Supporting Those Who Support Others

HR Professionals juggle a lot of spinning plates. And not just any plates - full plates.

Filled with compliance regulations, employee relations and engagement, diversity and inclusion, compensation, remote work management, and talent acquisition and training. We’re not telling you anything you don’t already know. In their crucial role, Human Resources often finds themselves needing some resources of their own. 

The first course at the HR table is talent acquisition and training. What pairs well with them? Onboarding. HR’s numerous onboarding plates include: prepping the materials and developing any training programs, leading the orientation, being available for questions, and tracking completion and performance. Pile on the many barriers of onboarding - 

• The seminal literature out there isn’t digestible enough to promote action

• Conventional onboarding is too simplified and is missing something,  it needs to include assimilation

• Assimilation coaches are expensive and typically reserved for executives

• Designing a robust onboarding program and implementing it (whether for one new manager or organization-wide) requires rigorous planning and a heavy investment of resources and time. 

It’s no wonder onboarding can quickly turn. Poor quality of onboarding has been shown to affect an organization’s bottom line due to company reputation and costs associated with replacing new hires. 

HERE, LET US TAKE THAT FOR YOU

What if you could take the role of onboarding and assimilation off of HR’s plate? What if you could break through these onboarding barriers? What if you could automate the assimilation process with a self-led tool that puts a new manager in the driver seat of their own onboarding? With the right tool in place, onboarding becomes sustainable and scalable. With the right tool, HR professionals can feel supported and spend more time on strategic HR initiatives, employee development, and well-being (of both the organization and themselves).