Onboarding & Change Management

Design an adoption tracking framework for [TOOL/SYSTEM]. Include: (1) Key metrics to track (active users, feature usage, support tickets), (2) Targets for 30/60/90 days, (3) Dashboard layout with visualisations, (4) Data sources for each metric, (5) Alert thresholds (when adoption is below target), (6) Actions to take when metrics are low. Present as a one-page dashboard spec.

Design adoption tracking for [TOOL]. Include: metrics (active users, feature usage, tickets), 30/60/90 targets, dashboard layout, data sources, alert thresholds, low-adoption actions.

Design a change champion programme for [CHANGE/TOOL] rollout. Include: (1) Champion role description and time commitment, (2) Selection criteria and recruitment message, (3) Training plan for champions, (4) Communication toolkit (templates, talking points, FAQ), (5) Recognition and incentive programme, (6) Reporting cadence and feedback loop. Target: [NUMBER] champions across [DEPARTMENTS].

Create a change readiness assessment for [CHANGE — new system / reorganisation / process change]. Include: (1) 10 assessment questions covering awareness, desire, knowledge, ability, and reinforcement (ADKAR), (2) Rating scale, (3) Scoring guide, (4) Risk areas based on scores, (5) Recommended actions for each risk area. Format as a survey the change team can distribute.

Create a guide for handling resistance to [CHANGE]. Address these common objections: (1) We have always done it this way, (2) This is going to make my job harder, (3) Nobody asked us about this, (4) The old system worked fine, (5) I do not have time to learn something new. For each: empathise, reframe, provide evidence, and offer support. Include escalation paths for persistent resistance.

Create a culture guide covering unwritten rules: how we communicate, meeting norms, work-life balance, decision making, social traditions, acronyms, who to ask for what.

Design feedback collection: Day 1 pulse check, Week 1 survey, 30-day check-in guide, 60-day survey, 90-day review. Track satisfaction, time-to-productivity, buddy effectiveness.

Write a welcome email for [NEW HIRE NAME] joining as [ROLE] on [DATE]. Include: (1) Warm personal welcome from [MANAGER NAME], (2) What to expect on day 1 (time, location, who to ask for), (3) First week overview, (4) Key contacts and their roles, (5) Links to essential resources, (6) Something fun or personal about the team. Tone: excited, supportive, and helpful.

Create a rollout plan for [NEW TOOL] being deployed to [NUMBER] users over [TIMEFRAME]. Include: (1) Pre-launch communication series (3 emails), (2) Training options (self-service guide, live session, video), (3) Pilot group selection and feedback process, (4) Full rollout phases, (5) Support plan and FAQ, (6) Success metrics and adoption targets, (7) Post-rollout feedback survey.

Create an onboarding buddy guide for someone helping [NEW HIRE ROLE] settle in. Include: (1) Your role as a buddy (expectations and time commitment), (2) Week-by-week checklist of things to show and share, (3) Common new hire questions and answers, (4) Cultural norms and unwritten rules, (5) Red flags that the new hire might be struggling, (6) How to hand off when buddying period ends.

Create a role transition checklist for [PERSON] moving from [OLD ROLE] to [NEW ROLE]. Include: (1) Knowledge transfer items from old role, (2) Handoff documents and contacts, (3) New role orientation and expectations, (4) Training and skill gaps to address, (5) Key stakeholder introductions, (6) 30-day milestones in the new role, (7) Support contacts. Both the leaver and the successor should use this.

Create a tech guide for new hires. Cover: communication tools, productivity tools, department tools, getting help, security essentials, efficiency tips. Include setup links.