In fast-moving sectors like tech, energy, and manufacturing, onboarding can often feel like a luxury that teams don’t have time for. But as Debbie Mastel pointed out in a recent ICTC-CTIC DWCA series conversation with Heileen Arias and Xavier Labrecque, a rushed or unclear onboarding process can have long-term costs.
“Even if it’s a shorter version, it can save thousands of dollars in the long run,” Debbie said. “You don’t want your new hire to feel like they’ve been thrown to the wolves.”
So how do you onboard quickly without sacrificing quality? Below is a streamlined framework to help your team onboard efficiently while still setting employees up for long-term success.
Step 1: Preboarding – Set the Foundation Before Day One
Before the employee’s first day, make sure they:
- Receive a welcome email with key contacts and logistics
- Have access to your systems and tools (email, Slack, onboarding platform)
- Are assigned an onboarding buddy or mentor
- Receive a brief overview of their first week’s schedule
✔️ Tip: Send a short video welcome from the team or leadership to build excitement.
Step 2: Week 1 – Create Clarity and Build Connection
Your goal in week one is to orient and integrate, not overwhelm.
Priorities:
- Introductions to key team members
- Walkthrough of current projects and responsibilities
- Review of company values, tools, and communication norms
- Light tasks or shadowing to get familiar with workflows
✔️ Include a Week 1 Agenda Template to help team leads stay on track.
Step 3: 30/60/90 Day Roadmap – Milestones Over Mass Info Dumps
In fast-paced environments, it’s tempting to do all training up front. Instead, space it out with clear checkpoints.
First 30 Days:
- Understand job expectations and success metrics
- Start contributing to lower-stakes projects
- Complete core compliance or safety training
60 Days:
- Take ownership of a small project or process
- Check-in with manager to review progress and feedback
- Continue learning through team shadowing or internal resources
90 Days:
- Lead a team update or internal presentation
- Participate in performance review or development planning
- Fully integrated into team operations
✔️ Assign roles for who owns what in onboarding—manager, HR, mentor, team lead.
Tech Stack to Support Fast, Effective Onboarding
- Project Management: Trello, Asana, or ClickUp
- Internal Wiki/Docs: Notion, Confluence, or Google Workspace
- Communication: Slack, MS Teams, or Zoom
- Onboarding Checklists: BambooHR, Sapling, or a shared Google Sheet
✔️ Standardize where possible—but allow for role-specific adaptations.
The Cost of Poor Onboarding
As Xavier Labrecque noted, onboarding doesn’t have to be perfect—but it does need to be purposeful. When new employees feel unsupported or disoriented, the risk of turnover increases dramatically.
Replacing an employee can cost thousands of dollars in lost time, productivity, and hiring costs. A streamlined, intentional onboarding process is one of the smartest investments a fast-moving company can make.
Key Takeaways
- Speed is important, but structure prevents turnover.
- Focus on milestones, not manuals.
- Assign ownership for onboarding touchpoints.
- Use your tech stack to automate, remind, and reinforce.
- 📥 Free Download: Get the [Fast-Paced Team Onboarding Roadmap + Week 1 Agenda Template] to guide your process and ensure no one gets left behind.
Looking to improve onboarding without slowing your team down? Connect with Debbie Mastel & Associates to explore how we can help you tailor a fast, effective onboarding process for your business.