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Set up a new employee checklist

This is real work, not a feature someone invented — it comes from real job ads and real questions people asked. Below are four ready AI prompts: get it done, make it easy for the next person to say yes to, work out the right move when you are stuck, and stop it coming back.

4prompts
See the prompt↓All Asana tasks

The same task, four prompts

today's deadline · the next reviewer · the stuck moment · the pattern
AExecute — do the immediate taskSet up a new employee checklist for Sarah Chen, starting next Monday. Include everything from…+
Set up a new employee checklist for Sarah Chen, starting next Monday. Include everything from IT setup, HR onboarding documents, team introductions, and initial project assignments. Assign the IT tasks to David in IT and HR tasks to Maria in HR. Make sure Sarah gets a welcome email on her first day.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
BImprove — make it easier to acceptBefore I use this new employee checklist for Sarah, make it more robust. Add a section for…+
Before I use this new employee checklist for Sarah, make it more robust. Add a section for 30-60-90 day check-ins, include a link to the company's benefits portal, and suggest a mentor pairing process. Flag any steps that often get missed or cause delays for new hires.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
CDecide — diagnose the stuck momentAlex started three weeks ago and just told me he feels lost. He specifically mentioned not…+
The new hire, Alex, just told me he feels lost and isn't sure who to ask about his benefits.
Alex started three weeks ago and just told me he feels lost. He specifically mentioned not knowing who to ask about his benefits, and I'm worried he's not getting the support he needs. The HR team is swamped, and I don't want to add to their burden, but I also don't want Alex to feel abandoned. What's the quickest way to get him the information he needs without overwhelming anyone, and what's the best next step to prevent this for the next new hire?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
DBecome — change the patternI keep hearing from new hires that they feel overwhelmed or overlooked in their first month,…+
New hires consistently report feeling overwhelmed or overlooked in their first month.
I keep hearing from new hires that they feel overwhelmed or overlooked in their first month, even with our current checklist. It feels like we're ticking boxes but not truly integrating them. Where do we consistently lose time or credibility in the onboarding process, and what habit should we change as a team to make their first month genuinely supportive and productive?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?

Questions people actually ask

honest answers, no sign-up

Every task here was seen in the real world. Someone doing the job named it, a real job ad asked for it, or a lot of people asked about it online.

If nothing real showed a task, it is not on the page. That is the whole rule.

They are the same job approached four ways, because what you need depends on where you are.

Get it done today. Make it easy for the next person to say yes to. Work out the right move when you are stuck. Learn the pattern so the job stops coming back.

For most of these jobs it can carry the heavy thinking - draft it, sort it, check it, rehearse it with you.

It cannot sit in your chair, take the blame when a number is wrong, or notice what nobody wrote down. Let it do the first 80%. Keep the last 20% that is truly yours.

No. Copy any prompt and paste it into the AI you already use. No account, no score, no wall in the way.

Any of them. The prompts describe the work rather than naming a product, so they are not tied to one assistant.

That is also why they keep working when you switch.

Change it freely. Every prompt is a starting line, not a rule.

Put in your real numbers, your real names and your real deadline. The more you make it yours, the better the answer comes back.

The tasks come from real job ads, published job data and the questions people ask in public forums.

The steps come from Asana's own documentation, with practitioner sources for the traps the manual does not mention.

Push once. Ask it to sharpen the weakest part and to say what it assumed.

Most wrong answers come from a missing detail rather than a bad prompt - tell it the thing it could not know.