A BETTER WAY TO SHARE THE WORK
Create a new-hire onboarding guide around the first real tasks
Help someone get their first piece of work done without asking them to memorize the entire company.
New to creating with an agent? The request will guide it through the task. Bring your notes; you don’t need to write HTML.
What should a useful new-hire onboarding guide include?
Organize it around the first things the person needs to do: understand their role, get approved access, complete a small task, and know where to ask for help. An agent can assemble the supplied instructions into a role-specific HTML guide. Keep policies in their authoritative location, and verify every owner, link, and permission before sharing.
01 / SEE THE DIFFERENCE
A first-week field guide for an analyst
A fictional analytics team and a practice task using synthetic data. The sequence is illustrative, not a universal onboarding schedule.
Welcome! Here are twenty-seven documents, the company wiki, and links to all our tools.
- First outcome
- Explain one change in the sample weekly report and discuss your interpretation with your manager.
- Before you begin
- Follow the approved access-request instructions. Use the synthetic sample if production access is not yet approved.
- Do this first
- Read the report glossary, open the sample, and identify one movement that needs context. You are not expected to change production data.
- If you get stuck
- Ask the team’s designated onboarding contact about terminology or missing access. Do not request another person’s credentials.
- Done looks like
- A short draft with the observation, supporting figures, and one question. Your manager reviews it before it is shared outside the team.
02 / MAKE IT YOURSELF
Start with the evidence. Shape the page around the reader.
Choose a first useful outcome
Ask the manager what a reasonable first contribution looks like. It might be reviewing a sample report or completing a supervised practice task. Build the guide around that outcome rather than reproducing the company directory. Explain what success looks like and what the person is not expected to know yet.
Put instructions where they are needed
Attach each required tool, document, and contact to the task it supports. Explain why a link matters before asking someone to open it. Keep optional background in a separate section. If access must be approved, point to the official request process instead of treating a blocked link as an instruction to seek broader permissions.
Include a recovery path
For every important task, explain what to do if the expected path fails: who can help, which channel to use, and whether to pause. Use confirmed role or team contacts where possible so the guide is easier to maintain. Do not invent a turnaround time or promise that a particular person will be available.
Walk the guide as a newcomer
Have an authorized reviewer check the instructions with the intended access level. Verify link permissions, unexplained acronyms, mobile readability, and the order of prerequisites. Apply the team’s saved style if available, but prioritize calm navigation. Add an owner and review date, then share using access appropriate to the material.
Adapt this to your work
Keep the same approach. Change the inputs and review checks for the job you need.
A training field guide
Add a learner objective, one worked example, a practice attempt and human feedback. Keep the lesson tied to a real first task. Reading or completing a visual checklist is not evidence of competence or a certification.
Fictional source notes: Fictional analyst exercise uses synthetic data: 20 of 100 sample cases needed follow-up in week one; 18 of 90 in week two. The manager asks the learner to calculate both rates and identify a limitation. No reason for the count change is supplied. Manager feedback is required before external sharing.
A clearer result: The worked observation is 20% in both weeks despite the smaller second count. The learner prepares a short draft explaining the denominator and asks about the unknown cause. The manager checks arithmetic, interpretation and source limits; no automatic grade or competence claim is made.
The matching instructions are included in the creation request below; your agent should use them only when relevant.
A volunteer first-shift briefing
Use the same first-task structure with organizer-approved role boundaries. Explain when to pause and whom to ask. Do not copy personal rosters or invent safeguarding, medical or emergency instructions.
Fictional source notes: Fictional book-sorting shift: arrive at the library desk at 09:00, sort donated books by the supplied labels, take a break at 10:30, and ask supervisor Rowan about damaged or unlabeled items. Volunteers are not assigned lifting or repair work. No other safety procedure is supplied.
A clearer result: Lead with arrival and the sorting task. Put the labels beside the task, keep the 10:30 break visible, and tell volunteers to leave damaged or unlabeled items for Rowan's direction. Exclude lifting and repair from the role. Request organizer-approved policies before adding further safety instructions.
The matching instructions are included in the creation request below; your agent should use them only when relevant.
03 / TRY THIS PROMPT
Copy this into your agent. Add your source material.
Use the conversation where you already did the work, or start one with your notes. Replace the placeholders and supply any missing context; only attach information you are allowed to share with your agent.
Get the ready-to-copy creation request for guided questions, this task, and a draft review before anything is published.
Create a role-specific first-week onboarding field guide as static HTML using only the approved sources I provide. Start with the first useful outcome, then organize tasks in prerequisite order. For each task include why it matters, the relevant source link, what done looks like, and a confirmed help path. Separate essential steps from optional background. Keep policy summaries brief and link to their authoritative versions. Do not invent owners, access permissions, deadlines, or tool instructions. Exclude credentials, private employee information, and restricted material. Apply my saved artifact style if available. Use readable headings and no scripts or forms. Flag outdated or missing instructions for review. Do not publish or change access until I approve the draft. If this is a training field guide, use supplied learner objectives, a worked example, a practice task and confirmed human feedback criteria. Distinguish participation from competence; do not grade, certify or invent training requirements. Use authorized synthetic practice data where appropriate. If adapting this for volunteers, preserve organizer-approved arrival details, role boundaries, break arrangements and confirmed help contacts. Exclude personal rosters and medical information. Do not invent safeguarding, emergency or safety procedures; request the organizer's approved instructions.
04 / BEFORE YOU SEND
A polished page still needs your judgment.
- Can the new hire identify their first task and the prerequisites without opening every link?
- Do links work for the intended recipient, not only for the author’s account?
- Are help contacts confirmed and sensitive employee or access details excluded?
- Does the guide name an owner and review date without claiming automatic updates?
When HTML fits
A role-specific reading layer that connects first tasks to the right internal resources and can be revised after feedback.
When another format fits better
A replacement for official policy, identity management, mandatory training records, or a secure employee system. A visual checklist does not track completion automatically.
FROM DRAFT TO A LINK
Make it clear. Make it yours. Then share it.
Keep creating and revising in the agent you already use. With a compatible connection, share/artifacts publishes the reviewed HTML so you do not have to rebuild it in another editor. Ask your agent to use your saved artifact style for headings, color, and tone; review the result before sending it.
Choose who should be able to open the page and verify the returned link. For corrections to the same deliverable, update the existing artifact without changing its link. Publish a separate artifact when the old edition needs to remain available.
These are static pages, not live apps: no scripts, forms, or automatic data refresh. Source collection and scheduling depend on your agent and its available tools, not on share/artifacts.
Make this with my agentQuestions before you start
Should every new hire get the same page?
Share a common core when it is genuinely common, then tailor the first tasks and resources to the role. Avoid adding personal information just to make the page feel personalized. The useful difference is what the person needs to do, not decorative customization.
How do we stop the guide going stale?
Assign an owner, show when instructions were checked, and review it before each onboarding cycle. Link to maintained policies instead of copying them in full. Ask new hires where they got stuck, then use that feedback to revise the next reviewed version.
Can the page record completed tasks?
This static guide describes tasks; it is not a completion-tracking application. Keep required acknowledgments and training records in the approved system. You can include a link to that system when appropriate, but do not imply the page submits or saves progress.