Onboarding that leads to a first contribution
Bring together the role’s priorities, current guidance, first assignments and people to ask. Keep unfinished steps visible and prepare the right access or introduction request.
Harmony / For your team
A private agent.
A useful start in every role.
Give each employee a personal agent—or a small set of specialists—within company policy. Bring their role, goals and approved knowledge into the first conversation, then keep learning, priorities and ongoing work connected.
Alex’s workspaceExample employee · Sample records
Find your footing in the role.
Your first useful contribution, already in context.
The agent starts with Alex’s role brief, current operating guidance and approved team context. It turns that into a practical first-work plan.
Operations role briefCurrent handbookHandoff guide
- Understand the customer commitments the team protects.
- Work through one handoff using the approved example.
- Bring the remaining questions to the named team owner.
What Alex getsA first-work checklist, relevant references and the people to ask.
Notice an unresolved onboarding step and prepare the right internal follow-up.
Understand where your effort can matter.
A measure with its context—and a useful next move.
In these sample records, eight of ten handoffs are review-ready against a team target of nine. The two gaps are missing acceptance evidence, not unexplained scores.
Review-ready8 / 10
Team target9 / 10
Open prerequisites2
Assigned handoffsTeam KPI definitionAcceptance records
- Check the reporting period, source coverage and agreed definition.
- Connect the two open prerequisites to their owners and evidence.
- Prepare the follow-up Alex can influence, then recheck the measure.
What Alex getsAn explanation of the KPI, its limits and an owned next action.
Revisit the same measure when the underlying work changes.
Build skill through the work in front of you.
Turn a difficult handoff into a learning opportunity.
Alex is preparing an escalation. The agent compares the draft with approved examples and the team’s communication guidance, then offers specific practice and feedback.
Approved examplesRole expectationsAlex’s selected draft
- Identify the question, the evidence and the decision owner.
- Practice a concise request without adding an unsupported promise.
- Keep Alex’s chosen learning goal and next practice task together.
What Alex getsFeedback you can use immediately, connected to a role-specific skill.
Return to the learning goal when Alex brings the next relevant example.
Find a better way to handle the recurring work.
Move from “this keeps happening” to a question worth testing.
Several of Alex’s assigned handoffs need the same missing information. The agent connects the pattern to the team’s goal and checks whether improvement work already exists.
Permitted work historyDepartment prioritiesExisting initiatives
- Separate the observed pattern from a guess about its cause.
- Compare the relevant cases and identify the smallest useful investigation.
- Prepare an improvement option and a check the team owner can approve.
What Alex getsAn evidence-backed improvement question, rather than another idea list.
Carry the approved investigation forward and record what was learned.
Useful from the first conversation
Start with the context.
Keep growing with the work.
Once the company has assigned the role and approved its sources, the employee can start with relevant context already in place. They do not have to reconstruct the organization in every prompt.
KPIs you can act on
Explain the measure, its period, source and limitations. Connect a gap to the work the employee can influence, then follow the action and revisit the result.
Mentoring in the context of the job
Use approved examples, selected work and learning goals to offer specific practice and feedback. Keep the next development step connected to real situations.
Room to explore and improve
Investigate a question, connect relevant knowledge, test an explanation and propose a better approach inside the employee’s remit. Useful discoveries can become owned team initiatives.
Personal to the employee. Governed by the company.
The right agent,
with the right context.
The administrator defines which employees or roles receive each agent, which sources it may use and which tools and models its work can access. A personal agent sits alongside shared departmental agents.
The workspace’s visibility, administrative oversight and retention follow the company’s explicit policy. Selected work can be shared with authorized colleagues without opening every source or personal working thread.
Explore agents, people and responsibilitiesCompany policy
Authorizes the agent and its resources.
Roles · Context · Tools · Models · Oversight
Employee workspace
Applies that context to the person’s work.
Goals · Learning · Questions · Ongoing responsibilities
Selected handoff
Brings useful work to the right people.
Approved audience · Named owner · Source-linked output
Meet people where they work
An update in Slack.
A decision on WhatsApp.
Use company-authorized communication channels for a relevant notification or a handoff. Where the administrator enables it, a verified employee can approve a defined low-risk action from Slack or WhatsApp Business.
Receiving an update and authorizing an action are different permissions. The decision stays attached to the work record, with the full context available in Harmony.
Explore notifications and permitted approvalsStart with the people and their work
Which role would
you start with?
Bring the role, its goals and the context a new team member would need.
We’ll explore a useful private-agent assignment and the company policy around it.