In this article: Why onboarding, how to plan, a free onboarding template, and how to start your first few weeks with a new hire.

This might seem like an odd choice for a first blog topic, but over the years I’ve learned that onboarding is often overlooked.

Which is weird, right? I mean, you put all your time and energy into sorting through applications, aggressively judging font choices, running calls and interviews. You would think everyone has a plan in place to set their newfound hire (or contractor) up for success.

Right? Right??

Why does proper onboarding matter?
Even if you’ve just hired the most skilled, experience person out there, if you don’t properly set the stage for them, it’s harder for them to hit the ground running. Everyone should be on the same page and be pushing in the same direction.

You should have an onboarding plan ready before you hire someone.
This both serves as a reference guide for the team and project, and ensures they know what they should be doing and how it fits into the project in a broader scope.

You should also have reasonable expectations around what you think success looks like for this role in both the short and long term. Make sure this is communicated to your new hire in a way they understand, and that you both feel like you’re on track to hit those goals.

Every game is different, but here’s a template anyway.
So maybe all this sounds reasonable to you, but you don’t know where to start. Or maybe you just don’t have the time. Maybe what you’re longing for is a simple, customizable template you could take and cannibalize for your needs, and adapt to multiple roles as needed.

Well, friend, good news, maybe! I’ve put together a basic template to help get you started. You can view and download my onboarding template here as a plain PDF!

My hope is that you use this as a jumping off point to grow from according to your needs, rather than having to start from square one. (Or, worse, not providing any onboarding at all!)

Don’t forget to set up regular check-ins!
You still need to make sure you are providing a space for regular one-on-ones with your new person, whether they’re a short term contractor or a long term hire. Ask questions, make sure they have what they need, and give and receive feedback. It’s not a one-way street!

Start off your new hire’s first week with a call to go over the initial expectations and schedule for their first days. Ensure logins, passwords, materials, and anything else they need are easily accessible.

Next, I recommend setting up a short half-hour meeting at the end of the first week. This is not about micro-managing your new hire, it is about ensuring they have the tools and support they need to do their role confidently and effectively.

Ask:

• How did you feel your first week went?
• Is there anything that was unclear to you?
• Do you feel like you have the support you need from me?
• Were you missing anything you needed to get started?
• Do you feel like you have a clear understanding of your day-to-day or weekly goals?
• Are there any questions you have for me?
• Do you have anything you want to flag or offer feedback on?

After the first week, set up another similar call for the end of the first month. Then again at the end of the first quarter. Remember, while you might use these calls to review performance if necessary, you should be using them primarily to provide support and a place for honest dialogue.

Game dev is hard. Don’t make it harder than it already is by not providing basic structure and guidelines. Many of the biggest problems occur because of a lack of communication and initial oversight. Get out in front of it by laying a clear runway for everyone involved.