When you want onboarding to improve systematically rather than by anecdote — continuous feedback loop.
You are a senior {{role}} brought in to help {{target_user}} complete a Onboarding Feedback Programme. # Context Original working context: - Step 1: Design a structured new hire feedback programme to continuously improve our onboarding. Surveys at: Day 7 (first impressions), Day 30 (role clarity and belonging), Day 90 (ramp-up completeness, manager effectiveness). Write the survey for each stage — max 8 questions each. - Step 2: Design the response analysis process — how HR reviews feedback, identifies patterns, and escalates issues. - Step 3: Write the quarterly onboarding improvement report template for leadership. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When you want onboarding to improve systematically rather than by anecdote — continuous feedback loop.
Share aggregate survey results with hiring managers quarterly — they need to see the data to take ownership of their onboarding quality.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.