If you’ve just started using Theroishop to run your team or business, adding new folks and sorting out who does what can feel like more work than it should be. This guide is for anyone who needs to bring teammates into Theroishop without the mess—whether you’re a manager, team lead, or just the unofficial “tech person” in your group.
Let’s skip the fluff. Here’s how to get new people set up and actually working, not just lurking in your system.
1. Get Your House in Order Before You Add Anyone
Don’t rush to invite people before you’re ready. Trust me, nothing kills momentum like a new user logging in to total chaos.
What to do first: - Audit your workspace: Make sure your Theroishop account is set up with clear teams, projects, and naming conventions. If you’re still in the “everything is called Test” phase, fix that. - Sort out your roles: Decide ahead of time what roles you need—Admin, Editor, Viewer, etc. Don’t assume the defaults fit your actual workflow. - Clean up old stuff: Archive or delete dead projects. New folks don’t need to see your abandoned “Q1 Mega Plan” from two years ago.
Pro tip: If you’re not sure what roles you need, sketch out who should not be able to do certain things (like delete projects or mess with billing). Work backwards from there.
2. Invite Users—But Don’t Spam
Theroishop lets you invite people by email or a link. Both work, but don’t just shotgun invites to everyone in your address book.
How to actually do it: - Go to your team or project settings and look for an “Invite” button. - Add emails one at a time, or use the shareable link for bigger groups. - Assign the correct role before you hit “Send.” (This saves you from cleaning up after an accidental “everyone’s an Admin” fiasco.)
What works: - Inviting in small batches so you can answer questions as they come in. - Pairing the invite with a quick note (“Hey, you’ll see an invite—here’s what you’ll be able to do”).
What to skip: - Bulk inviting your whole company just because the tool lets you. More isn’t better if half of them won’t use it.
3. Assign Roles—And Actually Tell People What They Mean
Roles are only useful if people know what they’re for. Don’t just assign “Editor” and hope for the best.
Assigning roles in Theroishop: - In the team or workspace settings, find the member management screen. - For each person, pick a role from the dropdown (Admin, Editor, Viewer, etc.). - Double-check permissions. Don’t trust defaults blindly—test with a dummy account if you’re unsure.
Be honest: - Most teams give out too many Admin rights “just in case.” Resist this urge. It only takes one person poking around in the wrong place to break things.
Communicate: - Send a quick message (Slack, email, whatever) explaining what each role can and can’t do. - If your team is small, just tell people directly. Don’t overcomplicate it with a 10-page doc.
Pro tip: Document the weird stuff. If your “Editor” role can delete things but “Admin” can’t (sometimes the defaults are weird), write it down somewhere everyone can see.
4. Give New Members a Guided First Task
Don’t dump folks into Theroishop and expect them to figure it out. Assign them a real task—something small, but useful.
Why this works: - People learn faster by doing than reading a manual. - You’ll see right away if they have the right permissions (or if you missed something).
Examples of good first tasks: - “Add yourself to the ‘Team Bio’ section.” - “Upload a sample file to Project X.” - “Comment on the kickoff task for next week.”
What to avoid: - Don’t tell people to “poke around and get familiar.” Vague instructions lead to confusion and wasted time.
Pro tip: Pair each new user with a buddy for a week. Not a formal mentor, just someone to answer “hey, where’s the thing?” questions.
5. Set Up a Feedback Loop (and Actually Listen)
Your onboarding process won’t be perfect the first time. That’s normal.
How to get feedback: - After a week, ask new members what confused them or slowed them down. - Pay attention to questions that come up more than once—this is a sign your setup needs tweaking, not that your team is slow. - Update your onboarding checklist or welcome doc every time you spot a new “gotcha.”
What works: - Keeping it informal. A quick chat or survey is enough. - Acting on feedback fast. If everyone gets stuck on the same permission, fix it—don’t just explain it away.
What to ignore: - Overplanning. You don’t need a full “onboarding program” unless you’re hiring dozens each month.
6. Avoid Common Pitfalls
Here’s where a lot of teams trip up:
- Too many admins: Only give admin rights to people who actually need them. More admins means more chances for mistakes.
- No clear point of contact: If you’re the “Theroishop person,” make that clear. Otherwise, new folks will just ask whoever’s online.
- No process for removing people: Plan for offboarding too. Remove access as soon as someone leaves—don’t wait for a quarterly review.
- Ignoring role changes: As teams grow, people’s roles will change. Review permissions every few months.
7. Keep It Simple—But Document the Non-Obvious
You don’t need a 30-page onboarding guide. But you do need a place to jot down the stuff that always trips people up.
Good things to document: - Where to find key projects and resources. - Who to ask for help with Theroishop stuff. - Any custom roles or weird permission setups.
Where to put it: - An internal wiki, shared doc, or even just a pinned Slack message. Don’t bury it in someone’s inbox.
What to skip: - Out-of-date screenshots and step-by-step guides for things that change every month. Keep it high-level and update as needed.
8. Iterate as You Grow
Your team’s needs will change. Don’t set your onboarding process in stone.
- Review your process every few months.
- Ask new joiners what worked and what didn’t.
- Adjust roles and permissions as your projects get more complex (or, ideally, as simple as possible).
Wrap-Up
Onboarding in Theroishop isn’t rocket science, but it’s easy to overthink—or underthink—it. Get your setup right before inviting anyone, assign clear roles, and give people a real task to get started. Most importantly, keep things simple, watch for roadblocks, and adjust as you go. You don’t need perfection—just a process that helps new folks get to work fast.