Cultural Onboarding Needs to be a Primary Focus
While Onboarding should be informative about business strategy, tools, or policy, the cultural aspect cannot be forgotten. We know that actively managed cultures increase employee retention2. Like learning a language by moving to another country, so much of learning a company culture is through immersion in it. Deliberate, thoughtful, and purposeful conversations about culture, values, and goals during Onboarding help us achieve this.
Agile is a Mindset
It’s not just developers or project managers who should embrace agile principles. Agile teaches us to welcome change, prioritize speed and nimble iterations, and be fanatical about continuous improvement. We actively solicit feedback from every participant and iterate on the program every time it is run. Through this, we have piloted new tools, webinars, and agendas.
Think Globally but Act Locally
Our Onboarding framework is fairly standardized across the globe, but Onboarding is not one-size-fits-all. In a matrixed organization like Publicis Sapient, relationships are key to a successful career. Facilitating networking, purposefully and thoughtfully, is done at the local level to give our new hires the most meaningful experience.
Personally, I take great joy in welcoming new hires to Publicis Sapient, partly because of my own career journey here. In the past 13 years, I have been given great mentoring, opportunities to grow, and the encouragement to think big and take risks. I regularly get to work with leaders who embody our core values, and I am lucky to call a lot of people here not just colleagues, but friends. For me, joining Publicis Sapient opened up a world of possibility, and I hope the same for every new hire coming in the door.