Bringing new folks onto your team should be simple, not a messy pile of docs, emails, and “let me know if you have questions.” If you want a process that works for actual humans—not just HR checkboxes—you’re in the right place. This guide is for anyone tasked with onboarding, whether you’re the founder, a manager, or the one stuck reinventing the wheel every time someone joins.
We’ll walk through how to use Dock templates and checklists to set up onboarding that saves you time, gives new hires what they really need, and cuts the noise. (If you haven’t seen Dock before, check it out here.)
Let’s get into it.
Step 1: Map Out What New Team Members Actually Need
Before you get lost in tools and templates, stop and think: what does someone really need to get up and running on your team?
Here’s what’s usually essential: - Access: Email, Slack/Teams, project tools, code repos, etc. - Key info: Team structure, company mission, basic policies (keep it short). - First week tasks: Who to meet, what to set up, first project steps. - How to get help: Where to ask questions, who’s the go-to for what.
Skip: Dumping your entire wiki or 37-page handbook on day one. No one reads it, and it’s overwhelming.
Pro tip: Ask a recent new hire what they wish they’d known sooner. Use their feedback to shape your list.
Step 2: Build a Reusable Onboarding Template in Dock
Dock lets you create shareable, customizable onboarding “spaces” for each new hire. Start with a template so you’re not reinventing the wheel.
What to include in your Dock onboarding template:
- Welcome note: Short, personal, and human. “Glad you’re here. Here’s what to expect this week.”
- Checklist: A simple, clear list of what needs doing. (You’ll get specific in the next step.)
- Links to must-have resources: Think team directory, org chart, key docs—no fluff.
- Intro videos or quick notes: If you’ve got them. But don’t force it.
- First week schedule: Who to meet, when, and why.
- Where to ask for help: Slack channel, manager contact, or similar.
How to set it up in Dock:
- Create a new template: In Dock, start a new template—name it something obvious, like “Onboarding Template.”
- Add sections: Use Dock’s blocks for different topics (Welcome, Checklist, Meet the Team, etc.).
- Embed resources: Add links, PDFs, or videos as needed.
- Set up a checklist: Dock’s checklist feature lets you create to-dos for the new hire (and yourself).
Don’t bother: With fancy graphics or long-winded mission statements. Clarity beats polish.
Step 3: Create Your Onboarding Checklist
The checklist is where the magic happens. This isn’t busywork—it’s the road map for both you and the new hire.
What goes on the checklist:
- Account setups: Email, Slack, project tools, HR systems.
- Required forms: Tax docs, payroll, NDAs—keep it minimal.
- Key meetings: 1:1 with manager, intro call with the team, meeting with IT.
- First tasks: Hands-on work, even if it’s small. People want to contribute, not just watch.
- Feedback points: Remind them to ask questions or book a retro on week two.
Order matters: Group similar tasks. Put easy wins up top.
What to skip: “Read the entire company wiki.” It’s not realistic and just breeds guilt.
Pro tip: Assign checklist items to specific people if needed (e.g., “IT: Grant access to Figma”).
Step 4: Personalize for Each New Hire (But Don’t Overdo It)
Templates save time, but everyone’s role is a little different.
- Tweak once, not a hundred times: Before you share the Dock onboarding space, spend five minutes tailoring it. Remove anything they don’t need. Add a note or two that’s just for them.
- Add role-specific tasks: For example, designers get design tool logins; engineers get repo access.
- Intro to key people: Link to bios or add short intros for folks they’ll work with most.
What not to do: Don’t make the checklist so granular it takes longer to update than just emailing instructions. Aim for 80% template, 20% quick tweaks.
Step 5: Share and Track Progress
When you’re ready, share the Dock onboarding space with your new hire. Dock lets you see what’s been checked off—no guessing if they’re stuck or lost.
- Send a friendly kickoff email: Link to their onboarding space. Offer help, but don’t hover.
- Check in midweek: Not to micromanage—just to see if they’re blocked.
- Update as you go: If you realize something’s missing, add it. Dock updates instantly.
Don’t: Rely on “let me know if you have any questions.” Most people won’t ask until they’re really stuck.
Pro tip: Use Dock’s notifications to stay in the loop, but don’t drown people in reminders.
Step 6: Get Feedback and Improve the Template
No onboarding process is perfect on the first try. The good news is, Dock templates are easy to update.
- Ask for feedback: After week one, two quick questions: “What was missing?” and “What was overkill?”
- Fix the template: Don’t just note it for next time—update your Dock template right away.
- Keep it lean: If a step never gets used, kill it.
What to ignore: Endless “best practices” lists you find online. Your team, your process.
What Works (and What Doesn’t)
What actually helps:
- Clear, simple checklists: People like knowing where they stand.
- A single source of truth: Dock makes it easy for everyone to find what they need, when they need it.
- Human touches: A quick welcome message or intro goes further than another PDF.
What to skip:
- Information overload: Less is more. Prioritize essentials, not “everything you might ever need.”
- Over-polished docs: Don’t waste time making things pretty if they’re not useful.
- Generic, static docs: Dock templates can evolve. Static PDFs just go stale.
Keep It Simple—And Iterate
Onboarding isn’t a one-and-done project. The best setups are simple, honest, and get better over time. Use Dock templates and checklists to cut the noise, save everyone’s time, and help new folks feel like part of the team—sooner, not later.
Don’t aim for perfection. Build something that works, get feedback, and tweak as you go. That’s how you build a process that actually helps people—not just ticks boxes.