Onboarding & Non-traditional Workforces

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Steven Curtis

Onboarding Experiences Lead

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Revising the Day One Experience

The conversion for our day 1 onboarding experiences to virtual was a necessity but we realized it was also an opportunity to update and refresh a number of our program elements and experiment with new frameworks. Several months on we have a number of lessons learned about how to not only deliver on critical day 1 new hire expectations (such as benefits overviews) but also how to infuse an all virtual experience with meaningful elements of diversity, inclusion and associate engagement. This session will provide an overview of the lessons learned and share an early view of how they and the data gathered from our participants during this time is shaping what our program will look like in the future. 

Orientation Reboot & Gamification

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Donna Krammer

Manager, Onboarding and Education Administration

In this session the Children’s Hospital of Philadelphia onboarding team members will share their experience of how they were able to take their traditional instructor led day 1 orientation to the next level, transforming the day into a “gaming” experience.  During the experience new hires receive all of the important and required information they need while completing fun, interactive activities that can be accessed both on a virtual platform or live in person facilitation.

How I Onboarded a Remote Work Force Through an Acquisition in the year of COVID (and lived to tell about it)

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Jennifer Fondrevay                      Heidi Anderson Hupe

Day1 Ready                                    Teladoc Health

It was the perfect storm of onboarding: joining a telehealth company as a senior executive during COVID and getting acclimated to leading a 130-person team all working remotely, when 5 months into the new job, you get the news: you’re being acquired. Suddenly the entire organization is being onboarded by another company. As major players in telemedicine, with tremendous promise and expectations of the merger, both companies need to get the onboarding in place quickly and without disruption to the lifeblood of the companies -members and clients.

 

Hear onboarding lessons learned from Heidi Anderson Hupe, SVP of Client Experience at Teladoc (formerly Livongo), along with Jennifer Fondrevay, Founder of Day1 Ready M&A consultancy, whom Heidi engaged to help her team navigate the acquisition. The goal? To keep the team on track and on purpose with their mission: to create a new kind of healthcare experience, one that empowers people everywhere to live their healthiest life, particularly critical in the time of COVID.

 

Key takeaways

  • Learning how to onboard as a senior executive when your leadership can’t meet – and doing it all over again when you get acquired

  • Leading your team through an onboarding experience when you are still getting to know the leadership as well

  • Understanding the unique onboarding experience of a merger or acquisition and how to prepare your teams for success

Onboarding the Next Generation of Leaders 

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Jennifer Saloma

Learning and Development - Program Management - Lead Associate

The next evolution in our onboarding program is to establish a program that balances the needs of the organization with the specific and unique needs of recent college graduates. 

In this session I’ll provide an overview of our Day One and Day Two experience as well as showcase the program designed for our newest campus hires. 

Additional insights will be provided on the lift involved, resources utilized and how we used a variety of modalities to get meaningful and actionable feedback and data.

Engaging the Individual

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Stacy Doepner-Hove

Director, Master of Human Resources and Industrial Relations Program

University of Minnesota

As we think about growing our Onboarding programs, we are ever mindful of how we encourage our new employees to bring their unique contributions to the table. We hire people not simply to fill a role, but to help shape the way we run our organizations. In this session we will take a moment to think about how our employees come to work and what they bring with them that we can tap to engage them with their new job.