Lowcode Onboarding Process

Introduction: The Lowcode onboarding process is designed to provide an exceptional and personalized experience for every new team member. Our approach not only facilitates a smooth integration but also focuses on creating meaningful connections from day one. This document outlines each stage of the process and its key components.

Participants in the Onboarding Process

The onboarding process at Lowcode is a collaborative effort involving key roles that ensure every new hire has the best possible experience. Below, we outline the responsibilities of each participant:

The Role of HR

HR acts as the cornerstone of the onboarding process, ensuring that all elements are organized and executed smoothly. Their responsibilities include:

Preparing and coordinating the pre-onboarding process (e.g., welcome email, equipment setup, and welcome pack delivery).
Leading the HR orientation meeting to present company policies, values, and tools.
Monitoring feedback from both the new hire and the team to continuously improve the onboarding experience.
Supporting the leader and the buddy with guidelines and resources.

The Role of the Leader

The leader (or manager) plays a crucial role in ensuring the new hire’s successful integration into their team and role. Their responsibilities include:

Conducting a sit-down session on the first day to provide a detailed overview of the team, the role, and key responsibilities.
Setting up and following through with a 30-60-90 day plan to align expectations and objectives.
Checking in regularly to provide feedback and support during the first weeks and months.
Encouraging team involvement to foster a welcoming environment.

The Role of the Buddy

The Buddy is a peer chosen to guide and support the new hire during their onboarding journey. Acting as a friendly point of contact, the Buddy provides:

Day-to-day support for navigating company tools, processes, and culture.
Weekly check-ins to resolve doubts and monitor progress.
Assistance in achieving the objectives outlined in the 30-60-90 day plan.
Emotional support to help the new hire feel connected and confident in their new environment.

The Buddy Program is central to Lowcode’s onboarding process, fostering a culture of support and collaboration. For a detailed description of the program, including its structure, responsibilities, and templates for communication, refer to the Buddy Program Guide

The Onboarding Process

The onboarding process consists of two main stages: Pre-Onboarding, which ensures the new hire is fully prepared before their first day, and Onboarding, which begins on their first day and continues through their first 90 days.

Let’s explore each stage in detail:

1. PRE-ONBOARDING

Objective:

Prepare the new hire before their first day, ensuring they have everything they need for a successful start.

1.1 Welcome Email

Purpose: To welcome the new hire and gather essential information.

Content:

A warm welcome to Lowcode.
Request administrative information (e.g., ID, bank account details, contact information).
Video introduction from Jesús, Lowcode’s founder, explaining the company’s mission and vision.
Questions about personal preferences to personalize their introduction in Slack.

Email Template

1.2 Team Email

Content:

Introduction to the manager and buddy.
First-day agenda.

Email Template

1.3 Email to the Selected Buddy

Purpose: Inform the buddy about their role and responsibilities.

Email Template

1.4 Work Environment and Equipment

Tasks:

Set up email and provide access to tools (e.g., Gmail, Slack, Plutio).
Ensure user agreement is in place.
Arrange Hardware and prepare welcome pack

1.6 Notify the Team and Plan a Welcome Meeting

Purpose: Announce the new hire to the team and schedule an optional 30-minute welcome meeting.

Tasks:

Send an email to the team with details about the new hire.
Organize a 30-minute meeting on the new hire’s first day.

#Additional Tips

Stay in regular contact with the new hire, especially if they work remotely. Small interactions can make a big difference in building trust and a sense of belonging.

2. ONBOARDING

Day 1: Orientation

1. Slack Introduction: Post in the #welcome channel with fun facts about the new hire and their role.

2. Welcome Meeting: Group meeting to introduce the new hire to the team and encourage interaction.

3. HR Meeting: Session with HR to explain:

General introduction to the company and its mission, vision, and values.
Internal policies (vacation, leave, payments).
Key tools and general expectations.

4. Manager Sit-Down:

Overview of the department and key processes.
Presentation of relevant SOPs as training plan.
Creation of a 30-60-90 day plan detailing what will be expected of the new joiner on each stage.

5. Buddy Introduction: Meeting with the buddy to establish expectations and build rapport.

First Week

Manager Check-In: Listen to how the new hire feels and offer feedback.

Sample questions:

“Describe your first week in one word.”
“How can we support you better?”
“What do you need to feel more comfortable?”

Tip: Leaders should practice active listening and open communication during these check-ins.

Buddy Check-In: Informal meeting to answer questions and strengthen the relationship.

Founder Check-In: 30 touch point to get to know the new joiner, how everything is going and if there’s any feedback that could improve the onboarding process.

#Recognition Idea: After the first week, surprise the new hire by featuring them in a LinkedIn post to celebrate their arrival.

First Month

New Hire Survey: Collect feedback on their initial experience. Survey / Email Template

1:1 with the Manager: Review objectives, challenges, and progress.

1:1 with the Buddy: Feedback on the buddy program and overall onboarding experience.

Founder Check-In: A message or meeting with the new joiner to congratulate them on completing their first month and to check in on how they’re feeling 7 days after hire.

First 60 Days

Manager Survey: Evaluate the new hire’s initial performance and identify areas for improvement. Survey / Email Template

This stage is critical for calibrating adjustments or identifying any necessary interventions.

1:1 with the Manager: Share feedback based on the survey and discuss any adjustments needed.

1:1 with the Buddy: Final follow-up on their onboarding journey.

First 90 Days

The new hire will have a final check-in with their manager to:

1. Final Review: Comprehensive review of the onboarding experience.

2. Performance Evaluation: Identify strengths and areas for development.

3. L&D Plan: Propose learning and development opportunities.

4. Final Feedback Survey: Gather feedback to improve the onboarding process.

By following this process, Lowcode ensures that every new hire feels welcomed, supported, and set up for success. Regular feedback and meaningful interactions are at the heart of this approach, creating a strong foundation for long-term engagement and growth.