Project Detail

Opportunity

Facing 8% employee turnover and a protracted time-to-competency of 6 months, the company sought a standardized strategy for onboarding 5,000 new hires over the next year.

Audience

The new hire population would consist of five thousand early-mid career employees spanning 63 countries in both onsite and remote work environments. Most have limited industry experience hold college degrees in business, science, or technology fields. 

Action

Using a framework I honed over time—define the right problem, design the right solution, and mine the right metrics, I proposed a unique approach to onboarding that shifted focus and responsibility from the new hire to the manager. The manager is supported by a central repository and accountability for consistent 1:1 meetings and overseeing a role-based, site-specific, hands-on action plan giving new hires immediate opportunities to apply new skills and contribute to their team's goals.

Impact

The new onboarding strategy contributed to a reduction in 1) year-over-year employee turnover and attrition, 2) time-to-competency (from 6 to 3 months), and 3) cost spent on resource development and time away from job-related activities (down 50%).