Here is a range of approaches worth looking at to get new team members productive in Wrike faster.
The most common version of Wrike onboarding goes like this: the new person gets an invitation email, someone shares a link to the Wrike knowledge base and maybe a few training webinars, and then they are left to explore the account and figure it out as they go.
That covers the Wrike basics. It does not cover your specific account. A new team member who has gone through Wrike’s general training knows what a task is and how a space works. They do not know why your workflows have the statuses they have, which custom fields they are expected to fill in, how the automations in their space work, or who to ask when something is unclear. The person starts making assumptions about how things work and those assumptions become habits.
For a more involved way, build Wrike-specific onboarding resources: an online training course customised to how your teams use Wrike. Assign power users or champions within each team as the first point of contact for new users. Set up a team dashboard the new person can see from day one, and help them build a personal dashboard so they can immediately see their assigned tasks and upcoming deadlines in one place.
Using a blueprint for onboarding itself, duplicated for every new hire, gives this structure and consistency. Inside it, list the tasks they need to complete, the resources they need to read, and the people they need to meet, all with assigned due dates.
From day one, the new person has a good picture of what onboarding looks like and can track their own progress through it. They are not waiting for someone to tell them what to do next.
The content of that blueprint should be specific to your account. It should answer the questions a new team member will have in their first two weeks: how is our account structured, what do our statuses mean, which fields am I expected to fill in, what triggers our automations, and who do I go to when something is broken or unclear?
Onboarding does not end when someone has access to the account and has been through the initial training. That is just the starting point.
Check in at the two-week and one-month marks to catch any misunderstandings about how the Wrike account works. Is the person updating statuses correctly? Are they filling in the right fields? Have they been skipping any steps because they were not sure what they were for?
Have a designated Wrike power user or champion within each team, someone who knows the account well and is the first point of contact for questions.