Background:

‍In 2021, a significant shift occurred in our organizational structure: we split into two distinct companies. This monumental change presented both a challenge and an opportunity. The challenge was evident – we needed a completely new suite of training and, most critically, onboarding programs. The opportunity, however, was even more exciting. We had a blank canvas, a chance to craft a culture that felt familiar to our legacy but was undeniably unique.

The Launch Phase:

Our vision for onboarding transcended the traditional orientation. We sought to make the onboarding experience holistic, beginning right from the moment an offer letter was signed. Each new hire was equipped with resources well in advance of their first day, ensuring clarity and preparedness. The IT onboarding process was streamlined and modernized; a simple scan of a QR code led new hires to an informative video, while an interactive PDF introduced them to essential tools and provided contacts for troubleshooting.

But onboarding wasn't just about tools and resources. We wanted to infuse a sense of belonging and excitement. To that end, during their first week, new hires were greeted with boxes at their doorstep, sealed with special 2seventy company packaging tape. Inside, they found an array of swag items, from custom stickers to uniquely designed socks, making their initiation into the company memorable.

Post-orientation, our commitment to new hires remained unwavering. We established an MS Teams community, a blend of fresh hires and "culture buddies" - seasoned employees well-versed in our ethos. This platform provided a space for questions, interactions, and informal bonding, fostering connections in the relaxed environment of MS Teams.

The Boost Phase:

‍Given the vastness of our operations and the limited size of our dedicated training team (just three members!), we had to think outside the box for the 'Boost' phase. Our solution was to tap into the wealth of knowledge within our organization. We collaborated with Subject Matter Experts (SMEs) from all corners of the business to create a 'Boost Framework'. This ingenious approach empowered SMEs to rapidly generate functional onboarding content, ensuring that every department had tailored training without overburdening our core team.

The Soar Phase:

‍For 'Soar', our vision was expansive. We wanted a universe that was not just about performance but also about continuous growth and evolution. Our first step was to find the right tool to anchor this phase. After meticulous vendor management and evaluations, we settled on Lattice. This platform allowed us to consolidate critical performance enablement areas, such as Goal Setting and Reviews, creating a unified experience for our employees. But we didn't stop there. Recognizing the diverse learning needs and preferences of our team, we expanded the 'Soar' universe to include a rich array of offerings: workshops, lunch and learns, podcasts, and panel discussions. This multi-modal approach ensured that learning was not just a process but a culture.

In Conclusion:

‍Building this employee experience was not just about training; it was about identity. From the aftermath of the split to the creation of a cohesive culture, every phase, every decision, and every collaboration was a step towards defining who we are as a company. Today, we stand proud, not just of the program we've built but of the community we've fostered.

‍