Teams | Collaboration | Customer Service | Project Management

A well-designed onboarding process helps new hires become productive quickly and encourages them to stay with the company. The transition from candidate to team member is easier when you provide employees with structure, consistency, and an easy-to-use digital system that supports their new role. Studies show that a structured onboarding process can improve new-hire retention by 82% and increase productivity by more than 70%.

Subtasks are one of the most useful parts of Asana. They let you break a big task into smaller steps, assign pieces of work to different people, and track progress without losing sight of the bigger picture. But working with subtasks used to take a few extra steps. You'd leave your project view, open a task pane, and work from there. If you wanted to turn an existing task into a subtask, you had to open a menu, search for the parent task by name, and click through a few more steps to confirm.

Stephanie Bui, content marketing strategy lead at Asana, used to think about her role in straightforward terms: managing content calendars, overseeing assets, and running a team. That framing worked when each idea lived in one or two places, like a gated asset or a blog post. The work started with one strong idea and ended when it shipped. AI changed all of that. A single idea ending at one asset was no longer enough. "AI raised expectations," says Steph.

A growth marketing team builds an intake rule in Asana that handles their repetitive tasks. The rule handles every incoming request: One branch for high priority requests spins up and assigns subtasks so that the team can get straight to work. Another for medium-priority tasks uses AI to summarize the request and suggest next steps. A third routes low-priority requests to the team's backlog with a due date. The rule is complex, and it works beautifully. Then the sales team wants to use it too.