trimoji What is this deliverable for?
The Onboarding report is a personalized integration guide, automatically generated from a collaborator's personality profile. It is designed to be given to the manager who is welcoming a new member to their team.
This document answers a concrete question: "Now that I know the profile of the person joining, how can I adapt their onboarding?". It translates behavioral indicators into practical actions, with specific advice for each phase of the role onboarding.
It is a deliverable for operational managers: it does not require prior training on the Trimoji frameworks to be used.
What the report contains, section by section
1. Cover Page - 3 Keys to Interpretation
The first page identifies the report (collaborator's name, company logo) and presents three keys for using the document. These three keys contextualize the use of the report for a manager encountering it for the first time: how to interpret it, how to use it, and with what mindset to approach onboarding.
2. Behavioral Summary
This page provides a summarized reading of the profile:
- RADAR (12 dimensions): the most marked behavioral tendencies, ranked by score, offer a quick overview of the collaborator's natural strengths.
- Trimoji Habits: positioning on the three axes (environment style, motivation, work pace) with descriptions and favorable/unfavorable environments.
This section allows the manager to understand the new person's natural preferences in just a few minutes.
3. Behavioral Descriptions in Context
This section delves into three aspects:
- Work Attitude: description of the collaborator's behavioral style based on their 4 Colors positioning, accompanied by a list of associated behavioral traits.
- Communication Style: what facilitates interaction with this profile (what they appreciate, what puts them at ease) and sources of stress to avoid (what causes tension or disengagement).
- Work Personality (BIG 4): interpretation of the four personality dimensions adapted to the professional context. For each dimension, a natural phrasing indicates whether the collaborator is rather high or low on this axis and what this concretely implies.
4. 5-Phase Onboarding Plan (Advice)
The actionable core of the report: Five sets of three personalized tips, structured by onboarding phase. Each tip is presented with a title and a detailed description.
- Before the first day: actions to prepare in advance to ensure the person arrives in the best conditions according to their profile (communication, work environment, setting expectations...).
- The first day: behaviors to adopt during the welcome to create the right relational conditions from the start.
- The first week: follow-up actions to anchor the onboarding long-term and detect early positive or negative adaptation signals.
- After 15 days: adjustment actions to take stock of the role onboarding, identify potential friction points, and reinforce the collaborator's integration into the team and their tasks.
- After 1 month: consolidation actions to confirm a good understanding of the role, validate initial results, and sustainably establish the collaborator in a dynamic of autonomy and performance.
How does it work?
Step 1 - Personality Questionnaire Completion
The collaborator completes their personality questionnaire. This questionnaire may have been administered during recruitment or at the start of onboarding.
Step 2 - Automatic Report Generation
The onboarding report is automatically generated from the profile. The advice is personalized according to the identified behavioral specificities: each deliverable is unique.
Step 3 - Delivery to the Manager
The PDF is sent to the manager before the collaborator's arrival. It can be read in 10 minutes and directly serve as a practical guide without requiring additional training.
Benefits for HR and Management Teams
✅ Better Prepared Onboarding: the manager arrives with prior insight into the profile and concrete actions to implement.
✅ Less Improvisation: the advice structures a period where the quality of the welcome significantly impacts engagement and retention.
✅ Accessible Without Expertise: the manager does not need to know the Trimoji frameworks to apply the advice.
✅ Strong Signal for the Collaborator: personalized onboarding from the start reinforces the feeling of being expected and understood.
✅ Reduced Risk of Early Departure: personalized onboarding helps secure the crucial first weeks which are often determining for retention.
Use Cases
Permanent Employee Onboarding
As soon as the contract is signed, generate the report and share it with the manager and the HR team. The document frames the first weeks of integration and facilitates initial interactions.
Internal Mobility
A collaborator changing roles or managers benefits from the same support as a new recruit. The onboarding report helps the new manager adapt their approach from the outset.
Managerial Role Onboarding
A manager taking on a new role can use the onboarding reports of their future collaborators to prepare their first interactions and adapt their management style from the start.
FAQ
Is the onboarding report different from the full personality report?
Yes. It is focused on onboarding and management, with a practical angle (advice) rather than an exhaustive analysis. It is intended for the manager, not for HR or recruiters.
Is the advice generic or personalized?
Fully personalized according to the collaborator's profile. Two individuals with different profiles will receive different advice.
Can the collaborator see this report?
This is an organizational decision. The report is designed for the manager, but some companies choose to share it with the collaborator as part of a transparency and self-development initiative.
Would you like to personalize the onboarding of each new collaborator from their very first day?
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