A presentation that details the iterative strategy that the founder of Edify, Kristen Gallagher, uses to help growing companies achieve their goals.

1. Onboarding at
Scale
ATD Cascadia - August 2017
Kristen Gallagher
Founder, Edify

2. 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.

3. 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

4. Onboarding Strategy:
Co-Created, Rapid
Iteration

5. The Solution:
Rapid Iteration

6. STEP ONE
● Identify what’s
currently
happening
Build a touchpoint
matrix

8. STEP TWO
● Gather info
SME Interviews:
New Hires

9. STEP THREE
● Gather support
Manager Interviews
& Co-creation

10. Gathering Support from
Leadership

11. 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?”

12. 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!

13. 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!

14. 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!

15. Using Learner-Centered
Design to Build Better
Onboarding

16. http://www.grameenfoundation.org/what-we-do/financial-services/solutions-innovation-process
The Human Centered Design Process

17. 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?

18. STEP FOUR
● Design
lightweight
programs with
managers &
new hires
Co-created
Curriculum

19. STEP FIVE
● Create your
program assets
(remember:
non-precious!) Onboarding
Program Assets

20. Ever heard of
throwing
someone in
the deep end?
Program Assets
Welcome Email
Day 1 Agenda
30 Day Plan
Manager Checklist
Courseware

21. Examples:
Welcome Email

22. Examples:
Day 1 Agenda

23. Examples:
30 Day Plan

24. Examples:
30 Day Plan

25. Examples:
30 Day Plan

26. Examples:
Manager
Checklist

27. 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/$

28. Now, the iterative part:
Test!

29. 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

30. Recap:
❏ Develop an iterative strategy
❏ Gather internal support
❏ Co-create with new hires
❏ Test!

31. Thank You!
Talk to me:
kristen@edifyedu.com
@kristenmaeve
@edifyedu