Onboarding a new teammate is hard enough. Doing it well—so they’re not just in the system, but actually up to speed and making an impact on your go-to-market (GTM) team? That’s where most companies stumble. If you’re a manager or an ops lead using Charma, this is for you. I’ll walk through exactly what to set up, what to skip, and how to get new hires working with your GTM playbook in record time—without clogging everyone’s calendar with “alignment sessions.”
Step 1: Get the Basics Right (Don’t Skip This)
Before you even invite someone to Charma, make sure you have the essentials lined up:
- Role clarity: What’s this person actually responsible for? Write it down in plain English.
- Access needs: Figure out what Charma workspaces, templates, and permissions they’ll need from day one.
- Core GTM resources: Have your updated pitch decks, sales playbook, product docs, and any “tribal knowledge” handy.
Pro tip: Don’t just dump docs on new hires. Pair each one with a sentence or two on why it matters. (Yes, really. People skip this, and then new folks flounder.)
What to Ignore
- Overly detailed onboarding checklists that focus on admin tasks instead of real work.
- Welcome videos that no one actually watches.
- Giving them access to every workspace “just in case.” It’s overwhelming—start lean.
Step 2: Set Up Their Charma Account and Workspace
Okay, now for the hands-on part. Here’s how to get someone into Charma quickly, so they can start working instead of waiting.
- Invite the new hire: Use their company email. Assign them to the right team or workspace.
- Assign relevant templates: If you’ve got onboarding templates or GTM checklists in Charma, set them up now.
- Add them to recurring meetings: Put them on the calendar for your GTM standups, pipeline reviews, and any 1:1s they’ll need.
- Customize their dashboard: Show them how to pin their top priorities or action items. (Don’t assume they’ll figure this out.)
What works:
Having a “Welcome to GTM” workspace or project in Charma with pre-loaded docs, FAQs, and the week-one checklist. It gives new folks somewhere to land, but doesn’t drown them in info.
What doesn’t:
Auto-adding people to every “general” channel or workspace. It’s just noise. Be selective.
Step 3: Build a Realistic 30-60-90 Day Plan (In Charma, Not Just Docs)
New hires want to know: What does “good” look like? Use Charma to set this up, not just a static doc.
- Create a 30-60-90 day project or checklist. Break it down into real milestones, not just “shadow meetings.”
- Assign owners: Some tasks will be on the new teammate, others on their buddy or manager.
- Tie tasks to GTM outcomes: For example, “Run a discovery call solo” or “Present the new deck to the team.”
- Set up regular check-ins: Schedule these right in Charma, so progress is tracked and nothing slips through.
Pro tip:
Make it clear which tasks are “must-do” for GTM readiness, and which are “nice-to-have.” Don’t pretend everything’s equally important.
Shortcuts That Actually Help
- Use Charma’s recurring check-ins to automate reminders.
- Pre-fill templates with links to key Slack channels or CRM dashboards.
- Encourage the new hire to check off tasks themselves for a sense of momentum.
Step 4: Use Charma for Fast Feedback Loops
Feedback shouldn’t wait for a quarterly review. Charma’s designed for quick, lightweight feedback—use it.
- After the first week: Ask for feedback on the onboarding process. What’s missing? What’s confusing?
- Set up 1:1s: Use Charma to run structured 1:1s with clear agendas. Focus on blockers, not just “how’s it going.”
- Peer feedback: Encourage quick peer reviews after shadowing calls or running demos. Keep it specific and actionable.
Skip this:
Generic “How are you feeling?” surveys. Instead, ask: “What’s one thing that would help you move faster this week?”
Step 5: Connect Their Work to Real GTM Metrics
Don’t let onboarding become an abstract exercise. The sooner a new hire can see how their work ties to pipeline, deals, or customer success, the better.
- Set up dashboards: Charma can link out to Salesforce, HubSpot, or whatever you use. Show them real numbers.
- Assign small, real GTM tasks: Even if it’s just updating CRM fields or running a mock call, let them contribute early.
- Celebrate small wins: Use Charma’s shout-out or recognition features to highlight progress. (But don’t overdo it—forced praise is just awkward.)
What to ignore:
Waiting until someone is “fully ramped” before letting them touch real GTM work. Controlled, supervised experience beats endless shadowing.
Step 6: Keep Iterating the Onboarding Process
No onboarding plan survives first contact with reality. Use Charma to tweak and improve every time you bring someone new on board.
- After 30 days: Review what worked and what didn’t. Ask your new teammate for honest feedback—privately, if needed.
- Update templates: Don’t just collect feedback—actually change your checklists, docs, and meeting agendas.
- Share learnings: If you discover a shortcut (or a major pitfall), put it right in the onboarding template for the next hire.
Pro tip:
If something’s consistently confusing, it’s probably not the new hire’s fault. Fix the process, not the person.
Bringing someone new onto your GTM team doesn’t have to be a slog. With a bit of prep and the right setup in Charma, you can get folks up to speed without overwhelming them—or yourself. Stick to what matters, skip the noise, and treat your onboarding docs and templates as living things. Simple is better. Iterate as you go, and pretty soon your new hires will be showing you shortcuts.