These templates are practical and adaptable to various industries and team setups.
Purpose: Structure the onboarding process for new employees.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Employee Name: | [Insert name] |
| Start Date: | [Insert date] |
| Role/Department: | [Insert role and department] |
| Onboarding Goals: | - Understand company values
- Learn role responsibilities |
| Day 1 Schedule: | - [Activity: Meet the team]
- [Activity: IT setup] |
| Week 1 Tasks: | - [Task 1: Complete compliance training]
- [Task 2: Shadow a colleague] |
| Key Contacts: | - [Manager]
- [HR representative]
- [Team mentor] |
| Resources Provided: | [Employee handbook, tools, login credentials, etc.] |
| 30-Day Check-In: | [Set date and topics to review, such as early feedback.] |
Purpose: Help managers prioritize tasks and manage time effectively.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Week Starting: | [Insert date] |
| Top Priorities: | - [Priority 1: Prepare quarterly report]
- [Priority 2: Approve budget requests] |
| Tasks to Delegate: | | Task | Assigned To | Deadline | |
| | | Approve designs | Name A | Friday | |
| Time Blocks: | - [9:00 AM - 11:00 AM: Team meetings]
- [2:00 PM - 4:00 PM: Focused work] |
| Non-Negotiables: | - [Weekly check-ins with direct reports]
- [Review urgent emails] |
| End-of-Week Review: | [Assess whether priorities were achieved and adjust for next week.] |
Purpose: Outline strategic goals and action plans.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Strategic Goal: | [Insert overarching goal, e.g., "Expand market share by 10%."] |
| Objective: | [Define specific outcomes, e.g., "Increase product sales in Europe."]|
| Action Steps: | | Step | Owner | Timeline | |
| | | Research market | Name A | Q1 2025 | |
| Resources Needed: | [Budget, tools, people, etc.] |
| KPIs to Measure Success: | - [KPI 1: Revenue growth]
- [KPI 2: Customer acquisition rate] |
| Potential Risks: | - [Risk 1: Supply chain delays]
- [Risk 2: Competitor pricing] |
| Follow-Up Plan: | [Insert dates for progress reviews.] |
Purpose: Provide constructive feedback during regular or impromptu feedback sessions.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Employee Name: | [Insert name] |
| Feedback Type: | [Positive, constructive, developmental] |
| Situation: | [Describe the context, e.g., "During the team meeting on Monday."] |
| Behavior Observed: | [State what the employee did, e.g., "You presented data clearly."] |
| Impact: | [Explain the result, e.g., "This helped the team understand next steps."] |
| Suggestions for Improvement: | [Provide actionable advice, e.g., "Consider preparing slides in advance for complex topics."] |
| Next Steps: | [Agree on actions, e.g., "Practice presentations twice before delivery."] |
| Follow-Up Date: | [Insert date for review of progress.] |
Purpose: Organize and prioritize weekly tasks and responsibilities.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Week Starting: | [Insert date] |
| Top Goals: | - [Goal 1: Complete team budget review]
- [Goal 2: Finalize new hire onboarding plan] |
| Planned Meetings: | - [Monday: Department meeting]
- [Wednesday: Project status check-in] |
| Critical Deadlines: | - [Deadline 1: Approve designs by Thursday]
- [Deadline 2: Submit financial report by Friday] |
| Tasks to Delegate: | | Task | Assigned To | Deadline | |
| | | Prepare slides | Name B | Tuesday | |
| Reflection/Notes: | [Lessons learned or changes needed for the upcoming week.] |
Purpose: Identify and mitigate potential risks in projects or processes.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Project/Process Name:| [Insert name] |
| Risk Identified: | [Describe the risk, e.g., "Vendor delays in delivering materials."] |
| Likelihood: | [Low, Medium, High] |
| Impact: | [Low, Medium, High] |
| Mitigation Plan: | - [Step 1: Identify backup vendors]
- [Step 2: Adjust timelines] |
| Owner: | [Who is responsible for managing this risk?] |
| Monitoring Plan: | [How will the risk be tracked? E.g., "Weekly progress updates."] |
| Resolution Status: | [Resolved/Pending/Active] |
Purpose: Create a structured approach to reward and recognize team achievements.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Team Name: | [Insert team name] |
| Purpose of Recognition: | [State reason, e.g., "Exceeding Q1 sales targets by 20%."] |
| Recognition Methods: | - [Public acknowledgment in meetings]
- [Gift cards or bonuses] |
| Timeline: | [When will recognition take place? E.g., "Next team meeting."] |
| Follow-Up Activities:| [How will the recognition be reinforced? E.g., "Feature team in company newsletter."] |
Purpose: Streamline processes to improve efficiency.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Process Name: | [Insert process name] |
| Current Workflow: | [Step-by-step outline of current process.] |
| Pain Points Identified: | - [Pain Point 1: Time delays]
- [Pain Point 2: Communication gaps] |
| Proposed Changes: | - [Change 1: Automate task assignment]
- [Change 2: Implement project management software] |
| Implementation Steps:| - [Step 1: Select software]
- [Step 2: Train team on usage] |
| Expected Benefits: | [E.g., "Reduce turnaround time by 15%."] |
| Review Date: | [Set a date to evaluate the changes.] |
Purpose: Prepare employees for leadership or critical roles in the future.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Role Identified: | [Insert critical role, e.g., "Sales Director."] |
| Current Role Holder:| [Insert name of current employee.] |
| Potential Successors:| - [Candidate 1]
- [Candidate 2] |
| Training Needs: | - [Skill 1: Negotiation]
- [Skill 2: Strategic planning] |
| Development Plan: | - [Step 1: Assign candidate to mentor]
- [Step 2: Provide project ownership opportunities] |
| Timeline: | [Insert estimated time to transition the role.] |
| Review Dates: | [Set regular check-ins to monitor progress.] |
Purpose: Gather feedback when an employee leaves the organization.
| Section | Details |
|-------------------------|----------------------------------------------------------------------|
| Employee Name: | [Insert name] |
| Role/Department: | [Insert role] |
| Date of Exit: | [Insert date] |
| Reason for Leaving: | [List primary reason, e.g., "Better career opportunity."] |
| Feedback on Role: | - [What did they enjoy?]
- [What challenges did they face?] |
| Suggestions for Improvement: | [E.g., "Streamline onboarding processes."] |
| Future Considerations:| [Would they return to the company in the future? Why or why not?] |