every doc we ever wrote”). Stick to what’s actually needed to get started.
5. Demo how your team actually uses Floqer (not just the features)
Floqer has a bunch of features, but every team uses it a little differently. Show—not just tell—how things work day to day:
- Walk through a real project or workflow in Floqer. “Here’s how we move tasks from ‘To Do’ to ‘Done.’”
- Show how you use comments, tags, or automations (if at all). Don’t assume people know your team’s quirks.
- If you don’t use a feature, say so. “We tried the chat function, but honestly, we just use Slack for that.”
This helps avoid the classic “I didn’t know we could do that” or “I thought I was supposed to comment here” confusion.
6. Make feedback part of the process
Onboarding isn’t one-and-done. Build in a way for new folks to give feedback on what’s working (and what’s not):
- Add a feedback card or board in Floqer called “Onboarding feedback.” Make it OK to post questions or suggestions there.
- Actually check it. Don’t just let it collect dust.
- Adjust your process for the next hire. If three people say a doc is outdated, fix it. If a step is always skipped, maybe it’s not needed.
Honest take: Most teams forget this and end up repeating the same mistakes. Don’t be that team.
7. Avoid common onboarding traps
A few things to watch out for:
- Too much, too soon: Flooding new hires with every doc, board, or notification is overwhelming. Drip things out as needed.
- Assuming people will “just ask”: Some folks won’t. Make it clear who to go to, and check in after a week.
- Leaving old, confusing stuff lying around: If you have legacy boards or docs no one uses, archive or label them.
- Forgetting remote folks: If your team’s hybrid or remote, make sure everything can be accessed online and doesn’t rely on “just ask someone in the office.”
8. Automate the boring stuff (if it saves real time)
Floqer has some automation options—like assigning onboarding checklists automatically—but don’t go overboard:
- Automate routine tasks, like sending a welcome message or assigning the onboarding board.
- Skip automating things that don’t actually save time or just add noise (“Congrats, you finished Task 3!” emails).
- Review your automations every couple of months. What made sense when you set it up may be annoying now.
Automation is great when it keeps you out of busywork. When it adds friction, it’s just another thing to ignore.
9. Keep things human—don’t just rely on the tool
Floqer can organize your onboarding, but it can’t build trust, answer nuanced questions, or help someone feel welcome. Make space for actual conversations, feedback, and the occasional “Hey, how’s it going?” check-in.
No one remembers the perfect onboarding checklist. They remember whether they felt supported, or like they were dropped into the deep end.
Wrapping up: Keep it simple, iterate, and don’t overthink it
Onboarding in Floqer isn’t rocket science. Clean up your workspace, give folks just what they need, and check in as they ramp up. Skip the 50-page playbooks unless you’re running a law firm. Start small, see what works, and tweak as you go. Your new teammates will thank you—not just for the smooth start, but for not wasting everyone’s time.