Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Onboarding for Software Engineers Done Right

Team Lead! Care about your devs!
The research has shown that there's a strong correlation between successful onboarding process and employee retention. This deck explains the importance of a well thought and sound onboarding process for new employees. We will address what are the attributes of a good process and how to structure it for front end developers.

  • Login to see the comments

Onboarding for Software Engineers Done Right

  1. 1. Sergey Bolshchikov, Engineering Manager @ FED Guild Onboarding Process - Tips & Tricks sergeyb@wix.com twitter@bolshchikov linkedin/bolshchikov github.com/bolshchikov
  2. 2. Hi. I am Sergey Bolshchikov Lithuania Ukraine Vilnius Kyiv Dnipro Wix Engineering Locations Israel Tel-Aviv Be’er Sheva
  3. 3. I work at Wix for 4+ years 3 Why the hell bother?
  4. 4. During my first year at Wix, I wanted to leave about 5+ times 4 Why the hell bother?
  5. 5. Why? Because <here is a huge list> 5 Why the hell bother?
  6. 6. I didn’t leave thanks to one person who gave a f**k cared 6 Why the hell bother?
  7. 7. By the way, I’m glad that I didn’t leave 7
  8. 8. AGENDA Why the hell bother? What’s onboarding? Wait, we are ok, aren’t we? What’s important? How are we doing it now? 8
  9. 9. AGENDA 9 Why the hell bother? What’s onboarding? Wait, we are ok, aren’t we? What’s important? How are we doing it now?
  10. 10. AGENDA 10 Why the hell bother? What’s onboarding? Wait, we are ok, aren’t we? What’s important? How are we doing it now?
  11. 11. AGENDA 11 Why the hell bother? What’s onboarding? Wait, we are ok, aren’t we? What’s important? How are we doing it now?
  12. 12. AGENDA 12 Why the hell bother? What’s onboarding? Wait, we are ok, aren’t we? What’s important? How are we doing it now?
  13. 13. Why the hell bother? 00
  14. 14. Why the hell bother? A lot of research why 14
  15. 15. Why the hell bother? onboarding is important 15
  16. 16. 56 days to hire 1 developer 16 Why the hell bother? Source
  17. 17. 17 ~⅓ of new hires leave in first 6 months Source
  18. 18. It’s all about the experience of this person 18 Why the hell bother?
  19. 19. If we don’t get it right, this person will leave you 19 Why the hell bother?
  20. 20. It’s important to view onboarding as a continuation of the recruitment process 20 Why the hell bother? Source
  21. 21. What’s onboarding? 01
  22. 22. Onboarding is... the process of integrating a new employee into the organization and its culture. 22 What’s onboarding? Source
  23. 23. Onboarding is... the mechanism of acquiring 1) the necessary knowledge, 2) skills, and 3) behaviors 23 What’s onboarding? Source
  24. 24. The goal is... to become effective organizational members and insiders. 24 What’s onboarding? Source
  25. 25. Start day Finished learning the stack Onboarding Timeline What’s onboarding? End of onboarding t 25
  26. 26. Start day Finished learning the stack Onboarding Timeline What’s onboarding? End of onboarding t 1-2 weeks 26
  27. 27. Start day Finished learning the stack Onboarding Timeline What’s onboarding? This is not the end tSign the contract pre-boarding This is the end learning the organizationlearning the stack Can cope inside the org alone 27
  28. 28. Wait, we are ok, aren’t we? 02
  29. 29. Make your own investigation. Don’t rely on inner feelings. 29 Why the hell bother?
  30. 30. X mentors Y mentees 30 Wait, we are ok, aren’t we? 30
  31. 31. Ask them the same questions with Yes/No answers 31 Why the hell bother?
  32. 32. How are we doing it now? 32
  33. 33. Satisfaction Rate 33 Why the hell bother? 100% # of Yes answers by mentee # of Yes answers by mentor
  34. 34. Satisfaction rate ~43%-100% 34 Wait, we are ok, aren’t we?
  35. 35. ~43%-100% is freaking lottery 35 Wait, we are ok, aren’t we?
  36. 36. What is important? 03
  37. 37. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 37 What’s important?
  38. 38. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Make a call to the new employee before he/she starts. 38 What’s important?
  39. 39. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Make a call to the new employee before he/she starts. Update the team that you are expecting a new member. 39 What’s important?
  40. 40. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Make a call to the new employee before he/she starts. Update the team that you are expecting a new member. Decorate the sitting place :) 40 What’s important?
  41. 41. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 41 What’s important?
  42. 42. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 42 What’s important? Explain about company products and values.
  43. 43. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 43 What’s important? Explain about company products and values. Explain about team products and high-level architecture.
  44. 44. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 44 What’s important? Explain about company products and values. Explain about team products and high-level architecture. Explain about the team structure, history and routines.
  45. 45. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 45 What’s important? Explain about company products and values. Explain about team products and high-level architecture. Explain about the team structure, history and routines. Show them around the floors, building, introduce to other teams.
  46. 46. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 46 What’s important?
  47. 47. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Explain your expectations from the onboarding process. 47 What’s important?
  48. 48. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Explain your expectations from the onboarding process. Set the clear goals of the onboarding. 48 What’s important?
  49. 49. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Explain your expectations from the onboarding process. Set the clear goals of the onboarding. Provide the means to keep track of the progress. 49 What’s important?
  50. 50. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 50 What’s important?
  51. 51. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Onboarding is the time and place to learn. So don’t rush it. The better one learns now, the easier it will be in the future. 51 What’s important?
  52. 52. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Onboarding is the time and place to learn. So don’t rush it. The better one learns now, the easier it will be in the future. It might take about 3-6 weeks to complete the onboarding course. 52 What’s important?
  53. 53. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Onboarding is the time and place to learn. So don’t rush it. The better one learns now, the easier it will be in the future. It might take about 3-6 weeks to complete the onboarding course. Remember! It doesn’t end there. It takes about 1 year till the person can be truly independent. 53 What’s important?
  54. 54. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 54 What’s important?
  55. 55. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback You goal is NOT to give learning material and leave! 55 What’s important?
  56. 56. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback You goal is NOT to give learning material and leave! Identify what a mentee knows and what not. Adjust the onboarding plan accordingly. 56 What’s important?
  57. 57. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback You goal is NOT to give learning material and leave! Identify what a mentee knows and what not. Adjust the onboarding plan accordingly. Ask questions at the end of each topic. It’s your job to validate what he/she really learned. 57 What’s important?
  58. 58. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 58 What’s important?
  59. 59. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Give feedback frequently to give mentee. 59 What’s important?
  60. 60. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Give feedback frequently to give mentee. They need to know how they are doing and what’s their progress. 60 What’s important?
  61. 61. It’s important to Give feedback frequently to give mentee. They need to know how they are doing and what’s their progress. Learn what can be improved. ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback 61 What’s important?
  62. 62. It’s important to ▪ Create a feeling of being welcome ▪ Provide context ▪ Set clear goals and expectations ▪ Give time ▪ To be accountable ▪ Give and ask feedback Give feedback frequently to give mentee. They need to know how they are doing and what’s their progress. Learn what can be improved. Learn what parts were interesting and which were frustrating. 62 What’s important?
  63. 63. How are we doing it now? 04
  64. 64. One template to rule them all 64 How are we doing it now?
  65. 65. How are we doing it now? 65
  66. 66. How are we doing it now? 66
  67. 67. Refactor your onboarding - Make your coming devs happier 67 How are we doing it now?
  68. 68. Onboarding readiness checklist 1. Does it provide a clear context of the environment, e.g. company, department, team. 2. Does it have a clear goals? 3. Do you have a dedicated mentor and they know their responsibilities? 4. Do you have the only essential learning material? 5. Do you have a sound feedback loop? 68 Readiness checklist
  69. 69. Ask questions sergeyb@wix.com twitter@bolshchikov linkedin/bolshchikov github.com/bolshchikov 69
  70. 70. Thank You sergeyb@wix.com twitter@bolshchikov linkedin/bolshchikov github.com/bolshchikov
  71. 71. A: The process is the same. It varies in time and depth. For the senior it might take less time since he knows basic concepts, he/she just need to know how we are doing it at Wix. Students/junior have less knowledge and experience. They can easily spend weeks on fed-training-kit. FAQ Q: How to use it for people with different professional levels (seniors/students)? 71

×