How to be a great Onboarding Buddy
Every new team-member will have on onboarding buddy smooth onboarding process. The onboarding buddy should work in the [almost] same timezone as the new team member.
We have an "Onboarding Buddy playbook" in our Dropbox folder that you should read and follow in order to create the ultimate onboarding experience for a new team member (in addition to all the resources on “Onboarding & Company Culture Course” you should be enrolled to).
Your main work as an Onboarding Buddy is to help the new team member feel welcome, not to lose track, and finally get his feedback and transform it into actions like:
- Update documentation
- Create issues (e.g.
Make dev env works with latest version of XYZ)
- Make a proposal to optimize onboarding process
Expectations and duties
It’s not the job of an onboarding buddy to ~teach~, although you might end up doing a little bit of that. Your role is to guide and inspire with your enthusiasm.
So while there’s an element of teaching to onboarding, the skills an onboarding buddy needs are different to those of a teacher. You need to be an attentive listener, and you need to have enough practical experience to be able to give your buddy the right advice at the right time.
Set expectations: Communicate your expectations in a simple and direct manner. Clarify expected roles, processes and outcomes. Ensure your buddy understands your expectations and feels motivated to fill them.
- Ensure that your buddy has read all onboarding documents.
- Ensure that your buddy has all accounts/permissions for our and 3rd party services (see Tools and Services checklist).
- Ensure that your buddy has 🔒 properly installed developer environment (opens new window).
- Arrange end-of-day meetings with your buddy with a specified agenda to get maximum feedback. The meeting should happen at the end of each day during the first week. Why: It will help your buddy understand if they are doing things at the right pace and focusing on the correct tasks, as well as receive clear instructions, advice and constructive criticism to help them improve.
- Start changing code: Prepare 3-10 tasks for smooth entry into the project. Examples:
- Write tests for feature X (the goal is to introduce feature X, introduce out tools and workflows (GitHub, git, CI))
- Pickup and fix any bug from our automated bug-report systems (New Relic, Bugsnag, etc.) (goal: introduce tools, fix a bug)
- Review a Pull Request (goal: introduce our Pull Request flow and a new piece of code).
- Ensure that your buddy has a plan to read developer and general literature and materials from our shared folders (50/50 mix of general/developer literature).
- Ask for a summary feedback for the first week.
- Ensure that you got maximum feedback from your buddy and transformed it into actions.
In a month: finish mentoring
Evaluate developer onboarding process: Now you need to evaluate the developer onboarding process to make sure that everything is up to scratch.
When evaluating the process, here are some example questions you could answer:
- Do we make our new hires feel welcome?
- Do we inspire pride?
- Do we connect them with the big picture?
- Do we show them how much they matter?
- Are we offloading as much information as we can into our shared folders?
- Do we make it easy for new hires to get the information they need?
- Do we make it easy for new hires to tell us how they’re doing? And how we’re doing?
- Do we have an effective mentoring program?
Checklist for Tools and Services
This is a list of tools and services that a new member should have access to:
- GitHub (opens new window): Issue tracker and source code repository. Ensure that the new developer attached to
- Gmail (opens new window): Corporate email box.
- Dropbox.com (opens new window): Cloud service to share materials, literature, media, etc. Ensure that the new developer has access to all directories that he needs: designs, literature (both: general and developers), etc.
- Slack (opens new window): Our main communication tool. Ensure that the new developer is attached to
- LastPass (opens new window): Credentials management tool: store and share credentials.
- Laravel Forge (opens new window): Provision and deployment service for our servers & sites. Mentee should be added to "Development Team" circle.
- Digital Ocean (opens new window): Our server provider.
- New Relic (opens new window): Log errors and monitor application performance (get shared credentials from credential management tool).
- CodeShip (opens new window): Continuous integration tool (get shared credentials from credential management tool). Developer should have individual accounts, connected to their GitHub profiles and they should be added to
developersteam (from master account). Send team invite to a corporateate email fo a new eveloper and ask them to link their GitHub account to CodeShip account (to receive emails about failed builds).
- GTmetrix (opens new window): Analyze web page's speed performance (get shared credentials from credential management tool).
- Zeplin (opens new window): Share designs and its assets between designer and developers.
- Optional: Google analytics (opens new window): Analytics service that tracks and reports website traffic.
- Optional: Google search console (opens new window): Monitor Google Search results data.