GALLERY
Team & People Templates
From launching a new team to day-to-day operations, discussions and role assignments happen right on the board.
There are templates for both sides of joining a team: the manager welcoming someone new, and the person who just started. Running 1:1s and meetings, managing hiring and shifts, or getting AI use started at work — pick by your role and what you're stuck on right now.
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Workplace People Map: Know Who to Ask Before You Get Stuck
The Workplace People Map template helps a new hire on an unfamiliar team work out who to ask about what, before the first real blocker arrives. The whiteboard holds ground rules for asking, a mind map of people branching from your own team out to support functions and outside contacts, a 3x3 grid of first and backup contacts by problem type, a 5W1H layout for shaping the question, and a priority matrix that ranks who to approach by how often you work together against how little you have spoken. The task board runs across four columns - Name known, Have spoken, Can ask for help, Worked together - and starts with five parent tasks and 13 subtasks, from listing the people to building regular contact. Make one card per person and move it right as the relationship gets easier, and hunting for help mid-blocker turns into a named first contact for every kind of problem.
Reporting Rhythm: Never Wonder Who to Tell or When to Ask
The Reporting Rhythm template is for a first-year employee who never knows when to report to a manager, when to escalate, and when to just decide alone. The whiteboard holds a matrix that sorts every item by urgency and by whether it is yours to call into report now, ask later, or act, a 5W1H layout for building the weekly progress update, and scripts for a first alert on bad news and for opening a request (fact, impact, plan, ask). The task board runs four columns - on your mind, to ask about, to report, shared and done - and starts with five parent tasks and 13 subtasks still to do, from mapping who to tell to the Friday review. You stop losing time deciding whether to speak up, fewer problems fester in silence, and your manager learns to trust you.
Online Meeting Manners and Flow: Same Format Every Time for Camera, Voice, and Notes
Online meeting etiquette and facilitation for anyone newly handed the chair or the note-taking, from camera and audio checks to writing and sharing the minutes. The whiteboard holds the ground rules (camera on or off, lateness, recording), checks on video, audio, and your space, the flow from five minutes before to thirty minutes after, three meeting types side by side (weekly check-in, first sales call, external briefing), and a KPT retro in three columns - Keep, Problem, Try. The task board runs Scheduled → Preparing → In session → Sharing notes → Improving, with five parent tasks - fix your setup, send the agenda ahead, run the format, share notes the same day, review monthly - and 13 subtasks, none of them started. Because one card carries a single meeting from prep to shared notes, you always know what comes next even with outside guests in the room, and the minutes stop slipping to the next day.
Your First Performance Review: Setting Goals and Preparing Your Self-Review Over the Half-Year
The first performance review template is for anyone one or two years into a career, and covers the whole half-year - setting goals, logging evidence, writing the self-review, and the meeting itself. The whiteboard builds the half-year goals with GROW (Goal, Reality, Options, Will), then holds a log you add one row to each month, a matrix that picks the three wins worth raising by impact against your own contribution, the running order for the day itself, and a bottom row with the review calendar, the phrasings to avoid, and the questions to always ask. The task board runs four columns, from set as a goal to covered in the review, and starts with five untouched parent tasks, from agreeing your goals to setting the next ones; rewrite the review cycle (half-yearly or annual) to match your team. Instead of scrambling the night before with nothing to point to, you walk in able to back every claim with a number and a piece of proof.
Business Chat Etiquette: Your Own Rules for Replies, Mentions, and Channels
New hires who freeze before hitting send in Slack or Teams use the business chat etiquette template to set their own rules for reply times, mentions, and when to call instead of chat. The whiteboard holds the team chat rules, a matrix that picks the channel by urgency and audience size, opening lines for requests, questions, updates, and nudges, a pre-send check, and a KPT retrospective. The task board has four columns - stuck moments, drafting a rule, trying it out, and locked in - and starts with 5 parent tasks and 13 subtasks, from the audit through the two-week review, all not started. Turning one hesitation into one rule at a time means that after two weeks you decide chat or call in three seconds and stop losing minutes in front of the send button.
Team Building Workshop — plan the session, run the day, and make it stick
Team leads and organizers open this template when planning a team-building session at the start of a term or when new members join. The whiteboard holds the goal and constraints for the session, a 2x2 matrix for narrowing down activity ideas, a 90-minute flow for the day, a member-by-strengths/struggles/expectations sheet, and a frame for takeaways. The task board starts with five parent tasks — set the goal, choose the activity, prepare for the day, facilitate, and make it stick — each with concrete subtasks waiting in To Do. Use it when new members have joined but nobody knows what each other is good at, or when a social event left nothing changed the following week. It's for leads and organizers planning team building from scratch, and for anyone searching for a workshop template or how to run a team-building session. It fits the start of a term, welcoming new hires, or the first meeting between teams split across locations. Work top to bottom. Start with Goal and constraints for this session to agree what success looks like. In Choosing the activity, place candidates on two axes — prep effort and relationship impact — and narrow to one or two. On the day, follow How the 90 minutes runs, and fill the Mutual understanding sheet (filled example) with strengths, struggles, and expectations. Finish by recording what you agreed in Takeaways and the one-month check. Cards move through To Do, Planning, Preparing, Running the day, and Retro. In week one, focus only on Write the goal — one sentence, before booking the room or ordering supplies. On the day, worry less about the schedule and more about whether a few people dominate the conversation. A month later, open Check in one month and spend five minutes confirming the support you agreed on is actually happening.
Shift Scheduling Board: Requests to Published Rota
For whoever builds the rota on a shift-based team, opened at the start of the previous month and used through publishing. The whiteboard holds the period and the working rules, a day-by-time grid of minimum staffing, three frames for requests, confirmed shifts and open gaps, plus the monthly cycle and the arguments worth settling early. The task board runs from collecting requests to logging what actually happened, and starts with five parent tasks - ground rules, requests, drafting, confirming, and running the month - each with its own subtasks.
1:1 Meeting Toolkit — run prep, dialogue, agreements, and follow-up on one board
Managers and their team members open this template right before a biweekly or monthly 1:1. The whiteboard holds the purpose and ground rules for the 1:1, a 30-minute flow for the session, question sets for four angles (condition, work, growth, relationships), a matrix for sorting what gets handled where, and a frame for notes. The task board starts with five parent tasks — set the cadence, collect the agenda, run the conversation, agree on next steps, and record — each with concrete subtasks waiting in To Do.
Job Handover Checklist: Inventory to Working Solo
For the person leaving a role and the person taking it over, opened on day one of the handover and used until it closes. The whiteboard holds the goal and exit criteria, a frequency-versus-key-person matrix for deciding what to transfer first, a grid of the material each type of work needs, and the five steps from inventory to working solo. The task board moves work from inventory through documentation, review and shadowing, and starts with four parent tasks - map the work, write it down, work side by side, and hand over - each with its own subtasks. Use it when the handover period is fixed but neither person knows where to start, and it ends up as a verbal briefing with nothing written down. It suits the person leaving and the person taking over searching for a job handover checklist or how to write a handover document, and the manager overseeing someone's transfer. Start with 1. What This Handover Has to Achieve to decide what "done" looks like and by when. Place each task in 2. What to Transfer First (frequency x key-person risk) to set the order, then fill in the manuals using 3. Type of Work x Material Needed (blanks are still to write). Follow 4. Five Steps per Task (run them one task at a time), and close gaps with 5. Every Doc Must Say, 6. What Gets Left Behind, and 7. Where the Successor Got Stuck. The board runs Inventory, Documenting, In Review, Shadowing, and Done. Spend the first week on List every task, and leave the fine detail for later. From week two, work through Document the routine on the highest-priority items first, and spend real time on Capture judgment so the successor isn't left guessing. By month's end, actually run Let them run it solo, then feed the questions that come up back into the documentation before closing it out.
Hiring Pipeline Tracker: Screening to Offer
For recruiters and interviewers, opened the day a role goes live and used until the seat is filled. The whiteboard maps what happens at each stage, compares candidates on the same scored axes, sorts them into four quadrants by skill fit and interest, and fixes the rules for response times and rejection notes. The task board moves work from to do through scheduling and decisions, and starts with five parent tasks - defining the role, sourcing, running the process, assessing, and offering - each with its own subtasks.
Employee Onboarding: A 30-60-90 Day Plan
For the hiring manager and the mentor, opened about a week before the new hire starts and kept open for the first three months. The whiteboard holds the goal you agree on up front, a day-by-day map of week one, a 30-60-90 grid across knowledge, people, and results, and the questions to ask at each check-in. The task board runs from not started through to done, and starts with five parent tasks - pre-boarding, week one, day 30, day 60, and day 90 - each with its own subtasks.
How to Choose a Team or HR Template
Team and HR templates are easiest to pick by who uses them. A manager, a recruiter, someone building shift schedules, and someone rolling out AI at work each need a different board. The sections below mostly cover people leading a team; boards for someone who just joined show up in the FAQ.
Welcoming Someone and Handing Off Work
Managers and mentors bringing on a new hire can use "Employee Onboarding", which sets the day-by-day plan for week one and what to cover in the 30-, 60-, and 90-day check-ins ahead of time. Whoever is leaving a role and whoever is taking it over can use "Job Handover Checklist", which orders tasks by frequency and how much only one person knows, and tracks five columns from writing procedure docs through the successor working solo.
Running 1:1s and Meetings
A manager starting biweekly or monthly check-ins can use "1:1 Meeting Toolkit" to set the purpose, ground rules, a 30-minute structure, and how to sort discussion topics before the first session. Someone newly running the agenda and notes for online meetings can follow "Online Meeting Manners and Flow" from five minutes before the start to 30 minutes after the end, including sending the notes out the same day. Whoever is organizing a team event can use "Team Building Workshop", which includes a 90-minute run of show and a shared-understanding worksheet.
Managing Hiring and Shifts
Recruiters and interviewers can use "Hiring Pipeline Tracker", which lists what to do at each screening stage alongside a criteria-by-candidate table so everyone is judged on the same scale. Whoever builds the schedule for a shift-based team can use "Shift Scheduling Board", setting required headcount by day and time slot before moving through five monthly steps: collect requests, draft, adjust, finalize, and record.
Getting Started with AI at Work
A workplace with no rules yet for generative AI can start with "AI Usage Rules Board for Beginners", which fits allowed tasks, data you must never enter, a check-before-you-send step, and who to ask onto a single page. Whoever wants to give coworkers actual hands-on time can use "AI Hands-On Session Planning Board for Beginners", which structures a 30-minute session in five steps and prepares answers to common objections.
Frequently Asked Questions
How do templates for new hires differ from ones for the people welcoming them?
They're built for different roles. "Employee Onboarding" is used by the manager and mentor on the receiving end, starting before the new hire's first day. Someone who just joined and wants a board of their own can use "Workplace People Map" instead, to sort out who to ask about what.
Where do I start writing a handover document?
Start by defining what "done" looks like for the handover. "Job Handover Checklist" then has you rank tasks by frequency and how much only you know, write procedure docs for the highest-priority ones first, and finish once the successor has run the task solo and any questions have been folded back into the docs.
What should I prepare first for a team-building workshop?
Start by writing the session's goal in one sentence. "Team Building Workshop" then has you plot activity ideas on two axes — how much prep they need and how much they build connection — and narrow it down to one or two. Booking a venue and supplies goes more smoothly once the goal is locked in.
Can I view the 1:1 and handover templates without signing up?
Yes. Field names, columns, and task order for the 1:1 and handover boards are all viewable on the public page without an account, so you can compare before choosing. To fill one in for your own use, register for free and copy it from the marketplace.