[00:00:00.008] Good morning. Good afternoon. Good evening to everyone [00:00:02.390] uh wherever you happen to be in the world. Uh My [00:00:04.578] name is brad rook, and my role at igloo Software [00:00:06.980] is I am a senior solutions consultant [00:00:09.099] with our customer experience team. Uh [00:00:11.130] and it's my great pleasure today to welcome [00:00:13.349] you of course, to our webinar. You found [00:00:15.429] them. Now let's keep them on boarding as [00:00:17.539] a retention center. strategy uh joining me [00:00:19.625] today, this is a panel discussion and [00:00:21.853] uh our distinguished panelists, our first, my colleague [00:00:24.295] uh Rebecca Nielsen. Rebecca is a customer [00:00:26.333] success manager. Um but prior [00:00:28.423] to that in her igloo life and life before, [00:00:31.054] uh Rebecca has been a C. H. [00:00:33.154] R. P. Certified human resources professional. [00:00:35.334] So welcome Rebecca. [00:00:37.719] and then joining us as well. [00:00:39.759] Uh one of our uh wonderful customers, [00:00:42.158] Dustin Sweeney, I've had the pleasure of working [00:00:44.219] with Dustin for a couple of years now uh and [00:00:46.439] Dustin is the employee experience manager [00:00:48.848] at Carfax. Welcome Dustin. [00:00:51.829] Perfect. All right, now getting [00:00:54.130] right into things folks. Uh of course we are [00:00:56.228] looking at on boarding as a retention strategy [00:00:58.569] Today, the first thing we'd like to do is [00:01:00.810] is a little bit of level settings. So we've got a po [00:01:02.908] question here for you and uh, we're just curious [00:01:05.180] how you currently on board, employees [00:01:07.439] at your organization. There's a few options. [00:01:09.448] Uh, so those would be in person only [00:01:11.489] remotely using a mix of emails, video [00:01:13.579] calls and or messaging apps, remotely [00:01:15.680] using a digital workplace platform or internet [00:01:18.159] remotely using an H. R. Portal or [00:01:20.579] hiring managers have control of the [00:01:22.689] on boarding process. So if you take a few seconds [00:01:24.819] to respond to that and as we [00:01:26.918] do, we'll move into our agenda for [00:01:28.980] today and our agenda for today [00:01:31.379] is what you'll learn. [00:01:33.659] So we're going to go over a few subjects [00:01:36.069] here. The first being, what are the stakes [00:01:38.209] when we're looking at on boarding as a retention [00:01:40.469] strategy? How do we on board for success? [00:01:43.138] How do we reengage while we engage, [00:01:45.680] we'll look into the management crunch a little bit [00:01:47.760] and of course build happiness and [00:01:49.769] shape leaders. So we've got a, a [00:01:51.790] pretty full roster for you And [00:01:54.129] uh as we await the poll results, I think [00:01:56.198] what we'll do is um just jump very [00:01:58.388] quickly into our first subject, [00:02:00.510] which is of course, what are the stakes [00:02:02.650] Rebecca, would you care to enlighten us [00:02:04.698] first off. [00:02:10.080] and Rebecca, I think you're muted, [00:02:13.830] There we go. Can you hear me now? [00:02:16.460] Yeah, great. Um so [00:02:18.588] given my background in talent acquisition [00:02:20.949] and human resources, um the [00:02:23.179] first expectation [00:02:25.399] that folks have when they join is they [00:02:27.469] want to know what [00:02:29.580] is expected of them in a new role. [00:02:31.588] Um you, they wanna know how to [00:02:33.618] succeed, they wanna know how to do the right thing [00:02:36.020] and so we really want to make sure [00:02:38.080] that we are sharing the expectations [00:02:40.349] of the employee as well as [00:02:42.399] fulfilling their expectations. [00:02:44.520] another one is, engagement, engagement [00:02:47.199] is, Something that happens continuously throughout [00:02:49.270] the employee life cycle. But when you are [00:02:51.349] on boarding someone, you really want to get them engaged [00:02:53.929] in your organization because it sets the [00:02:56.038] tone for their working [00:02:58.270] life with you at your corporation. [00:03:03.419] All right, I think I have the next two. Yes, [00:03:05.669] you do. All right, Thanks Rebecca [00:03:07.689] and thank you brad. Um So [00:03:09.740] today we're also gonna talk about retention [00:03:12.050] and with retention, we're focused on onboarding [00:03:14.319] as the event that gives employees [00:03:16.419] the confidence, [00:03:17.800] the tools and support they need, [00:03:20.250] or it can also set the toe for [00:03:22.368] a cycle of attrition [00:03:24.629] And lastly we're gonna talk about growth. And [00:03:26.669] with growth, it's about the [00:03:28.800] onboarding life cycles as [00:03:30.849] the first place for employees to feel seen [00:03:33.879] gain fulfillment and access to resources [00:03:36.500] to grow beyond their initial [00:03:38.610] goals. [00:03:40.558] Perfect. Thank you Dustin. And uh just [00:03:42.819] before we cycle into the uh the next slide in [00:03:44.849] our first subject uh just to share [00:03:47.118] the poll results. Uh I I I think [00:03:49.528] you're seeing them on screen, but nonetheless just to speak [00:03:51.580] to them uh in person only on [00:03:53.788] boarding. Uh 32% of respondents, [00:03:55.949] uh the next highest category, remote using [00:03:58.574] uh that mix of, of, of tools [00:04:01.014] is 31%. So certainly you can [00:04:03.104] see how our statistics are spread here. [00:04:05.294] And I think this is a very nice segue [00:04:07.544] into our first subject which is going [00:04:09.955] to be on boarding for success [00:04:12.153] take us away folks. Absolutely. [00:04:14.304] So on boarding [00:04:15.625] really is something that can [00:04:17.694] set your employees and new employees [00:04:20.095] up for success. The first impressions [00:04:22.213] count, there's a psychological contract [00:04:24.934] that a new employee signs with [00:04:27.035] the person [00:04:28.119] Um with the company [00:04:30.379] that says I'm excited to be [00:04:33.548] associated with your employer brand [00:04:35.769] and that needs to continue through the onboarding [00:04:37.838] process. Um A digital [00:04:40.160] workplace is something that [00:04:42.559] um employers can have a brief window [00:04:45.059] into giving the good [00:04:47.269] impression. um, to [00:04:49.509] be able to ensure that this [00:04:51.829] is a continuous process from what [00:04:53.928] they've experienced to free joining [00:04:56.269] your organization to your, to [00:04:58.379] your current organization and helps you [00:05:00.449] to share your corporate values and [00:05:02.660] mission and the goals for your new employees [00:05:05.129] to have. Um, as they join [00:05:07.269] your company, [00:05:10.199] Yeah and uh so [00:05:12.290] I wanna talk a little bit about our digital workplace [00:05:14.809] which is hosted by igloo. Imagine [00:05:17.119] that it's [00:05:20.000] called Fox net, so Fox net is [00:05:22.420] named after our beloved [00:05:25.048] spokesperson or spokes animal, [00:05:27.579] the car? Fox, Fox net car [00:05:29.738] Fox [00:05:30.639] and uh, you know, one of our guiding principles [00:05:33.108] is we want to set anyone down [00:05:35.220] including our newest hires [00:05:37.629] in front of Fox net and have [00:05:39.809] them be able to [00:05:41.879] be immersed in our digital workplace [00:05:44.040] or our virtual office as we like to call [00:05:46.119] it and say Carfax, [00:05:48.730] I get it, [00:05:49.769] you just understand it, you understand how all [00:05:51.889] these pieces come together and [00:05:54.790] that can be really powerful for a new hire, [00:05:57.220] uh where they fit into the grandeur [00:05:59.379] scheme, whether they're a sales [00:06:01.428] rep in the field or whether they're in H. [00:06:03.528] R. Wondering, [00:06:05.238] you know, what, what [00:06:07.528] the heck does [00:06:09.819] to all these dealerships, you know, how [00:06:11.869] does all this work? Um, [00:06:13.939] and featured prominently on Fox [00:06:16.088] net is our playbook. [00:06:18.250] So our playbook is our values. It spells [00:06:20.449] out our values as a company [00:06:22.189] So [00:06:23.569] we have this in each of our [00:06:25.588] offices, uh we have a big [00:06:27.639] chalkboard wall where everybody [00:06:29.790] signs, but we also [00:06:32.119] are developing this on Fox net [00:06:34.189] as a virtual um [00:06:36.790] chalkboard, if you will for our remote [00:06:39.028] employees to sign it and it's kind of [00:06:41.319] a, you know, you sign it, you're, you're part [00:06:43.600] of the culture, you start to get in it. [00:06:45.639] And what's more important is the values [00:06:47.790] on our playbook are played out [00:06:49.920] within Fox net. [00:06:51.278] So you'll see mission [00:06:53.488] driven and what that means. And [00:06:55.980] as you're clicking through Fox that you're clicking [00:06:58.178] through a digital workplace, you get to see these [00:07:00.309] tenants, you get to see these values played out in [00:07:02.379] real life. So whether you're a remote employee, [00:07:05.220] like we hired so many during the pandemic [00:07:07.790] or whether, you know, as we're starting [00:07:09.939] to reenter the office and [00:07:12.319] have a more in person on boarding, you [00:07:14.369] get physically immersed in the culture [00:07:16.540] either way, it's a great experience. You [00:07:18.649] get to learn [00:07:19.629] about the company and where you've been [00:07:23.088] this is fantastic Dustin and, and, and first [00:07:25.399] off, um, yes, you, you [00:07:27.439] have an igloo digital workplace. Fox [00:07:29.548] net is an absolutely uh uh wonderful [00:07:32.069] immersive experience that really reflects [00:07:34.170] your brand. Uh, our, our friend, the [00:07:36.220] car Fox here appears in a number of [00:07:38.350] uh locations and really kind of epitomizes [00:07:40.949] the, the, the organization's uh, uh, philosophy [00:07:43.759] and culture. Um, but really, uh, the, the [00:07:46.338] digital workplace itself is, is, is very much [00:07:48.569] that immersive experience for those employees [00:07:50.910] and I love the, point you made about [00:07:53.113] um the onboarding that you did during [00:07:55.165] the pandemic. Uh I think this was [00:07:57.225] a uh, uh, certainly spun the hiring world [00:07:59.415] on its ear because for so [00:08:01.504] many organizations, Igloo included. [00:08:04.105] Uh, when I was hired, uh Rebecca walked [00:08:06.504] me from room to room in in the igloo offices. [00:08:09.125] And and very loudly, thank you, Rebecca [00:08:11.483] introduced me to, to the assembled folks [00:08:13.754] at their workstations. And and and it was a very [00:08:16.004] cultural experience because it it it [00:08:18.160] said, you know, we're here, we're igloo, we're proud, we [00:08:20.250] want to welcome you, that sort of thing and and [00:08:22.269] and gave a chance for me to say something about myself [00:08:24.588] as well. Uh, and that was all [00:08:26.738] taken away and I think we learned a lot [00:08:29.009] of lessons uh, one of them being [00:08:31.040] that while we had a very nice hiring process, [00:08:33.649] uh, already baked into our digital workplace, [00:08:35.908] it became even more mission critical [00:08:38.029] once we started looking, of course at the removal [00:08:40.548] of the physical from the, from the uh [00:08:42.575] work environment, but also [00:08:44.815] uh, in the knock on effect from the pandemic, which [00:08:46.984] has been uh uh a real hybridization [00:08:49.445] of work work from anywhere those philosophies as [00:08:51.565] far as things go. Uh and I love [00:08:53.614] that, you know, you acknowledge Dustin Dustin, [00:08:55.663] pardon me, you have these playbooks [00:08:58.075] in every one of your offices, but also [00:09:00.433] within your digital workplace. It's that equability [00:09:02.955] that access to information uh that [00:09:04.965] really makes this so powerful [00:09:07.940] so folks jumping to our next poll, [00:09:09.960] uh if you wouldn't mind uh giving this [00:09:12.058] one uh some attention which initiatives [00:09:14.619] does your organization implement in your on boarding [00:09:16.869] program and we'd like you in this case to select all [00:09:19.080] that apply. [00:09:19.918] Um, so option a on boarding starts [00:09:22.009] prior to the employees first day access [00:09:24.259] to on boarding uh, portal after a [00:09:26.359] signed offer letter, a welcome note [00:09:28.479] from the higher. manager prior to the first day [00:09:30.690] on site or virtual equipment, prior to [00:09:32.700] the first day, first day introduction [00:09:34.710] to objectives, assigning a mentor or coach, [00:09:37.210] periodic check ins during the onboarding [00:09:39.219] process. And we do not have [00:09:41.408] a formal onboarding program. [00:09:43.599] And there's also an invitation as well if you'd like to [00:09:45.729] write in any others, uh any [00:09:48.099] other solutions you're using here in the comments, [00:09:50.450] Um, so as we're doing that, uh let's [00:09:52.849] jump into our next slide if you [00:09:54.859] please, and our next subject. [00:09:57.048] And uh well it's this one here [00:09:59.080] Rebecca, what can you tell us about this? This is a screenshot [00:10:01.668] from our internal igloo uh uh [00:10:03.950] at igloo software known as I. T. I [00:10:06.168] Yeah, we um like [00:10:08.178] you mentioned brad, our original [00:10:10.389] uh onboarding process was a combination [00:10:12.489] of both using um our digital [00:10:14.879] workspace and a lot of in person [00:10:17.178] social leaning over to [00:10:19.330] the your buddy, making sure there was [00:10:21.450] a coffee chat, um learning [00:10:23.955] about our engagement squad, [00:10:26.984] um committee events. [00:10:29.663] And that was a lot of it was through organic [00:10:32.315] interactions with your cubicle [00:10:35.065] mates, your people at the water [00:10:37.195] cooler. And so [00:10:40.200] in the pandemic. We realized that [00:10:42.548] what was missing for our remote onboarding [00:10:44.989] and our hybrid folks was [00:10:47.269] that social interaction. [00:10:49.509] And so where it used to happen organically, [00:10:52.168] we programmed it into our onboarding. [00:10:54.989] And so over the course of the five days, [00:10:57.739] um, we've made sure to [00:11:00.668] implement a social task [00:11:03.440] or a social oriented [00:11:05.570] engagement piece to knit [00:11:07.788] folks into the fabric of. [00:11:10.619] igloo the organization as [00:11:12.989] much as they would have been able [00:11:15.119] to while they were here on site. [00:11:17.340] This is an example of our social [00:11:19.710] committee events. Um, we've got [00:11:21.869] ourselves dressed as doughnuts. Donuts is [00:11:23.969] a big cultural thing here at igloo. [00:11:26.450] Um, we have photos from [00:11:28.710] our most recent summer fun day where [00:11:30.769] we, We all got together to go to an Alpaca farm, [00:11:33.359] do some yoga socialize [00:11:35.519] and meet in person as well as some winter [00:11:37.719] events that we've done. And so as part [00:11:39.869] of the onboarding, we're introducing folks to [00:11:41.960] the fun things that they could experience. [00:11:44.239] Um, let them know that there is an expectation [00:11:46.979] that um, we want to [00:11:49.009] meet them and build relationships in person [00:11:51.529] and, and give an example. And so this is [00:11:53.700] part of built into our process, [00:11:56.359] that social peace, [00:11:58.859] and this is something again, you know, having [00:12:00.918] experienced it firsthand both. [00:12:03.668] Well, when I was hired, I experienced [00:12:05.678] it firsthand in terms of, well, I was sitting at a desk [00:12:08.029] in the igloo offices experiencing this, but [00:12:10.158] seeing so many other uh teammates come [00:12:12.288] on board and have this [00:12:14.440] um presented to them in a virtual [00:12:16.700] format and yet seeing the uptake [00:12:19.009] on that uh as as these folks [00:12:21.168] have have joined engagement committees and participated [00:12:23.830] in events. Both virtual, and in person, things like [00:12:25.995] that really cements the idea [00:12:28.125] that part of this, this welcome to [00:12:30.315] the organization is of course an introduction [00:12:32.325] to the organizational culture and that again, [00:12:34.605] gets knocked on to in into things further [00:12:37.225] through the employee life cycle like diversity [00:12:39.434] equity and inclusion. Further participation [00:12:41.725] in committees, things like that. We start to see [00:12:43.894] that roll out uh and and [00:12:45.905] extend onwards to the employees journey [00:12:48.030] allowing that we've established this [00:12:50.192] right off the jump. So speaking of establishing [00:12:52.780] things right off the jump, which initiatives, going [00:12:54.942] back to our polling question, just looking at the results [00:12:57.341] here, uh, on boarding starts, [00:12:59.471] uh uh kind of right away. Uh, once, [00:13:01.951] once the employee is in uh 60% [00:13:04.932] we've got a number of dispersed [00:13:07.270] um uh, um, options [00:13:09.460] here certainly. Uh, first day introductions [00:13:12.379] uh, is also one that's uh taking up [00:13:14.408] a lot of uh, a lot of the uh, [00:13:16.418] the polling room here periodic check ins. [00:13:18.668] We're seeing a lot of good foundational pieces [00:13:20.879] here certainly. So, um, good to see [00:13:22.918] those results in the poll and, and, and thank you [00:13:24.928] folks for sharing. Um, moving [00:13:27.279] to our next area. Um, [00:13:29.408] what we're going to look at next is [00:13:31.590] our next subject and that's reengaging [00:13:33.658] while you engage. So we've talked off the top [00:13:36.070] about ensuring that our employees [00:13:38.330] are engaged right from the start. [00:13:40.489] Now we're gonna look at that reengagement. [00:13:42.769] Tell, tell me a little bit about what that means please, [00:13:45.879] yeah, thanks brad. So you [00:13:47.908] know, to kind of highlight this, [00:13:50.200] I wanted to and we we've talked about this a little [00:13:52.369] bit about kind of pre-Covid [00:13:55.440] and and during the pandemic [00:13:57.460] and and where we are now [00:13:59.479] and uh it's actually [00:14:01.649] pretty incredible. We launched Fox [00:14:03.739] Net [00:14:04.558] our digital workplace two weeks before [00:14:07.500] Covid shut down our offices. [00:14:09.989] So it was an incredibly timely [00:14:12.700] thing. I'm really glad we were able to get [00:14:14.750] it up before that. Um [00:14:17.269] of course the next two years [00:14:19.558] has really changed the way we work [00:14:21.849] and it's completely changed the way we, we [00:14:23.908] think about our digital workplace [00:14:26.149] and our virtual office [00:14:28.450] actually became our only [00:14:30.590] office for two years, but [00:14:32.830] um our own voting process, [00:14:35.389] Pre covid was was very much [00:14:37.798] in person [00:14:38.899] As probably a lot of you experienced [00:14:41.279] brad, you talked about a little bit and [00:14:44.288] that completely changed the pandemic [00:14:46.519] to an entirely virtual. [00:14:49.119] And I alluded this a little bit earlier [00:14:51.149] talking about our playbook, you know, [00:14:53.849] immersing people in the culture [00:14:55.879] regardless of whether you're [00:14:57.899] in person or you're virtual, [00:15:00.009] super important. And we're hiring [00:15:02.019] more remote employees than ever [00:15:04.259] from the from the pandemic and [00:15:06.418] having them feel connected to the, [00:15:08.769] to the company to Carfax. [00:15:10.918] So the, [00:15:13.668] creating Fox Net and creating our digital [00:15:15.729] workplace was a way to [00:15:18.009] kind of reengage the entire [00:15:20.250] company, our our our internet [00:15:22.658] before that was hosted by SharePoint. [00:15:25.519] You know, I'm not gonna not gonna say any [00:15:27.590] more than that. [00:15:29.340] Might be some, some diehard [00:15:31.469] SharePoint folks out there, but it [00:15:33.798] had so much information on it, it was, [00:15:35.849] it was incredible [00:15:37.500] and we were able to strip it down to [00:15:39.509] really the only things that that we [00:15:41.639] take back. Um and [00:15:44.178] so for our new hires they were able to absorb [00:15:46.349] that. And for our longest tenured employees [00:15:48.469] they're like oh it's so much easier to find [00:15:50.609] the information that I need now. Like [00:15:52.950] oh here's current you know medical [00:15:55.080] benefit information. This is vital to [00:15:57.129] what I need. And instead of looking [00:15:59.369] through something that might be years [00:16:01.769] old and was never removed. So [00:16:03.830] it was an early opportunity for us to totally [00:16:06.000] relaunch [00:16:07.418] engagement at Carfax, but also [00:16:09.500] the onboarding process, [00:16:11.379] see I really like that point. Uh Rebecca [00:16:13.629] just before he gets started, I had to jump in, but [00:16:16.080] that's that's just it. You know, we've got [00:16:18.109] an organization that um didn't have [00:16:20.298] a digital workplace uh launched [00:16:22.428] just before a major world altering [00:16:24.450] event as far as things go. Um [00:16:26.639] but the [00:16:28.178] effect that we saw and the effect [00:16:30.259] that you spoke to Dustin that I thought was so Cool. [00:16:32.404] Was the fact that just by launching [00:16:34.715] those resources and having those resources available [00:16:37.134] in one unified area, it really [00:16:39.413] did bring uh the organization [00:16:41.445] more together. This is an organization that [00:16:43.484] has a very good culture uh and and and [00:16:45.594] continues to have a very good culture, but it was [00:16:47.715] just the idea of that unification [00:16:49.734] over this online tool and then [00:16:51.793] all of a sudden [00:16:53.690] we we we have to use it and it [00:16:55.710] becomes even more critical but I I I [00:16:57.729] just like that idea of the fact [00:16:59.769] that it provided not only engagement to people [00:17:01.979] who were just joining the organization, [00:17:04.088] but a lot of folks who who [00:17:06.608] were already members of the organization, who [00:17:08.789] maybe were seeing that information dispersal, [00:17:10.868] feeling a little bit of frustration disconnect from other [00:17:13.029] offices and now we have that means of connection. [00:17:15.489] So thank you for that point. Dustin Rebecca, sorry, [00:17:17.739] I cut you off, go ahead. I was just [00:17:19.959] about to expand on Dustin's point in the sense [00:17:22.180] that um this single [00:17:24.378] source of truth really uh sets [00:17:27.249] and level sets expectations. [00:17:29.259] And so when going through major changes [00:17:31.847] um be it uh a pandemic [00:17:34.259] or uh a new quarter [00:17:36.729] with new quota expectations [00:17:39.198] or a new comp system or anything [00:17:41.557] that H. R. May be rolling out or even [00:17:44.019] another department there is an opportunity [00:17:46.718] to have that like final single source [00:17:48.888] of truth as the surfaced document. [00:17:51.880] as the surfaced piece of information, [00:17:54.318] as that searchable piece of information [00:17:56.598] to reference back to this [00:17:58.750] inspires confidence in [00:18:00.858] your current employees that [00:18:02.959] the organization knows what they're doing. [00:18:05.709] Um it also inspires confidence [00:18:08.309] in your new employees that [00:18:10.500] you folks are prepared [00:18:12.539] to bring them on um, by [00:18:14.750] having that uh, secure [00:18:17.618] piece of single source of truth [00:18:19.818] is something that is, is really [00:18:22.269] beneficial. uh in the, [00:18:24.519] in the understanding of an employee that [00:18:26.640] they feel secure and stable in [00:18:28.739] a company. The other thing that's great [00:18:30.769] is H. R. Doesn't have to own [00:18:32.858] it. I think this is something that [00:18:35.209] um you know, we need to [00:18:37.400] to celebrate that if there is a new [00:18:40.000] I. T. Policy that I. T. Can own [00:18:42.209] it and I. T. Can update it and I. T. Can [00:18:44.338] publish it [00:18:45.809] and people can get to it without [00:18:47.868] it having to go through multiple [00:18:50.309] layers. So it's it's it's [00:18:52.328] stripping down um [00:18:55.000] to the things that like Dustin said [00:18:57.108] was most important, but it's also [00:18:59.670] uh empowering folks [00:19:01.789] to um find [00:19:04.150] and be secure in the information that they're [00:19:06.160] finding that it is what [00:19:08.348] the company is using currently it [00:19:10.439] is current. And so this [00:19:12.509] is is a great great opportunity [00:19:15.318] this speaks to [00:19:16.868] um the next slide, which is our our we recently [00:19:20.068] went through a rebrand, um Igloo [00:19:22.180] has a new brand and as a result [00:19:24.640] marketing wanted to share with everyone [00:19:27.019] to update their signatures and [00:19:29.098] outlook. [00:19:30.259] and so how do we do this? [00:19:32.160] There is a knowledge base [00:19:34.259] uh with an article that says, you know, [00:19:36.380] here is an igloo [00:19:38.709] email signature template. How [00:19:41.039] this ties to onboarding is one [00:19:43.049] of our onboarding tasks, is [00:19:45.219] to set up your out look and [00:19:47.404] put in your branded igloo [00:19:49.834] email signature because [00:19:51.904] the onboarding program points to this article [00:19:54.525] with the new brand. There was no updating [00:19:56.684] for H R. To go back and have to RELIK [00:19:58.864] this marketing just updated with the new [00:20:01.045] language logo, [00:20:02.743] uh, colors, um, all [00:20:04.805] of those wonderful things. [00:20:06.674] And then they also sent it out to our current employees. [00:20:09.144] So both current and new employees [00:20:11.434] are referencing the same single source of truth, [00:20:13.963] the same piece of information. so [00:20:16.380] that if you are happen to be sitting [00:20:18.568] in an office next to somebody who is an [00:20:20.578] experienced employee and they got [00:20:22.598] an email about it, but it's in your onboarding, [00:20:24.750] you're both going back to the same piece. [00:20:26.969] And so that's a a a real wonderful [00:20:29.250] place where we can show that [00:20:31.449] there is a position to make sure [00:20:33.549] that everybody's getting the same information [00:20:35.670] and engaging and re engaging with new [00:20:38.068] and experienced employees. [00:20:40.890] well and that just makes sense because we look at [00:20:42.969] that element of of, of frustration. We [00:20:45.059] have someone who's joining an organization who's [00:20:47.400] not familiar with the organization or policies [00:20:49.630] more as whatever the case may be. And [00:20:51.640] I love the fact that we can again, I I I [00:20:53.660] think I used the phrase earlier, but we can democratize [00:20:56.130] that information by making it available to everyone. [00:20:58.529] You also made a point that I really, really [00:21:00.739] liked about ownership uh, of [00:21:02.880] the digital workplace. Uh and and in [00:21:04.949] this case, you know, a very, very sound [00:21:06.959] point You don't have to have [00:21:09.229] this living within one organization. [00:21:11.449] And in fact, really a a a a successful [00:21:15.068] digital workplace is something that's administrated [00:21:17.650] uh uh with input from many [00:21:19.769] departments or committee within the organization, [00:21:22.348] simply because if everyone has that input, [00:21:24.848] then you don't have anyone who's being left [00:21:26.910] behind as far as things go, and and you're also [00:21:29.009] making sure that the the information is conveyed, [00:21:31.404] the marketing example being a key [00:21:33.765] uh idea. If you in [00:21:36.084] H. R. For example are not pointed [00:21:38.285] to the correct marketing policies, [00:21:40.364] you may end up sharing the wrong policy with [00:21:42.443] uh someone and they may end up uploading [00:21:44.483] the uh the wrong signature. Uh and [00:21:46.564] then we have a problem right from the off, so certainly [00:21:49.084] uh uh i i it's definitely a good practice [00:21:51.604] to see and and and great advice to have [00:21:54.858] So Dustin, I'm curious about your [00:21:56.890] take uh, and I'm not gonna make you speak to I T. [00:21:59.150] I. Uh let's let's actually jump to [00:22:01.279] a Fox net and maybe you could talk a little [00:22:03.390] bit about that. Yeah please. We gotta [00:22:05.650] we gotta like have a have a little peek [00:22:07.910] at Fox net here, [00:22:09.640] you know? [00:22:10.930] Um So so here it is in all [00:22:12.959] its glory. Um This is our this [00:22:15.150] is our digital workplace or our virtual office, [00:22:17.920] this is our home page here and [00:22:20.380] You know, we take sort [00:22:22.739] of the approach that our [00:22:24.719] entire digital [00:22:26.789] workplace is for onboarding. [00:22:29.098] I talked to this a little bit earlier, you know, [00:22:31.160] you want to sit in anyone down and say, hey [00:22:33.219] I get it, I understand all these departments work [00:22:35.618] together towards this common goal [00:22:37.900] of helping millions of people, you know, [00:22:40.160] and [00:22:41.890] You know [00:22:42.838] you see here we've got we've got our spokesperson [00:22:45.430] for Fox but we also have updates. We [00:22:47.500] have leadership updates from our executive [00:22:49.789] team. We also have [00:22:51.699] update from our C E. O Bill, [00:22:53.799] eager a weekly update. So [00:22:55.838] whether you're, you're a new hire or a long [00:22:58.180] tener employee, it's all right there and [00:23:00.420] you can, you can go all the way down. [00:23:02.900] This was started basically [00:23:04.930] when we launched our digital workplace [00:23:06.969] back in March of 2020 [00:23:09.180] you know, like 10 years ago. Right? [00:23:11.588] And also yesterday, [00:23:13.390] um [00:23:15.750] and you can you can go all the way back [00:23:18.049] in time to see those [00:23:20.269] posts of how [00:23:22.328] our C. E. O. And president talked about [00:23:24.430] Covid and communicated it out [00:23:27.140] and you can see that that progress over [00:23:29.199] time as a new hire. That's a really interesting [00:23:31.650] thing to go through and you get to learn a lot [00:23:33.739] about the company just by that single [00:23:35.828] little act of just [00:23:37.989] scrolling through our digital [00:23:40.309] workplace. But you know I also [00:23:42.410] want to talk about [00:23:43.989] kind of our flexible approach [00:23:46.598] to to onboarding [00:23:48.338] and it kind of goes into into [00:23:50.348] this slide so [00:23:52.239] you know it's very much while [00:23:54.420] of course it's it's H. R. Led [00:23:56.809] we really leave it up to each manager to design [00:23:59.430] how they're gonna onboard their employees [00:24:01.900] because it looks a lot different if [00:24:04.199] you're if you're a rep out in the field [00:24:06.699] visiting dealerships every day versus [00:24:10.000] someone in our on our our our finance [00:24:12.189] team. You know those two onboarding [00:24:14.400] experiences are gonna look a lot different with some [00:24:16.750] managers and some departments believe [00:24:19.118] in mentorship. [00:24:20.180] And you know very closely shadowing [00:24:22.729] people for 30, 60 or 90 [00:24:24.838] days. Others it's we [00:24:27.479] you don't see that you don't see that happening [00:24:29.608] as much. Um so [00:24:31.789] we we allow each [00:24:34.500] each department, each team, each manager [00:24:36.838] to onboard their employees the best [00:24:38.880] way they need to and [00:24:41.660] this goes hand in hand with how we [00:24:43.779] on board managers give them [00:24:45.900] all the tools they need [00:24:47.848] to on board their employees [00:24:50.509] well, so when an employee steps into [00:24:53.670] into Carfax, they understand their role, [00:24:55.989] they know how to win, they know how to succeed [00:24:58.289] and they can go out and do it. [00:25:04.009] yeah, here at uh here at igloo, [00:25:06.289] we we actually have a corner of our [00:25:08.318] digital workplace, um which [00:25:10.410] is a leadership corner, Um And [00:25:12.719] in that we talk about the [00:25:15.348] the life cycle of an employee [00:25:17.920] and it's an opportunity for H. [00:25:19.949] R. To uh create resources [00:25:22.259] but for the managers to self serve so that [00:25:24.400] they know um without necessarily [00:25:27.039] pinging or tapping someone on [00:25:29.130] the shoulder. Like what do I do for the first [00:25:31.358] week of my employee? I haven't hired anybody [00:25:33.759] in six months. Uh I haven't done this. [00:25:35.959] Is there something new or something I've missed? [00:25:38.250] Um Those things live in that [00:25:40.410] um that leadership corner [00:25:42.511] that we have. Um It's also an opportunity [00:25:45.311] to remind them about [00:25:47.821] uh goal setting and and [00:25:49.982] coaching and um prompts [00:25:52.811] even for what those weekly [00:25:54.942] check ins may look like over the course [00:25:57.061] of, you know, the first 3 to 6 [00:25:59.172] months. Um Some recommendations [00:26:01.472] of best practices so that there is [00:26:03.623] some guidance um in [00:26:05.791] that managers uh we [00:26:08.311] want to set them up for. success. We want [00:26:10.384] them to set them up um [00:26:12.415] for uh being able to [00:26:14.744] find it as an as as [00:26:16.826] needed basis rather than a once [00:26:19.185] a year training for those managers on how to do [00:26:21.224] something but they may not use it for another nine [00:26:23.435] months. And so to know that that's living [00:26:25.765] there um as well as [00:26:28.105] as provide the leaders with a bit of a career [00:26:30.405] path as well um is really [00:26:32.576] something that shows I think [00:26:35.026] um you know continuous engagement [00:26:37.205] and retention. [00:26:38.400] um and and to know if as [00:26:40.699] a new manager coming into an organization [00:26:43.078] going through onboarding knowing that those [00:26:45.289] resources are there for you when you do need [00:26:47.559] them, is is something that [00:26:49.650] is going to help keep them engaged [00:26:52.160] and and feel supported [00:26:54.199] um by management and H. R. Especially [00:26:56.459] as a new manager [00:26:58.779] Absolutely and and and certainly there's [00:27:00.959] a lot of good here. Um In terms [00:27:03.140] of some of the points that that were made [00:27:05.318] looking at the idea of supporting managers especially [00:27:08.039] when you're looking at a new manager who's coming [00:27:10.118] in and they've got to win over uh the the the [00:27:12.338] team they are now working with they've got [00:27:14.515] to indoctrinate themselves into a new organization. [00:27:17.265] Uh there's a whole bunch of challenges. So the more tools [00:27:19.654] that we can provide those uh those managers [00:27:21.884] with the greater their chance for success, [00:27:24.025] the greater the chance they will um won [00:27:26.314] like the organization and and and continue [00:27:28.483] to want to work with it on that point, [00:27:30.814] I'm curious and I'd like to hear from both uh Rebecca [00:27:33.334] and Dustin on this. Um looking [00:27:35.443] at a digital workplace and and [00:27:37.594] speaking of you know, men Rebecca, you [00:27:39.614] mentioned the idea of a leadership corner um [00:27:42.848] What are your thoughts on career [00:27:45.420] progression being surfaced [00:27:47.568] or the potential for career progression [00:27:49.578] being surfaced within a digital workplace? [00:27:51.709] Uh Is it a good idea that as a new hire, [00:27:54.229] I should see that there's places for me to go [00:27:56.309] in this organization, I should see that there's resources [00:27:58.890] to help me get there uh In terms [00:28:00.930] of advancing my own career, do you think that that's a good [00:28:03.108] practice? Is it something that you've uh you've seen [00:28:05.289] in the past or that you uh that you work [00:28:07.318] with today? [00:28:11.989] I myself think [00:28:14.029] that it's great [00:28:15.269] um folks [00:28:17.309] really want to know that there is [00:28:19.430] something [00:28:20.719] to look forward to. They want to [00:28:22.799] know that there is some uh learning [00:28:25.250] available. It is often [00:28:27.568] um we incorporate uh an [00:28:29.699] L. M. S. And some of our customers also [00:28:31.890] incorporate their uh learning management [00:28:33.939] systems into their onboarding [00:28:36.140] uh to show their current [00:28:38.380] sort of like how to get on [00:28:40.420] boarded but to know that there are other [00:28:42.430] options available and what [00:28:45.150] can be made available as [00:28:47.229] far as a career path, be it mentorship, [00:28:49.269] shadowing all of those things [00:28:51.759] that I would put probably at a later date, [00:28:54.500] um you know, perhaps a 30 [00:28:56.809] day check in or a 90 day check in [00:28:59.239] um opportunity to continuously [00:29:01.699] do that. But there may be an opportunity [00:29:03.750] if you do move to a new role like I did [00:29:06.009] in the organization to revisit [00:29:08.239] some of the onboarding um [00:29:10.539] pieces or to perhaps [00:29:13.160] know that there is support through courses [00:29:16.130] um education and the like it is something [00:29:18.229] that is very valuable to know that your [00:29:20.279] career and longevity is valued [00:29:22.858] at an organization. [00:29:24.618] Dustin [00:29:26.578] Yeah, I think that's [00:29:28.699] 100% you know, feeling [00:29:31.130] valued, right? So [00:29:33.358] um [00:29:34.769] you know, I wanted to talk a little bit about [00:29:37.150] our our profiles and [00:29:39.160] kind of the the the way we [00:29:41.799] we we showcase that. So [00:29:44.689] you know, we've got, we've got premium profiles [00:29:47.259] and [00:29:48.489] in our in our digital workplace Fox net, [00:29:51.229] and may be familiar with our [00:29:53.239] marquee product, the vehicle history report [00:29:55.848] and V. H. R. If you will. [00:29:58.209] Well on our profiles we have [00:30:00.608] everyone's P. H. R. Or personal [00:30:02.959] history report [00:30:04.098] So when you talk about showing kind [00:30:06.348] of where someone's been the path [00:30:08.660] to where they are today, it's all right there [00:30:10.739] in their profile. So that's the number one visited [00:30:12.858] place in Fox net. People want [00:30:15.019] to see who they work with, right? [00:30:17.199] Especially if you're a remote employee over [00:30:19.239] the past couple of years you've, you've brought on, you [00:30:21.449] come on board and [00:30:23.009] 1000 plus employees and you're like where [00:30:25.019] do I fit in? Who's on this team? [00:30:27.309] This this huge team and and [00:30:29.568] you can click around and you can see you [00:30:31.660] know teams within departments and [00:30:33.848] You can you can land on [00:30:35.989] uh our V. P. Of business technology, [00:30:38.180] one of the largest departments of car facts and say [00:30:40.618] you look at their personal history report [00:30:42.880] and you can you can read about [00:30:45.000] their journey to car facts, what they did prior [00:30:47.549] and also how they contribute to car facts [00:30:50.108] along with that, [00:30:51.420] you can learn about their pets or their [00:30:53.459] dream car [00:30:55.640] or other fun facts. [00:30:57.699] Um but you can you [00:30:59.719] can find connection there. So [00:31:02.098] someone has listed in in their journey [00:31:04.118] that they went to Virginia Tech. You're like [00:31:06.358] oh you know, I went to Virginia Tech and you [00:31:08.420] meet them in person or over zoom. You say, [00:31:10.489] hey you know go Hokies right? And [00:31:12.578] you start to form that connection. You're [00:31:14.750] like, hey here's a person who went to the same [00:31:16.818] school as me and he's a V. P. Man that could be me, [00:31:19.019] right? [00:31:21.098] you start to form relationships. You start [00:31:23.259] to build community and that is [00:31:25.279] one of the most important things when you're a new [00:31:27.338] hire is you feel connected to the to [00:31:29.479] not only the company but to the people [00:31:31.578] you work with right? You build [00:31:33.680] those relationships, you build those bonds, [00:31:35.979] You start to see the company as [00:31:38.279] community and you're much more likely [00:31:40.848] to stick around [00:31:42.729] than that. [00:31:44.150] Absolutely, and I lo I love you bringing up [00:31:46.180] the idea of the profile, certainly. And and [00:31:48.250] it's interesting to know that that is your most [00:31:50.289] accessed resource within your digital workplace. [00:31:52.709] People being able to see when people were hired, [00:31:54.779] what they do, what they did, uh what [00:31:56.828] sort of interest they have, um, [00:31:59.088] everything around their job. I think that's just [00:32:01.130] such a fantastic resource because again, it [00:32:03.170] helps um, bake you into the organizational [00:32:05.769] structure, understand a little bit about your coworkers, [00:32:08.489] but also understand more about the organization. [00:32:10.759] You mentioned things like, again, surfacing pets, [00:32:13.130] uh, schools, he went to whatever the [00:32:15.165] case may be throwing a little bit uh not [00:32:17.644] too much, but a little bit of that, that personal [00:32:19.705] information to really get [00:32:22.026] folks understanding who the folks [00:32:24.115] are that they're working with and and and certainly [00:32:26.405] helping uh understand that back [00:32:28.836] to my original question, There is some level [00:32:31.095] of ascension. If I can see someone whose work anniversary [00:32:33.744] is is 10 years past and I can see [00:32:36.046] that they've had this wonderful progression through Carfax [00:32:38.546] that gives me confidence as someone coming in, that [00:32:40.605] this is a path that I could potentially follow. Maybe [00:32:42.826] not that path, but certainly [00:32:44.921] uh there there are paths to success within [00:32:47.071] Carfax folks before we jump [00:32:49.260] to the next slide. We did have a couple of questions that [00:32:51.391] are uh really are pertinent to uh, to [00:32:53.432] this slide and uh, I'll throw them out [00:32:55.481] there for both of you. Uh, the first one [00:32:57.500] is uh, what if you have created the [00:32:59.520] tools and managers don't use [00:33:01.641] them? So you've created these tools, We've talked [00:33:03.921] a little bit about uh, those tools living within [00:33:06.121] your digital workplace. What do you do if you find [00:33:08.381] that maybe managers aren't um generating [00:33:11.040] uptake on those tools, they're not using them? [00:33:17.858] Oh I'll [00:33:20.078] go ahead. [00:33:21.519] please Dustin [00:33:23.719] I'll jump in on that. [00:33:25.410] So, um, I think [00:33:27.500] it's important to [00:33:29.430] um, you know, if you build [00:33:31.509] it, they will come sort of thing, right? [00:33:33.630] And you do have to train your employees [00:33:35.920] where to access these materials [00:33:38.309] and you have to keep pointing them back [00:33:40.358] to towards it and you do that over time. [00:33:43.279] and you do it consistently, the less [00:33:45.318] you'll have to do it. So, you know, when we launched [00:33:47.650] Fox now there's a big learning curve, right? Everything [00:33:49.729] was new, but the, the good [00:33:51.959] thing about uh, about using igloo [00:33:54.539] is it's extremely searchable, [00:33:56.598] you know, it's got essentially [00:33:59.078] like google built in [00:34:00.449] so you can, you can type in, you [00:34:02.489] know, medical plan blue [00:34:05.219] and that document is gonna pop [00:34:07.439] up, it's gonna be right there. So, [00:34:09.820] Whether it's kind of difficult to find or [00:34:11.938] not. It's there, it's searchable. [00:34:14.280] So we always redirect [00:34:16.289] people, you know teach teach Amanda [00:34:18.579] fish, right? You you push him back [00:34:20.840] towards where the resources are [00:34:23.090] and you you con consistently [00:34:25.840] um teach to them, [00:34:27.989] Yeah. To build on that [00:34:30.030] um, champions, there [00:34:32.320] are folks that are, you know, uh [00:34:34.409] adopters that are early [00:34:36.699] adopters and really love being able [00:34:38.989] to uh [00:34:40.938] self serve and find things and those [00:34:43.019] are the folks that you uh help [00:34:45.030] to spread the word. So it's not just coming [00:34:47.349] uni directionally. Um, it's [00:34:49.590] so not only are you wanting to [00:34:51.648] ideally point them there first. If you have any [00:34:53.679] other questions, then come see me [00:34:55.677] um, or pointing them there. [00:34:57.778] If they come to you, here's where you can find [00:34:59.938] it. Bookmark it. [00:35:01.588] Um, here's something [00:35:03.759] you need to bookmark um, within [00:35:06.099] the digital workplace. So, you know where to go, where that [00:35:08.298] happens, but champions and those [00:35:10.498] are people who [00:35:12.789] um are either part of your steering committee who [00:35:14.967] have published those documents who [00:35:17.768] um are excited about technology, they're [00:35:20.059] the ones that are gonna help um be [00:35:22.259] your [00:35:23.688] ears on the ground to help [00:35:25.710] ensure that people are are also getting [00:35:28.041] out there. So it's not just coming from like [00:35:30.190] one person or one department [00:35:32.391] to say here's where it is [00:35:34.510] well. And I think speaking from an application [00:35:36.911] standpoint as well, and certainly we've [00:35:38.951] got, you know, the idea of champions, we've got the [00:35:40.990] idea of that, that the kind of passive [00:35:43.112] reaction, that sort of thing. But we also [00:35:45.251] can bring application tools, the floor um [00:35:47.802] Rebecca you mentioned one in in the idea [00:35:49.873] of bookmarking. We can bookmark resources [00:35:52.253] for for managers to access and ensure we have [00:35:54.384] that we can look at red receipts, we can have [00:35:56.614] people actually signing off on the things [00:35:58.673] that they've done, that sort of thing and we can get [00:36:00.684] into tasking as well. We can actually have [00:36:02.704] a list of tasks that managers have [00:36:04.713] to complete, that we can audit from uh from [00:36:07.262] our side as well. So just looking the [00:36:09.315] idea that certainly we don't want to get [00:36:11.405] into, well, every action that you [00:36:13.534] take within the workplace has to be quantified [00:36:15.775] and checked off on a list at the [00:36:17.795] same time, if we're looking at those uh those [00:36:20.016] establishing some of those guard guard rails, [00:36:22.394] uh and and of course passively reinforcing [00:36:25.074] some of these tools. Um these [00:36:27.195] are these are really key elements uh [00:36:29.235] in ensuring that that process can take place [00:36:32.239] um, jumping to our next question [00:36:34.378] uh and a again, before we move on, uh how [00:36:37.039] do you provide manager prompts on [00:36:39.159] what they need to do through the onboarding [00:36:41.329] journey? How do you prompt these folks Rebecca? I'm gonna ask [00:36:43.519] you first, [00:36:44.719] so we have [00:36:47.079] them [00:36:48.340] We do do training. It's not like there's no training [00:36:50.628] here, There is leadership training here. Um, [00:36:52.860] but we also have them in a [00:36:55.590] um, bit of a handoff between [00:36:57.840] talent, having them sign [00:36:59.969] the contract to [00:37:02.119] that space between them signing the new [00:37:04.188] employee signing the contract and that person starting [00:37:06.878] making sure that they're reviewing the [00:37:09.000] pre on boarding with an email that goes [00:37:11.188] out to them that says here are your expectations, [00:37:13.719] here's the link to the pre boarding. Make [00:37:15.878] sure you put in your um meeting [00:37:18.000] requests to ensure [00:37:20.139] this as well. Each department [00:37:22.458] is responsible on on our end anyway [00:37:25.219] um that if you join, say our um product [00:37:28.780] division, that product group has [00:37:30.800] their own um series [00:37:33.119] of things that they they want their [00:37:35.208] uh new product employee to do. [00:37:37.478] Whereas the corporate on boarding [00:37:39.769] is what all employees are expected to [00:37:41.789] do. And so it's a mix of both that [00:37:43.869] first week. It is um some [00:37:45.989] of it is that we take care of the corporate [00:37:48.059] which is about half a day of programming and [00:37:50.110] then about half a day of programming on the departmental [00:37:52.519] side. And so that is an expectation [00:37:54.659] that um they have that [00:37:56.820] piece there. Um [00:37:59.360] but they're they're [00:38:01.869] warned slash reminded [00:38:04.449] slash directed to the expectations [00:38:06.949] of what needs to happen [00:38:08.579] um, in that [00:38:10.280] pre boarding window, which is between [00:38:12.550] say signature sign off and the actual [00:38:15.030] candidate becoming an employee on their first [00:38:17.228] day. [00:38:19.398] Thanks Rebecca Dustin. Any other comments? [00:38:22.409] Yeah, that sounded great, [00:38:24.829] You nailed it, Rebecca? [00:38:26.898] I got a lot more to add to that. Well, thank [00:38:29.010] you. Uh And and certainly again, speaking from [00:38:31.070] the application a a as I want to do, [00:38:33.579] and we did show out a couple of screenshots [00:38:35.590] back, but there's a bit of staggering. [00:38:37.628] So when we think about prompts about what we [00:38:39.668] need to do, we've actually got content [00:38:41.969] laid out in a lot of cases, in a tab format [00:38:44.329] that says, this is what you need to do on day one, this [00:38:46.510] is what you need to do. do uh at the end of week [00:38:48.688] one this is what you need to do at the end of day 30 [00:38:51.159] that sort of thing. Um And by [00:38:53.519] redirecting individuals to these pages or by [00:38:55.679] directing individuals to these pages and [00:38:57.849] ensuring that we're employing things like red receipts, [00:38:59.978] whatever the case may be. Uh we're able [00:39:02.090] to communicate to them that these are the resources [00:39:04.340] we want you to access. This is the cadence [00:39:06.519] at which we want you to do it, and then of course we [00:39:08.550] can have those physical teams checking in as [00:39:10.599] well. So um as as Rebecca [00:39:12.800] mentioned, a little bit of the angel on your shoulder. As [00:39:14.860] far as things go there, [00:39:16.208] folks, thank you for uh uh accepting [00:39:18.458] those impromptu questions. Let's jump to our [00:39:20.590] our last slide. And certainly uh the [00:39:22.659] one I like as far as a philosophy goes, [00:39:24.909] uh build happiness, shape leaders. What can [00:39:27.000] you tell me about this? [00:39:30.938] So just to circle back hiring and [00:39:33.030] onboarding, we really want to [00:39:35.070] um define success. [00:39:37.059] Uh we want to define success for the [00:39:39.090] new employee when it comes to what corporate [00:39:41.409] success looks like, what team success looks like [00:39:43.599] and what um an individual [00:39:45.820] success looks like. And so [00:39:48.128] we want to ensure that we're we're hitting those [00:39:50.820] um uh engagement [00:39:52.840] opportunities. We're looking [00:39:55.139] to ensure that we are making sure that they [00:39:57.260] know what's expected of them and, [00:39:59.539] and honestly for myself [00:40:01.829] when working to [00:40:04.010] um revamp our onboarding. [00:40:06.478] Um, the goal to me was [00:40:09.590] are you going home? Is the new employee [00:40:11.789] going home at the end of their first day [00:40:14.000] and their partner, sister, friend, [00:40:16.449] mother saying, how was [00:40:18.489] it? We want that response to be [00:40:20.750] exciting. I know what I'm gonna be doing [00:40:23.030] this week. I've met some really nice [00:40:25.079] people, I think I'm going to like [00:40:27.168] it. That is the goal I think [00:40:29.269] for onboarding, because that's the feeling [00:40:31.708] that we want folks to have. [00:40:35.458] Yeah, I think that is exactly [00:40:38.059] right. Rebecca. I mean that [00:40:39.898] that feeling that you belong, that [00:40:42.019] feeling that you're just excited to be [00:40:44.159] there, that is so important, right? [00:40:46.550] Um you know, talk about our our [00:40:48.570] new higher orientation a little bit [00:40:50.648] and again something that we had to shift [00:40:52.659] to to virtual over the pandemic. We used [00:40:54.708] to fly everyone in here to our headquarters [00:40:57.300] in northern Virginia. Didn't matter where they [00:40:59.539] where they were across the country, they came [00:41:01.789] to our headquarters for three days to get immersed [00:41:04.179] in the culture [00:41:05.219] And we had to figure out how to do that virtually [00:41:07.659] through the, through the pandemic and [00:41:10.559] that's all about getting connected [00:41:13.510] to our mission, understanding [00:41:15.750] how all of these pieces fit [00:41:17.809] fit together [00:41:19.289] to help the consumer, [00:41:21.539] and but also [00:41:23.829] to build that connection with 1, 1 another, [00:41:26.688] You know, I was hired in August [00:41:28.829] of of 2018 and we [00:41:30.929] still have a slack group for [00:41:33.050] our our our onboarding [00:41:34.300] class. It's like our graduation class, [00:41:36.550] right? [00:41:38.228] We have this like little group [00:41:40.398] of us that that started in the same [00:41:42.489] month, the same year and you [00:41:44.610] form these bonds and whether whether it was [00:41:46.760] in person and you're forming these bonds or virtually [00:41:49.628] you're, you're building community, you're [00:41:51.688] building happiness. Right? [00:41:53.760] I would say too, that to know [00:41:56.099] that the company [00:41:58.449] that has hired you is expecting [00:42:00.739] you and is prepared for you and is excited [00:42:03.119] for you to join, um, having [00:42:05.619] a well organized onboarding [00:42:07.699] system, be it through [00:42:10.340] in person meetings or bringing [00:42:12.639] folks in or hybrid [00:42:15.148] through digital workplace or another series [00:42:17.369] of things really helps [00:42:19.398] to make sure that that person, feels [00:42:22.110] valued. Um and and is excited [00:42:24.449] to be part of the organization and and [00:42:26.989] and I've been through a number [00:42:29.110] of onboarding in my life, I've been, [00:42:31.510] you know, sat down and given a binder and a coffee [00:42:33.958] and said read these things and we'll see [00:42:36.168] you in two days, not the best first [00:42:38.429] impression. Um and so to be [00:42:40.570] able to build in um [00:42:42.708] corporate mission and values, expectations, [00:42:45.349] engagement and make some friends [00:42:47.688] I think is is really what's going to help? [00:42:51.289] set up an employee to really [00:42:53.449] want to stay with an organization [00:42:56.728] Well, I think that's what it really comes back [00:42:58.949] to, certainly the whole idea. Uh, again, [00:43:01.429] I've been a big advocate of, of Igloo's [00:43:03.659] onboarding process since I was on boarded [00:43:05.708] and it's not just because Rebecca took me from room [00:43:07.829] to room shouting things about how I've been to Scotland [00:43:10.489] and uh, all sorts of fun stuff like [00:43:12.559] that. It was really more the [00:43:14.800] understanding that the onboarding process [00:43:17.590] was, [00:43:19.119] simple, [00:43:20.208] you know, uh and and I don't mean that in [00:43:22.239] a bad way, I mean that in it it was easy to [00:43:24.309] access, it was easy to follow. [00:43:26.590] Um it was easy for me to see [00:43:28.820] who igloo were culturally, it [00:43:30.989] was easy for me to see uh what my [00:43:33.099] role and and my job was and and [00:43:35.340] that was really cool because actually [00:43:38.119] I was the first one in my role, mine [00:43:40.148] was a newly developed role. So I was getting [00:43:42.438] baked into, the organization uh learning [00:43:45.010] about my specific department, learning about the organization, [00:43:47.829] but also um really [00:43:50.159] taking seeds from everything that had been presented [00:43:52.610] to me and thinking how do I [00:43:54.800] formulate this into my new role? What [00:43:56.969] what what what does a secure, uh pardon [00:43:59.079] me, what does a solutions consultant [00:44:01.159] at igloo look like versus what I did in [00:44:03.179] my past life, that sort of thing. So um [00:44:05.898] it gave me the confidence I needed to move forward [00:44:08.539] uh both in a a brand new position and [00:44:10.739] with a brand new organization. So um and [00:44:13.039] and you know, Rebecca uh running around yelling [00:44:15.289] about me was kind of fun as well. [00:44:17.179] Um folks, we did have a question [00:44:19.760] um uh from the [00:44:21.889] audience, is it possible to set notification [00:44:23.898] templates via email for blogs, Microblogs [00:44:26.300] for certain teams, types of communication, [00:44:28.889] uh one look for C. E. O. Coms [00:44:31.019] versus another look for people and [00:44:33.039] culture coms. Um So [00:44:35.070] looking at notification templates specifically, [00:44:38.059] um uh, really looking at [00:44:40.070] more of those email notifications, uh, [00:44:42.188] not within the emails [00:44:44.208] themselves. Uh, but what we can look [00:44:46.418] at, uh, in terms of templating, that's [00:44:48.659] what Igloo is really based on the idea that we have [00:44:50.869] templates that allow you to set up uh, pages [00:44:53.409] spaces, uh, uh, channels [00:44:56.000] that really speak to who you are as an organization [00:44:58.878] and indeed who your various departments are. I've [00:45:01.016] seen examples where the organization [00:45:03.416] is either spread across multiple [00:45:05.996] geographies in in in in for example [00:45:08.094] the U. S. Or Canada or [00:45:10.635] where we we have a multinational [00:45:13.025] organization and while pages [00:45:15.094] can follow a certain template it does [00:45:17.175] allow for us to see based on either. [00:45:19.382] job function or based on uh how [00:45:21.721] the uh the organization is dispersed. There's [00:45:24.010] a sense of ownership uh and [00:45:26.041] and and a sense of uh differentiation [00:45:28.322] uh versus uh different [00:45:30.342] different roles and of course different uh different [00:45:32.721] spaces, uh geographic or [00:45:35.291] um philosophical within the organization [00:45:37.422] uh based on uh for example, departments [00:45:40.929] Rebecca Dustin any other thoughts? [00:45:43.550] I'm kind of curious, this is bringing us to [00:45:45.610] the end of the presentation where I show uh our contact [00:45:48.500] information and final slide, uh did [00:45:51.148] you folks have any other final thoughts? [00:45:55.829] I think for me, the um [00:45:58.628] the the final thought is, is [00:46:01.659] is just that um [00:46:04.398] we want to make sure [00:46:06.208] um, that all the hard work [00:46:08.559] that has gone into sourcing, [00:46:11.030] selecting and finding um, [00:46:13.128] talent um, as [00:46:15.418] well as training talent, [00:46:18.648] as they join, the organization does not [00:46:21.418] um does not go to waste. [00:46:23.628] Um It's it's a disruptor [00:46:26.289] uh when folks leave. And so [00:46:28.550] there's a relief when new folks [00:46:30.668] join. Um And [00:46:32.728] so to be able to get them [00:46:34.840] um embedded, um excited [00:46:37.708] and then um productive [00:46:39.958] uh is really something that that [00:46:42.159] is a a real [00:46:44.590] point of business that can often [00:46:46.739] be um overlooked. [00:46:49.639] Uh And so in an effort to [00:46:52.280] reduce churn um [00:46:54.289] and to reduce the [00:46:56.530] uh the the work [00:46:58.668] um if we do it right, the first time [00:47:00.949] we won't have to do it again. Uh And so [00:47:03.090] this is where uh onboarding is [00:47:05.250] is a very pivotal point I think in an employee [00:47:07.668] life cycle, [00:47:09.780] Yeah, that's really well said Rebecca. Um [00:47:12.820] and you know, I really, like we said earlier [00:47:14.949] about employees feeling valued, [00:47:17.280] you know, I think that's just super important and [00:47:20.429] you know, [00:47:21.769] you've got an opportunity uh here [00:47:24.250] in the 1st 30 60 90 days [00:47:27.000] to have a have a big influence [00:47:29.628] on an employee's career and [00:47:32.030] a lot of times that can that can [00:47:34.349] set their trajectory right from the start [00:47:36.668] of whether they say, all right, I got a year, you [00:47:39.019] know, or I love this company [00:47:41.780] I'm in, you know I'm in I'm [00:47:44.090] I'm here, I love it, let's go [00:47:46.378] and that's what you want, you want you want to build that excitement [00:47:49.079] and I've said it before, but building community and [00:47:51.159] they feel they feel attached [00:47:53.179] to the mission, they know they know what they're doing [00:47:55.438] and how it impacts the company [00:47:58.050] and again to your point back up feeling [00:48:00.289] valued. Um So [00:48:02.688] Yeah, Rebecca, you're way smarter at this than [00:48:04.869] I am. But um [00:48:05.978] I I hope, you know, [00:48:07.860] my Rebecca is like really [00:48:10.070] H R. I'm like, I'm like H. R [00:48:12.110] white over here. [00:48:13.719] I hope I was able to add some value to this [00:48:16.099] personal Dustin. You absolutely [00:48:18.449] were. Um [00:48:20.099] I'm looking at the Q. And A. Uh I would just [00:48:22.489] like to make a last uh um invite [00:48:25.059] for anyone to enter any further questions [00:48:27.070] you have. But uh in the meantime Dustin, [00:48:29.219] I'd like to thank, first of all you uh and [00:48:31.409] the great folks at Carfax uh for allowing [00:48:33.780] you on today. Uh You did bring [00:48:36.119] a lot of value, You always did [00:48:38.019] uh and uh we we really appreciate [00:48:40.260] you. Uh I'd also like to thank uh Rebecca [00:48:42.489] Nielsen, my my co-host uh for [00:48:45.139] for joining us and uh certainly [00:48:47.219] love the presentation. Thanks very much for [00:48:49.418] your for your uh uh your opinions, [00:48:51.599] the knowledge that you bring and uh very [00:48:53.898] pleased to have worked with you on this.