An onboarding journey at Framna Poland

At Framna Poland, we always let the team know a new colleague is joining, including their name, role, and start date. It helps everyone show up prepared, whether we meet in the studio or online. It also reduces friction on day one.

We also map the journey, planning the key touchpoints with the people the new hire will work with most often. Onboarding is a team effort, and it works best when everyone knows what to expect.

We also assign a buddy from the team. This person helps the newcomer find their footing, from company-wide routines to the practical details of daily work. When we plan each step up front, we avoid unnecessary stress and keep the experience calm, clear, and consistent.

A final detail that matters: reminders. A quick note to the team a few days before the start date helps make sure nothing is missed.

If the first day is in person, we start with a short studio tour. Then we set the tone with open communication and clear structure:

The first week in a new role sets the tone for everything that follows. There is a lot to absorb, new people to meet, and new standards to understand. Our responsibility is to make that experience clear, structured, and welcoming.

We create space to settle in. At the same time, we provide guidance on the routines and expectations that help new team members contribute with confidence.

We do not believe in overwhelming people. We believe in thoughtful onboarding that builds trust and helps every new colleague move forward with clarity. Because when people feel supported from day one, they are ready to craft excellence from day two.

We do not skip follow-ups. Once the new hire has had time to get used to the studio, their setup, and the people around them, we schedule a set of meetings to understand how things are landing.

Each check-in is a strong moment to:

At Framna Poland, we treat feedback as a tool for progress, not a formality. We stay close to what is happening day to day. We get input from the people working alongside the new hire, and we step in early if something is blocking momentum.

Just as important, we ask for feedback in return. New hires should feel safe sharing what they notice, what they need, and what could be improved, starting from day one.

The next weeks and months are the right time to review progress. We do not wait until the end of a trial period. Regular reviews keep onboarding practical and predictable.

We look back at completed assignments and compare them with what was planned. We keep it informal when it makes sense, but we stay specific:

We aim to create space for new joiners to learn the business, the culture, and the people behind it. At the same time, we remember that everyone ramps up differently. Onboarding is not one-size-fits-all.

Some people need more structure. Others need more room to explore. We adjust the scope of support, the pace, and the learning format. The standard is simple: it has to work.

When onboarding is thoughtful, it strengthens more than the individual. It improves collaboration, raises clarity across the team, and builds a healthier studio.

One of the most important transitions is moving from guided learning to real ownership. Once the foundations are in place, we encourage independence, initiative, and open dialogue.

This is where engagement becomes visible. New teammates begin practicing the craft we hired them for. They contribute to their teams, take responsibility for their work, and build digital products that create meaningful value for users and partners.

Ownership at Framna also means doing right. It means acting with integrity, speaking up when something can be improved, and caring deeply about the quality of the outcome. At the same time, it means embracing fearless collaboration — trusting your team, sharing ideas openly, and stepping confidently into challenges together. That is how support turns into impact.