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Use case · Onboarding
The Day After Day One
For orientation, the first week, the new-hire cohort. One engine, your doorway.
The pain
Most early attrition and 40% of injuries happen in the first year, when habits are still forming.
The science
New hires are highest-risk and most receptive. Front-loading the right habits beats correcting bad ones later (Lally, 66-day window).
Example MicroActions
JUST CONNECT
Check in with one new hire, no agenda.
SHARE THE UNWRITTEN RULE
Tell a new hire one real way we work here.
CLEAR THE FOG
Ask a new hire what is still confusing, and fix one thing.
The proof
Run across enterprise onboarding inside 21 Fortune 500 companies and government.
The intervention layer
Manager check-ins, sharing the unwritten rules, and fixing one point of confusion each week. These are the offline manager moments, the part no platform can copy.