Go Slow to Go Fast
- Herman Veitch
- Apr 7
- 2 min read
Your Solid Onboarding System for New Hires
You’ve successfully recruited an excellent new team member. Congratulations! But if you drop them straight into the deep end, they won't last long, or worse, they’ll ignore your existing systems. The most common cause of early employee failure isn't lack of skill—it's lack of a solid onboarding system.
Implementing a structured onboarding process is the epitome of the "go slow to go fast" principle: a few weeks of deliberate training leads to years of efficient, system-compliant work.
Phase 1: The Go Slow to Go Fast Onboarding Principle
Onboarding is the system that transitions a new hire from a candidate to a fully productive team member. It should be a standardised, multi-week process.
1. The Onboarding Checklist (The System)
Before Day 1: Systemise the administrative tasks (IT access, desk setup, payroll forms). The first day should be about connection, not paperwork.
Week 1: Culture and Compliance: Focus on introductions, company culture, mission, and the Employee Handbook (i.e., why we do what we do).
Weeks 2-4: Process and Procedure: This is where you introduce the documented systems, processes, and procedures specific to their role. Systemised training ensures consistency.
2. Communicating Expectations with Job Scorecards
Unclear expectations are the fastest way to demotivate a new employee. You need a system that clearly defines success from Day 1.
Job Scorecards: These replace vague job descriptions. They communicate expectations by defining measurable key results and core competencies for the role. For example, instead of "Manage customer service," the scorecard says: "Maintain a customer satisfaction score above 90% and resolve 95% of tickets within 24 hours."
Scorecard Review: Systemise a mandatory, documented review of the scorecard at the end of the first week and the first month. This allows the new hire to self-assess and provides you with an objective tool for feedback.
“First, measure the performance of your people against the scorecard. Only then, and only if the system is not producing results, change the system.” — Unknown.
A clear scorecard enables objective management.
Phase 2: Systemising the Tools and Team Integration
Tool Training: Don't assume competence. Systemise specific training modules on your core tools (CRM, accounting software, communication channels).
The Buddy System: Assign an established, high-performing team member (a 'Knowledge Broker') to act as a mentor. This system ensures the new hire has a non-managerial resource for quick, low-stakes questions.
Did you know? Companies with a standardised onboarding process see an average of 50% greater new-hire retention and 54% higher new-hire productivity. The system pays for itself.
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