Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
# X P 2 0 1 8 | @ m a t t p h i l i p
THRIVING THE FIRST YEAR
(Not Merely Surviving)
@mattphilip #XP2018
WHAT WE DO
@mattphilip #XP2018
I’M A BOOMERANG
@mattphilip #XP2018
THOUGHTWORKS: OUR CURRENT CONTEXT
▫︎Revenues growing 24% year-over-year
▫︎Just reached the milestone o...
@mattphilip #XP2018
THOUGHTWORKS: OUR CURRENT CONTEXT
@mattphilip #XP2018
SCALING UP
ThoughtWorks Employees Over Time
@mattphilip #XP2018
MOVING FROM SURVIVING…
@mattphilip #XP2018
… TO THRIVING
@mattphilip #XP2018
WHAT PEOPLE ARE SAYING ON GLASSDOOR
▫︎It's easy for some people to get lost in the flat structure
▫︎I w...
@mattphilip #XP2018
Freedoms
▫︎ Regions can customize up to
~20%
▫︎ Regions can decide who
executes
THRIVE: PROGRAM BRIEFI...
@mattphilip #XP2018
THOUGHTWORKS UNIVERSITY
@mattphilip #XP2018
COINCIDENCE?
New-Grad Hires Lateral Hires
Program
ThoughtWorks
University
?
Retention

(After 1 year

...
@mattphilip #XP2018
We need Kool-Aid for laterals.
— fellow ThoughtWorker
@mattphilip #XP2018
ONE VIEW OF ONBOADING
Orientation
3 days
@mattphilip #XP2018
ORIENTATION BRAIN DRAIN
@mattphilip #XP2018
A MORE HOLISTIC VIEW OF ONBOARDING
Pre-start Orientation Rest of first year+
On-demand
learning
Role-ba...
@mattphilip #XP2018
PSYCHOLOGICAL FLOW
Flow Channel
Challenge
Competency
Engagement
Boredom
Anxiety
@mattphilip #XP2018
WORKING OUTSIDE THE CHANNEL
Anxiety
Exit
Challenge
Competency
Boredom
Flow Channel
Engagement
▫︎ Unsaf...
@mattphilip #XP2018
DESIGN TO PULL PEOPLE BACK IN
Exit
Challenge
Competency
Flow Channel
Engagement
Boredom
Anxiety
▫︎ Cre...
@mattphilip #XP2018
THRIVE: KEY-PERFORMANCE INDICATORS
Engagement
Employee’s level of
enthusiasm and
connection with
Thoug...
@mattphilip #XP2018
ALIGNING WITH CAPABILITY MODEL
@mattphilip #XP2018
T-SHAPED PEOPLE
@mattphilip #XP2018
PAINT-DRIP-SHAPED PEOPLE
@mattphilip #XP2018
THRIVE: DESIGN PRINCIPLES AND CORE COMPONENTS
▫︎Personal Kanban with milestones at 30, 90, 365 days
▫︎...
@mattphilip #XP2018
70:20:10
10%
20%
70%
▫︎Project simulation
▫︎Shadowing
▫︎Pairing
▫︎Assignmentology
▫︎Coaching/Mentoring...
@mattphilip #XP2018
PERSONAL KANBAN
@mattphilip #XP2018
LEARNING PATHWAYS
@mattphilip #XP2018
SHARING WHAT WE KNOW
@mattphilip #XP2018
SHARING WHAT WE KNOW
@mattphilip #XP2018
CULTURE ADD OVER CULTURE FIT
@mattphilip #XP2018
HOW TO SCALE?
@mattphilip #XP2018
HOW TO SCALE?
Invest in building your people.
?
@mattphilip #XP2018
Questions?
OBRIGADO!
Upcoming SlideShare
Loading in …5
×

Thriving (Not Merely Surviving) the First Year: Redesigning the Onboarding Experience for Capability

Slides as presented at XP2018 Conference, Porto, Portugal in the Agile in Education and Training/Building competence in industry track https://www.agilealliance.org/xp2018/program/

  • Be the first to comment

Thriving (Not Merely Surviving) the First Year: Redesigning the Onboarding Experience for Capability

  1. 1. # X P 2 0 1 8 | @ m a t t p h i l i p THRIVING THE FIRST YEAR (Not Merely Surviving)
  2. 2. @mattphilip #XP2018 WHAT WE DO
  3. 3. @mattphilip #XP2018 I’M A BOOMERANG
  4. 4. @mattphilip #XP2018 THOUGHTWORKS: OUR CURRENT CONTEXT ▫︎Revenues growing 24% year-over-year ▫︎Just reached the milestone of 5,000 ThoughtWorkers ▫︎Celebrating our 25th birthday this July ▫︎Building operations to support our growth while ensuring that operational expenses grow more slowly than revenues
  5. 5. @mattphilip #XP2018 THOUGHTWORKS: OUR CURRENT CONTEXT
  6. 6. @mattphilip #XP2018 SCALING UP ThoughtWorks Employees Over Time
  7. 7. @mattphilip #XP2018 MOVING FROM SURVIVING…
  8. 8. @mattphilip #XP2018 … TO THRIVING
  9. 9. @mattphilip #XP2018 WHAT PEOPLE ARE SAYING ON GLASSDOOR ▫︎It's easy for some people to get lost in the flat structure ▫︎I would like to see individuals who have more say in the company reaching out to those who are newer. ▫︎Career paths for senior folks are unclear ▫︎We're a growing company but our internal systems and processes haven't caught on with our size and our ambition. We need to fix that so that our people (our most valued asset!) don't fall through the cracks. ▫︎There is no empathy from management, as they're sociopaths.
  10. 10. @mattphilip #XP2018 Freedoms ▫︎ Regions can customize up to ~20% ▫︎ Regions can decide who executes THRIVE: PROGRAM BRIEFING Context We believe that providing to regions a customizable standard onboarding program with competency-building components will allow regions to reduce their capability gaps while ensuring that our operational expenses grow at a pace that is slower than revenues. Constraints ▫︎ Is cost-neutral to global (region- funded) ▫︎ Integrate with ThoughtWorker Experience map ▫︎ Use standard Key-Performance Indicators (KPIs)
  11. 11. @mattphilip #XP2018 THOUGHTWORKS UNIVERSITY
  12. 12. @mattphilip #XP2018 COINCIDENCE? New-Grad Hires Lateral Hires Program ThoughtWorks University ? Retention
 (After 1 year
 and 3 years) High Low
  13. 13. @mattphilip #XP2018 We need Kool-Aid for laterals. — fellow ThoughtWorker
  14. 14. @mattphilip #XP2018 ONE VIEW OF ONBOADING Orientation 3 days
  15. 15. @mattphilip #XP2018 ORIENTATION BRAIN DRAIN
  16. 16. @mattphilip #XP2018 A MORE HOLISTIC VIEW OF ONBOARDING Pre-start Orientation Rest of first year+ On-demand learning Role-based Workshops On-demand learning On-demand learning Shadowing/ Project Simulation Mentoring On-demand learning 365 days Tactical/admin
  17. 17. @mattphilip #XP2018 PSYCHOLOGICAL FLOW Flow Channel Challenge Competency Engagement Boredom Anxiety
  18. 18. @mattphilip #XP2018 WORKING OUTSIDE THE CHANNEL Anxiety Exit Challenge Competency Boredom Flow Channel Engagement ▫︎ Unsafe (to fail, admit failure) ▫︎ Unclear (expectations, norms) ▫︎ Unsupported (neglected) ▫︎ Unknown (feeling)
  19. 19. @mattphilip #XP2018 DESIGN TO PULL PEOPLE BACK IN Exit Challenge Competency Flow Channel Engagement Boredom Anxiety ▫︎ Create safe-to-fail environment ▫︎ Set expectations, coach ▫︎ Provide learning pathways, social learning connections ▫︎ Culture add over culture fit
  20. 20. @mattphilip #XP2018 THRIVE: KEY-PERFORMANCE INDICATORS Engagement Employee’s level of enthusiasm and connection with ThoughtWorks Retention Employee staying at ThoughtWorks Readiness Time to readiness for employee to be staffed Impact Employee’s impact in client engagement InternalExternal LaggingLeading
  21. 21. @mattphilip #XP2018 ALIGNING WITH CAPABILITY MODEL
  22. 22. @mattphilip #XP2018 T-SHAPED PEOPLE
  23. 23. @mattphilip #XP2018 PAINT-DRIP-SHAPED PEOPLE
  24. 24. @mattphilip #XP2018 THRIVE: DESIGN PRINCIPLES AND CORE COMPONENTS ▫︎Personal Kanban with milestones at 30, 90, 365 days ▫︎Agilist Learning Pathway for every ThoughtWorker ▫︎Role/archetype-oriented competency building ▫︎Project-simulation teams ▫︎Tactical and Relational onboarding activities ▫︎Practice-based learning (shadowing, +1 technique) ▫︎Social learning and communities ▫︎Spaced learning (onboarding over a year period) ▫︎Flipped classroom approach to orientation ▫︎“Assignmentology”

  25. 25. @mattphilip #XP2018 70:20:10 10% 20% 70% ▫︎Project simulation ▫︎Shadowing ▫︎Pairing ▫︎Assignmentology ▫︎Coaching/Mentoring ▫︎Workshops ▫︎Learning pathways Formal Informal Experiential
  26. 26. @mattphilip #XP2018 PERSONAL KANBAN
  27. 27. @mattphilip #XP2018 LEARNING PATHWAYS
  28. 28. @mattphilip #XP2018 SHARING WHAT WE KNOW
  29. 29. @mattphilip #XP2018 SHARING WHAT WE KNOW
  30. 30. @mattphilip #XP2018 CULTURE ADD OVER CULTURE FIT
  31. 31. @mattphilip #XP2018 HOW TO SCALE?
  32. 32. @mattphilip #XP2018 HOW TO SCALE? Invest in building your people. ?
  33. 33. @mattphilip #XP2018 Questions? OBRIGADO!

×