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Designing the team experience: Building culture through onboarding
Summary
When a team comes together, whether it’s for a short-term project or ongoing long-term operations, a culture emerges: you can see it in how the team works toward common goals and how they interact with one another. Although you can’t force team culture, you can design for it. Through an enterprise project case study, we look at onboarding techniques and methods that can be used to deliberately build strong team cultures.
Key Insights
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Poor onboarding and revolving temporary staff can cause high-profile projects to fragment and stall.
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Designing the team member experience is as critical as designing user experience for project success.
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Hiring for 'fit' should focus on skills and ability to ramp up quickly rather than cultural similarity.
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Creating a newbie reading list with project history and business context helps new team members onboard faster and with clarity.
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Telling project folklore orally and in one-on-ones solidifies shared understanding and avoids misinformation.
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Clear, honest job titles discouraging heroism foster a collaborative, team-first mindset.
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A simple, plain-language team code of conduct focusing on respectful, honest communication encourages productive behaviors.
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Collaboration rituals like daily standups and co-working sessions sustain culture even in fully remote teams.
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Allowing sufficient onboarding time (e.g., ~1 month) before expecting productivity improves integration and retention.
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Even small teams can design their own culture and onboarding processes tailored to their context to offset larger organizational dysfunction.
Notable Quotes
"A conference is just a polished snapshot of a conversation that's really going on all year."
"The people working on difficult projects acted more like faceless individual contributors than a real team."
"There wasn't much attention paid to onboarding team members—not the clients or users, but the actual team."
"The project was staffed through a revolving door of panic hires who were expected to run from day one."
"Our team was the only thing you could describe as an actual team—because we deliberately built onboarding and culture."
"We herded all of our unicorns and named them appropriately with clear, meaningful titles."
"Although you can't force culture, you can design for it."
"Hiring for fit is dangerous if you don't do it carefully, so we looked at fit for purpose—skills and ramp-up ability."
"Speak plainly and simply. Say what you mean to say."
"We do a lot of unstuck meetings—where anyone stuck can bring the problem and get brain help without judgment."
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