Two Free Guides to Get Your Team Onboarded

Getting a performance platform in front of your team is not the hard part. Getting people to actually use it in week three — that is the hard part. Most rollouts stall in the same place: the workspace exists, a few managers logged in once, and nobody is quite sure what they are supposed to do on Monday.

So we wrote down what actually works. Two guides, free, no form to fill in.

Guide 1 — Three Ways to Onboard Your Employees

Most of the friction in a rollout happens in the first twenty minutes, when someone has to get every employee into the system and picks the wrong method for their situation.

There are three ways to do it, and the right one depends entirely on how big your team is and how much data you already have:

Quick invite — paste names and work emails, one person per line. Fastest path. Best when you have fewer than ten people and speed matters more than complete profiles on day one. You can assign departments, managers, and elevated roles afterward.

Import a spreadsheet — upload the CSV or Excel export you already have from your HR system. Common columns are recognized and mapped automatically: first name, work email, department, manager email. Best for ten or more people, or when you already have structured employee data and do not want to retype it.

Add individually — enter each person's role, department, and reporting line before inviting. Slowest, but maximum control. Best for executives, managers, special access roles, and the handful of exceptions that never fit the bulk import.

These are not competing workflows. They are three entrances to the same team directory, and mixing them is normal — import the bulk of your team by spreadsheet, then add your leadership individually so their reporting lines are exactly right.

One thing worth saying plainly, because it is the question everyone asks: nothing is emailed until you review the list and launch the workspace. You can import, fix, reassign, and change your mind as many times as you need. Invitations only go out when you say so.

Download: Three Ways to Onboard Your Employees (PDF)

Guide 2 — The Welcome Guide

The second guide is about what happens after everyone is in.

It covers your first twenty minutes as a four-step setup — activate access, build the company shell, choose how people enter, then review and launch — and then the part most rollouts skip: establishing a rhythm your team can actually keep.

The advice we keep coming back to, and the reason this guide exists at all:

A strong launch beats a perfect setup.

Teams that spend three weeks perfecting job architecture before inviting anyone almost always lose momentum. Teams that launch with one real company goal, a working directory, and managers who understand what they are being asked to do — those teams are still using the platform six months later.

A few things the guide recommends that are easy to miss:

• If your company is large, invite a pilot group first rather than everyone at once.
• Give managers ten minutes of context before their employees get an invitation. A manager who does not know what the tool is for cannot answer the questions they are about to get.
• Add one real company goal before launch, so the first thing people see is something that matters to them, not an empty dashboard.
• Save detailed policy configuration for after launch. It is genuinely easier to adjust once real people are using the thing.

Download: The Welcome Guide (PDF)

Why we are giving these away

Because the questions in them are the questions we get asked most, and a support ticket is a slow way to answer something that a two-page PDF answers better.

Both guides are free to download and free to share. Send them to your HR lead, your managers, or anyone who is about to run a rollout — no account required, and nothing to sign up for.

If you would rather read the whole thing in one place, the complete product handbook is available inside the app under Help, and it can be exported as a PDF too.

Questions the guides do not cover? Email support@lvlupperformance.com — a person reads it.