Getting started: success plan

Goal: Acclimate remote team members with your company, culture, and essential systems/tools.

Day 1: Account Setup  Welcome & Introduction

1.  Account Set up: Ensure proper access to computers, email, phone systems, and software tools (scheduling software, communication tools, etc.).
2. Orientation: Company history, values, mission, and key policies.
3. Team Introduction: Meet key team members and stakeholders (e.g., HR, Operations, and other schedulers).

Resources: Welcome Email Template, Account Setup Checklist 

Day 2-3: Systems & Tools Training

1. Core Systems Overview: Walk through essential tools (e.g., project management, CRM, ERP, or other industry-relevant platforms).
2. Hands-On Training: Show how to use the primary software for daily tasks (creating projects, updating records, reporting progress, etc.).
3. Communication Tools Training:
   1. Overview of internal messaging (Slack, Teams, etc.), email etiquette, and meeting protocols.
   2. Best practices for remote communication and collaboration.

Day 4-5: Understanding Company Procedure

1. Workflows: Review step-by-step processes relevant to their role (e.g., client onboarding, sales pipeline, product handoff, service delivery).

2. Policies & Standards: Cover protocols for deadlines, reporting, approvals, issue escalation, and quality assurance.

3. Practical Scenarios: Walk through real or simulated examples (e.g., handling a client request, submitting a report, collaborating on a project).

4. Q&A & Reflection: Provide space for questions and feedback on training so far.

Goal: Begin performing actual tasks with supervision, while observing experienced team members to learn workflows, decision-making, and communication style.

Day 6-7: Basic Scheduling Task

1. Supervised Work: Start handling basic role-related tasks under manager or mentor supervision (e.g., data entry, scheduling, booking, reporting, or client communication).
2. Practical Applications:
   1. Match resources to needs (e.g., staff to shifts, vendors to projects, or budgets to accounts).
   2. Handle small modifications, updates, or cancellations.
   3. Learn to recognize and flag exceptions or special requirements.
3. Focus on Accuracy & Process: Build confidence with repetitive or straightforward tasks before moving into complex ones.

Day 8-9: Shadowing & Observing Experts

1. Shadow Experienced Team Members: Observe how senior employees handle advanced or complex scenarios. Examples:
   1. A recruiter navigating candidate negotiations.
   2. A bookkeeper resolving an invoice discrepancy.
   3. A project manager adjusting plans to meet last-minute client changes.
2. Critical Thinking Skills:
   1. Learn how to identify potential problems before they escalate.
   2. Understand how to troubleshoot conflicts, urgent needs, or unexpected issues.
3. Best Practices in Communication: Notice tone, clarity, and professionalism in internal and external interactions.

Day 10: Review & Feedback

1. Supervisor Check-In: Review tasks completed so far and provide feedback.
2. Q&A Session: Address any questions, challenges, or uncertainties.
3. Assess Comfort Level: Determine whether the employee feels ready to handle more responsibility or if they need further training.

Goal: Take on more responsibility with minimal supervision, begin applying advanced tools or features, and demonstrate problem-solving skills in real scenarios.

Day 11-12: Independent Task Execution

1. Full Ownership of Tasks: Carry out a complete workflow or project component independently (e.g., managing a client request, preparing a report, closing out a task cycle).

2. Process Adherence: Ensure work aligns with company standards, policies, and timelines.

3. Direct Communication: Begin managing external or internal communications directly (e.g., confirming details with clients, updating team members, or coordinating with stakeholders).

Day 13-14: Advanced Tools & Problem Solving

1. Advanced System Features: Learn how to use more complex functions of company tools/software (e.g., reporting dashboards, analytics features, automated workflows, forecasting tools).

2. Critical Thinking Practice:

   • Identify and resolve conflicts, errors, or inefficiencies in workflows.

   • Learn strategies for managing unexpected challenges with minimal supervision.

   • Apply problem-solving frameworks (e.g., root cause analysis, prioritization methods).

Day 15: Supervisor Review & Feedback

1. Performance Review: Supervisor or mentor reviews independently completed tasks/projects and provides constructive feedback.

2. Challenge Review: Discuss obstacles encountered, how they were addressed, and alternative approaches for the future.

3. Targeted Development: If gaps are identified, shadow or collaborate with experienced team members to reinforce specific skills.

Goal: Build confidence in handling complex scenarios and complete training with full independence.

Day 16-17: Managing Complex Situations

1. Handling Challenges: Learn protocols for responding to urgent or unexpected issues (e.g., project delays, client escalations, system outages, or last-minute changes).

2. Problem-Solving Under Pressure: Practice prioritizing tasks and making quick decisions while maintaining professionalism.

3. Communication in High-Stress Situations: Develop skills for clear, calm, and effective communication with colleagues, stakeholders, or clients during challenges.

Day 18-19: Review Company Protocols & Best Practices

1. Scenario-Based Exercises: Walk through real-world examples from the industry or role, practicing how to resolve issues using company standards.

2. Optimization Skills: Learn how to refine workflows, improve efficiency, and balance productivity with quality.

3. Continuous Improvement: Identify ways to streamline tasks or processes to contribute to overall team and company success.

Day 20: Final Assessment & Feedback

1. Performance Evaluation: Supervisor or mentor conducts a formal review of the employee’s skills, independence, and progress.

2. Q&A Session: Provide space to clarify any outstanding questions, uncertainties, or role-specific details.

3. Independent Ownership: Employee takes full responsibility for a complete project, workflow, or client deliverable, demonstrating readiness for ongoing success.