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 welcomes 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 taking on the role.
This is a deliverable for operational managers: it does not require prior training in Trimoji grids 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 who is discovering it: how to interpret it, how to use it, and in what spirit to approach the onboarding.
2. Behavioral Summary
This page provides a concise overview of the profile:
- RADAR (12 dimensions): the most marked behavioral tendencies, ranked by score, offer a quick view 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 natural preferences of the new hire in just a few minutes.
3. Behavioral Descriptions in Context
This section delves into three angles:
- Attitude at Work: 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 communication with this profile (what they appreciate, what makes them comfortable) and sources of stress to avoid (what creates 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 (Tips)
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, expectation setting...).
- 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 onboarding over time and detect the first positive or negative adaptation signals.
- After 15 Days: adjustment actions to take stock of the role-taking, identify any friction points, and strengthen the collaborator's integration into the team and their tasks.
- After 1 Month: consolidation actions to confirm understanding of the role, validate initial results, and establish the collaborator in a dynamic of autonomy and performance.
How does it work?
Step 1 - Administer the Personality Questionnaire
The collaborator completes the personality questionnaire. This questionnaire may have been taken 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 arrives. It can be read in 10 minutes and used directly as a practical guide without requiring additional training.
Benefits for HR and Management Teams
✅ Better Prepared Onboarding: the manager arrives with a preliminary understanding of 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 be familiar with Trimoji grids 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 first few weeks, which are often decisive for retention.
Use Cases
CDI Onboarding
As soon as the contract is signed, generate the report and send it to the manager and the HR team. The document frames the first weeks of integration and facilitates initial exchanges.
Internal Mobility
A collaborator changing roles or managers benefits from the same support as a new hire. The onboarding report helps the new manager adapt their approach from the start.
Taking on a Management Role
A manager taking on their role can use the onboarding reports of their future collaborators to prepare their initial exchanges and adapt their management style from the outset.
FAQ
Is the onboarding report different from the full personality report?
Yes. It is focused on onboarding and management, with a practical angle (tips) rather than an exhaustive analysis. It is intended for the manager, not for HR or recruiters.
Are the tips 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 approach.
Would you like to personalize the onboarding of each new collaborator from their first day?
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