Onboarding at scale (Association for Talent Development talk, Aug. 2017)
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Onboarding at Scale ATD Cascadia - August 2017 Kristen Gallagher Founder, Edify
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Transcript of Onboarding at scale (Association for Talent Development talk, Aug. 2017)
Onboarding at Scale
ATD Cascadia - August 2017Kristen GallagherFounder, Edify
HOPES & DREAMS for TODAY
● Identify key strategies for engaging with management and executives to build buy-in for crucial employee learning initiatives.
● Develop an understanding of challenges faced by scaling companies and how to address them in learning program design.
● Apply learner-centered design principles to a scalable program philosophy.
THE BUSINESS NEEDS
In our case study, the business:
● Needed to hire nearly 200 full time and part time employees, contractors, and interns in 14 months
● Was hiring across departments and global offices● Main priority: time to productivity● Had only 3 HRBP’s - and 2 out on leave
Onboarding Strategy: Co-Created, Rapid Iteration
The Solution:
Rapid Iteration
STEP ONE● Identify what’s
currently happening
Build a touchpoint matrix
STEP TWO● Gather info
SME Interviews: New Hires
STEP THREE
● Gather support
Manager Interviews & Co-creation
Gathering Support from Leadership
Ever heard of throwing someone in the deep end?
Their focus:
“How much work do I have to do?”
“This seems hard”
“Is it expensive?”
Ever heard of throwing someone in the deep end?
Your response:
“How much work do I have to do?”
Just clone the templates, set check-in’s, and come to lunch!
Ever heard of throwing someone in the deep end?
Your response:
“This seems hard”This process is designed to work like a clock: meaning it’s easy!
Ever heard of throwing someone in the deep end?
Your response:
“Is it expensive?” Actually, this is saving us money - and in the long run, making us money!
Using Learner-Centered Design to Build Better Onboarding
http://www.grameenfoundation.org/what-we-do/financial-services/solutions-innovation-process
The Human Centered Design Process
Things to Ask <12 Month New Hires:
❏ What was confusing
about your orientation?
❏ What made you feel
welcome?
❏ What do you wish you’d
known earlier?
❏ How could we have set
you up for success
better?
❏ What about the process
worked/didn’t work for
you?
STEP FOUR
● Design lightweight programs with managers & new hires
Co-created Curriculum
STEP FIVE● Create your
program assets (remember: non-precious!) Onboarding
Program Assets
Ever heard of throwing someone in the deep end?
Program Assets
Welcome Email
Day 1 Agenda
30 Day Plan
Manager Checklist
Courseware
Examples: Welcome Email
Examples: Day 1 Agenda
Examples: 30 Day Plan
Examples: 30 Day Plan
Examples: 30 Day Plan
Examples: ManagerChecklist
Examples: Courseware
Welcome to “Company Name”
Life at “Company Name”
What We Make at “Company Name”
Culture/Mission/
Vision/Values
HR/Benefits/Policies/
Tools/IT
Setup/Facilities
Product(s) you
make/Market/
Ecosystem/$
Now, the iterative part:Test!
STEP SIX● Schedule 2-3
tests● Create a
lightweight (Level 1 or 2) evaluation for the end of Week 1
● Change it!
Test Your Program
Recap:❏ Develop an iterative strategy❏ Gather internal support❏ Co-create with new hires❏ Test!
