A company’s onboarding experience is essential. You're orienting a new hire in the right direction and equipping them with the tools to become productive sooner. Though you may already have an onboarding program, what are you doing to further develop it? How are you leveraging employee feedback data to uncover trends and make meaningful changes? In this webinar, join Stacey Nordwall, Senior People Operations Manager and Fresia Jackson, Senior People Scientist; they’ll share how to collect and understand data regarding your onboarding experience to quickly iterate and improve your program. You'll learn: - Why onboarding is important - What to measure in onboarding - How to take action with onboarding data

1. Using Data to (Continuously)
Develop a Culture First
Onboarding Experience
Stacey Nordwall & Fresia Jackson

2. “
Brand is a promise to a customer,
culture is how you deliver on it.

3. Our Experience
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52.5
105
157.5
210
March '17 May '17 July '17 Sep '17 Nov '17 Jan '18 Mar '18

4. Our Experience
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27 11

5. Our Experience
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25

6. Agenda
Why is onboarding important?
What (and how) to measure
Turning data into action

7. Why focus on
onboarding?
Company
perspective
Reduce
• Ramp up time
• Turnover
Increase
• Output
• Length of tenure (through good will)
• Visibility of employer brand
Identify
• Gaps

9. Why focus on
onboarding?
Employee
perspective
Reduce anxiety through clarity of:
• Role expectations
• Culture, norms, values
Ultimate goal: Sense of belonging

10. Collect
UnderstandAct

11. How to get the
right data
Content
Include questions that target:
• Hiring experience (if not receiving candidate
feedback)
• Onboarding program content and training
• Role expectations and understanding
• Understanding of company values, mission,
vision, goals
• How role contributes

12. Customizing
• Unique programs
• Example: Inductions
• Employer brand
• Example: Culture First
• Organizational design
• Example: Mentors + Team of Teams

13. Intro to
company/
culture +
team/role
Reinforce;
Understand
product +
resources
available
Understand
landscape
(customers,
competitors)
+ tools
Settling in -
independent
work and
exploration
Contributing;
Comfortable
with team
tools and
processes
Acclimation -
completion
of week 1-5
objectives
Our Program
Week 1 2 3 4 5 6

14. How to get the
right data
Strategy
Align to:
• Your program length
• Your capacity to act
• Who is receiving results

15. Intro to
company/
culture +
team/role
Reinforce;
Understand
product +
resources
available
Understand
landscape
(customers,
competitors)
+ tools
Settling in -
independent
work and
exploration
Contributing;
Comfortable
with team
tools and
processes
Acclimation -
completion
of week 1-5
objectives
Week 1 2 3 4 5 6
Single Point Approach

16. Intro to
company/
culture +
team/role
Reinforce;
Understand
product +
resources
available
Understand
landscape
(customers,
competitors)
+ tools
Settling in -
independent
work and
exploration
Contributing;
Comfortable
with team
tools and
processes
Acclimation -
completion
of week 1-5
objectives
Week 1 2 3 4 5 6
Phased Approach

17. Benefits of a
phased approach
• Right questions at the right time
• Fresh experience
• Time to settle in
• The right information to the right stakeholders
• Quickly iterate
• Updates to onboarding program
• Discussion topics for one-on-ones

18. Collect
UnderstandAct

19. Levels of Data
Organization
Individual
Department

23. Translate Transparent
• Understanding of flags
• Placed in context of larger data set
• Allows managers to move quickly
without having to review full survey
• Manager has direct
ownership of the data
• No feelings of “black box”
within the people team
• Ability to scale

24. Actions
OrganizationIndividual
• Iterating on overall
onboarding process
(through both data
and individual
suggestions)
• Adding new trainings
as needs (and
resources!) develop
• Identify red flags
• One on ones to
address areas of
concern or gaps
• Strengthening
connections to and
introductions with
other teams
• Identify
gaps

25. Our Red Flags
• Belonging
• e.g., “I am feeling welcome here”
• Expectations
• e.g., “I know what is expected of me in my role”
• Productivity
• e.g., “I am feeling productive”
*Isolated negative or neutral responses not an automatic cause for concern.

26. How to find your
red flags
• Intuition
• Looking at variations in responses to
questions
• Responses from those quick to quit
• Looking at onboarding and exit survey
responses together

27. Collect
UnderstandAct

28. Success
How do we measure success?
• 90-100% favorable on most factors with aim to bring all factors
to 90%+
What enables our success?
• Consistently asking for and acting on feedback
• Culture of feedback (ownership at many levels)

29. What are our
next steps? • Metrics for ramp-up time(?)
• Improving role-specific training delivery
• Linkage analysis through employee lifecycle

30. Parting questions
1. Are you getting the feedback you need when
you need it?
2. Are you sharing feedback with relevant
stakeholders?
3. Are you taking action at appropriate levels?
4.What are your red flags?
5. What is your one next step?

31. Questions?

32. Resources
1. Employee Lifetime Value
2. Blog: Creating a culture first onboarding
program
3. Blog: How we optimized the onboarding
survey at Culture Amp
4. Employee Experience People Geek Guide

33. CULTURE FIRST CONFERENCE SLIDE

34. Thanks!
Fresia Jackson
Senior People Scientist
Stacey Nordwall
Senior People Ops Manager