Onboarding week

How it works

Day one they should see the inbox they will own. Day five they should have closed something small. Access provisioning that slips to day eight is an onboarding failure, not a personality failure. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.

Example: Monday: accounts. Tuesday: SOP. Wednesday: shadow. Thursday: ten tickets with review. Friday: solo with a safety net.

How it differs

Access provisioning is the keys. Start date lock is when week one begins.

Common errors

Leaving them in ‘orientation’ for a month with no queue.

In practice

Treat Onboarding week as a week-one operating object. Put this on the scorecard or the start-date checklist. If it only appears in a pitch deck, it will not survive week one. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have onboarding week yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.