On-Boarding Experienced MBA’s: Technology

Getting Experienced New Hires On-boarded 2x Faster at a Global Technology Company

Client Case Study

Situation

Microsoft Corporation is engaged in developing, licensing and supporting a range of software products and services. The Company also designs and sells hardware, and delivers online advertising to the customers. It operates in five segments and th Company’ products include operating systems for personal computers (PCs), servers, phones, and other intelligent devices; server applications for distributed computing environments; productivity applications; business solution applications; desktop and server management tools.

Microsoft wanted to:

  • Get new experienced technical consultants up to speed to add value on client projects as fast and efficiently as possible while having a sense of excitement to be working at the company
  • Apply the technical skills that they have learned in the previous 6-8 weeks
  • Know what it is like to work on a typical client project using common company technologies, frameworks, and resources so that new hires add value and do not make a significant mistake.
  • Understand how to effectively consult with customers, project team members, managers, and sponsors in typical project scenarios including, but not limited to scope creep, politics, working styles and personalities, technical, time, budget, and quality challenges, decision making and team dynamics, feel what it is like to have success.

Complications

  • Blind Spots: Microsoft’s’ experienced new hires were at the top of their class from the most prestigious Business Schools around the globe.  They thought that they :already knew everything.”
  • Speed: It was taking too long (9-18 months) for experienced new hires to hit the quality and utilization targets required by the company, team leads and the client.

Approach

  1. Definition
    • Definition of Success including: List of key business objectives, learning objectives, and project success metrics; Description of standard roles, responsibilities, and expectations for new candidates in the first 6 months of their job; Definition of New Hire Target Audience; Resume factors – education, experience, knowledge; Performance factors – intellectual, interpersonal, motivation; Defined alignment with overall on-boarding process; High-Level Design Approach based upon best practices; Project timeline and action plan.
  2. Design
    • Overall Design document.
    • List of content.
    • Agenda, roles, and responsibilities.
    • Pilot project scenario and associated “performance test.”
    • Modules, activities, objectives, timing, and resources.

    • Final Design

    • List of suggested next steps.

Approach (cont)

3.  Delivery

  • Coordination and finalization of dates, location, and participants.
  • Creation and coordination of a participant disposition letter to set expectations.
  • Material ordering, coordination, and shipping.

  • Communication of room and equipment requirements.

  • Facilitation, evaluation, and continuous improvement.

4.  Measurement

  • Level-1 Satisfaction Measurement and Summarization.
  • Customer Success Cycle Meeting to review results and discuss Next Steps.

Interesting Design Features

  • Completely revamped lecture-based approaches of the past
  • Required no SME prep time and incorporated company executives for performance tests
  • Utilized real internal projects for simulations and case studies
  • Focused on intense “pressure testing” and mirrored client project scenarios, pace, and personnel

Results

  • 100% client satisfaction
  • 100% client loyalty
  • 50% decrease in speed to ramp (from months to weeks)

Related Information

LSA Global has been a great partner in helping us move toward being “the leading developer of talent in the service performance management industry.” I have engaged LSA to help develop best-in-class programs in the areas of: Executive On-boarding, Manager Training, Sales Training, Employee Engagement and Instructional Design. They have consistently met or exceeded my (very) high expectations and are always responsive to my needs.

Mike Normant
Senior Director, Training & Development

Service Source

LSA brought a very effective training design and implementation approach to help us create a common language around our corporate training. As a fast growing company with a geographically dispersed workforce, their expertise in this area was invaluable to us in driving consistency, creating a sense of belonging for our employees, and developing a common language for all of us to use.

Binod Taterway
CEO

Blue Canopy

We partnered with LSA Global to help us invest in our people. LSA custom designed an impactful management curriculum to help upskill our key managers and leaders. We consider LSA to be our trusted learning and development partner and a valued extension of our team.

Lisa Bruun
SVP Human Resources

Ellie Mae

We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding process. It well thought out and bought into by sales leadership. The combination of targeted sales tools, technology, coaching, performance plans, training, and reinforcement made all the difference.  The solution quantifiably improved new employee and hiring manager satisfaction and increased the speed to sales quota for new hires. I would highly recommend LSA Global for any sales enablement team looking to increase the engagement and speed to productivity of their sales force. We are excited to implement the program globally as we continue to scale.

Rochana Golani
Director, Global Field Readiness

LSA asks the hard questions, listens, and understands our business needs. We receive the benefit of their expertise ranging from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. LSA provides great ideas, a fresh approach, and valuable guidance on how to get the most from your talent.

Kristin Westland-Kaune
Director, Team Development

LSA Global brought a fresh perspective to our behavioral based interviewing strategy for key executive positions that we needed to fill.  They helped us to develop questions that produced a much deeper understanding of candidates’ capabilities. Throughout the process LSA was also very responsive in dealing with short lead time requests.  Thank you!

SPO Partners & Co
Kim Silva, CFO

We partnered with LSA years ago.  Since then, our organization’s learning needs have increased, decreased, and increased again. The beauty of LSA’s business model is its flexibility and depth of their expertise.  When we need strategic or tactical outside help, we use LSA knowing that we can depend on outstanding quality advice and targeted solutions every time.

Margie Bunting
HR Manager

We turned to LSA Global to help take our behavioral interviewing process to the next level in terms of both efficiency and effectiveness. LSA quickly understood our unique culture and challenging requirements.  They immediately helped us to improve our ability to continue to hire top talent that fits our culture and talent management strategy as we rapidly scale.

Julie Pearl
Technical Program Manager

Google

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

The action-learning leadership project has been very beneficial to me, our leadership team, and the entire organization. The balance of development and results has been excellent. We have made huge progress, and I was also able to identify 2-3 high potentials while having the extra benefit of people stepping up to carry key strategic projects forward. The experience was better than anticipated.  I could not be more pleased.

Heather Feltman
President & CEO

LSS

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling stuff. Their experts are an invaluable resource that help me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

I wanted to let you know how much I enjoyed working with LSA on the design and delivery of the experiential new employee on-boarding training. I’ve been getting tons of positive unsolicited feedback. You truly exceeded everyone’s expectations.

Steven Gray
US Enterprise Services

What a personal and professional pleasure it has been to partner with LSA. They are truly a strategic partner. LSA has delivered top notch management development programs and worked with key teams to build targeted skills. They understand our business, our strategic initiatives, and the needs of our customers.  They have been a real blessing for our L&D team.

Jeff Rangel
Director of HR

The experiential New Employee Orientation was an incredible success for 2,500+ new hires over 4 years spread across the globe. They partnered with us to create an innovative solution on very short notice and added a huge amount of value. We could never have done it without their unmatched combination of expertise, professionalism, and creativity that aligned everything with our unique culture. Even our experienced hires were blown away!

Brenda Wagner
Founder and President

Proxicom

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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