CoMind Onboarding Task

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Probation review and feedback

Understand your impact

90 Days

Feedback, support and recognising progress

Calibration

60 Days

Product knowledge and objectives

Connect & Review

30 Days

Welcome & Orientation

Welcome to the team!

Week 1

Prepare to launch!

Planning ahead

Preboarding

CoMind Academy Onboarding Program

90 Day Plan

Core

CoMindTeam

Navigation

Welcome!

Welcome to Week 1! CoMind Academy Orientation

CoMind Onboarding Academy

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The Onboarding Academy will include three pillars to support a new joiner connecting to CoMind. This supports ramp-up, engagement with the company and how they feel in their role!

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Benefits, Payroll and Finance

People Policies

Probation Guidelines

Product Objectives & Roadmap

Feedback & Surveys

Values & Culture

CoMind: Core Onboarding

Core Onboarding is focused on CoMind's operations to ensure new joiners understand the business environment and infrastructure.

Communicate

Review

Connect

Plan

Domain Onboarding will cover:

• Departmental goals
• Systems used
• Processes
• Meeting types
• Documentation for the team
• What is expected in the job role
• 90 Day plan

90 days

60 Days

30 days

week 1

CoMind: Domain Onboarding

Domain Onboarding is a cross-functional effort with departments and teams to configure and evolve as CoMind grows.

CoMind: Product Knowledge

Every new joiner's journey will ensure an understanding of CoMind's products and mission. Depending on the role, some teams will dive into the products in more detail. However, a baseline program for each business unit will help build consistency early on.

Boarding Pass

Info

The Boarding pass is designed to be completed in the first 90 days! No sooner, no later. Prompts can be left in reading and through Enboarder to remind joiners to complete their quiz. The quiz can be designed to encourage practice drills and sharing new ideas, ensuring people are engaged with their learning. There can be a minimum score to hit, with a view people can retake if needed. However, the questions should be fun and easy to answer. Each quarter, the new joiners can be entered into a raffle to win £100-200 vouchers of their choice!

Boarding Pass

Retention checkpoint

6 month check-in

180 Days

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Probation review and feedback

Understand your impact

90 Days

Feedback, support and recognising progress

Calibration

60 Days

Product knowledge and role objectives

Connect & Review

30 Days

Welcome & Orientation

Welcome to the team!

Week 1

Prepare to launch!

Planning ahead

Preboarding

When to capture feedback .....

Keep it clear and simple Expenses, pay, and understanding share options are key elements of onboarding. Diluting this can dilute engagement. This must be accessible in a finance area to new joiners with FAQ's

Build reminders and workflows for the manager and new joiner community covering:

• The 90-Day Review session
• Document future goals and development opportunities
• Celebrate the milestone of passing probation with the team!
• HeliosX Onboarding Quiz and Onboarding completed!

Automate & Engage

Surveys are a helpful way to understand employee voice. Building an accessible page that shows survey results and impact is a great way to reinforce their importance. Having a clear view of the surveys HeliosX runs and why in Onboarding brings on their importance from day 1.

Explain what surveys are run and when!

Having accessible policies for the UK and USA is key. Highlighting their importance and where they are stored is part of the core onboarding experience. Policies can have quick links and URLs in Enboarder and be tagged to search in the knowledge base. #peopleops

People Policies for each location

A checklist area ensures employees and managers have the criteria they need to achieve their probation milestones. An onboarding workflow is active on BambooHR and automates reminders and steps where needed.

Probation Checklist

An outline of a 30-day plan should be configured. However, there is no harm in having some gaps to partner on. After the first week, book a session to review the plan and let them think of some ideas, too! Capture their Observations! Observations are a great way to give employees time to capture their thoughts and questions as they onboard.

Structure

30 day Plan

Each Product page can link key team pages, bios and impactful numbers to remember for their onboarding quiz!

Build a useful facts and figures for each product line

Key Milestones to implement:

• Review the first 30 days of feedback from the new joiner!

• Review goals and objectives for the rest of the probation timeline
• Check their progress checklist
• Manager and employee survey sent (See page 10 for more details)

Check-Point

30-Day Onboarding Survey

Actions: Share trends in a monthly report with hiring managers and department leads Surface feedback with improvements in people updates.

1. Is your new job and time at HeliosX meeting your initial expectations? 2. Are there any challenges you’re currently facing we can support you on? 3. Do you feel connected to your role objectives? 4. Do you feel welcomed in the team so far? 5. Do you feel you’ve reached your 30-day goals? 6. Do you want to share any other feedback with the People Operations team?

A simple dashboard showing performance can engage a new joiner in business performance and their role. This can be gamified with counts of orders updated daily, a heatmap of sales, etc. It also makes it accessible and understandable to all joiners quickly.

Business Performance

Using values is an effective way to connect a new joiner to HeliosX's mission. Having a Culture@HeliosX channel and wiki base can show a social calendar, slack channels people can join and what is going on in the team! Community access can help new joiners integrate and engage faster in their new role.

Reinforcing Values from Day 1

Have a plan! The goal is to balance the adjustment! Providing reading, access to team meetings, and orientation with the team. Week 1 is always overwhelming, so structure and team support are priorities. As well as accessible team documents to help the joiner self-serve.

Plan

Week1

90 Days and beyond!

By this stage, the HeliosX joiner will have completed their Onboarding plan and passed their quiz and probation! In this phase, the onboarding process would congratulate them and hand them over to the next phase of their journey as a fully boarded employee! It's worth sending a reminder to favourite key pages and contacts should they need any support!

60 Days Pulse Survey

How has your training in the first 30 days set you up for success in the following 30 days?How has the onboarding program worked well in getting you up to speed? What would you change about onboarding so far to better prepare you for the position?

Checkpoint meeting set for the new joiner and manager on how everything is tracking: - Blockers - Priorities - How is the learning tracking, and what has been achieved so far? Managers can trigger support at this stage if needed on performance.

Review

Check Point

Thriving at HeliosX

The honeymoon phase is over, and reality sets in regarding how things work (Nowhere is perfect!) 1. Check in specifically at this time to understand how the employee is feeling. 2. Target the questions based on "future hiring" versus their experience. 3. Questions should focus on values and employee voice, which can support insights for TA, People, and leadership efforts.

Goals by this stage: * The New Joiner is transitioned well with tasks and accountabilities in the role achieved! * They have made an impact on the team * They have achieved what was required in the first 90 days * Onboarding Quiz completed * Development feedback is documented, and goals for the quarter are loaded into Lattice.

Probation Review

​People Ops runs the first kick-off session for the onboarding cohort! The cohort is added to a Slack Group for questions throughout their onboarding journey! Labelled the week they land! This session welcomes the group, ensuring access and helpful links are highlighted for the day! A link is shared through the channel to join a People session! as their first meeting. (This can be automated and recorded if missed)

Welcome Workflow