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

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Rob Sturgeon
EVP Client Delivery

Service Source

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Director of HR

We have had a very beneficial partnership with LSA for over 2 years. The recent Leadership Development Program that they designed and customized with us to help us identify, develop, and retain top leaders in the organization was a huge success. It was instrumental in helping take our company and our key people to the next level. I would recommend their training and consulting services to anyone looking to develop and retain top talent.

Steve Janowsky
Vice President of Operations

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The customized new hire on-boarding process, coaching, tools, and measurement have provided a very useful structure and frame for the first 90-days for both me and our new hires. It has been a very positive experience from my perspective and will make it much easier to on-board my new hires.

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Systems Engineer Manager

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Mike Normant
Senior Director, Training & Development

Service Source

We came to LSA Global to improve the overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our unique business model and culture. I would highly recommend LSA Global as a top quality consulting and training partner.

Rae Phillips
HR Project Manager - Training & Development, PHR

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.

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Technical Program Manager

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LSA has a very unique and powerful methodology regarding learning and learning strategy. LSA’s ability to overcome skepticism, obtain executive support, and create an aligned learning strategy that provides measurable business impact is second to none. They partner with you to understand your goals, flex to your needs, and solve your problems – all within your budget. They certainly help make my job easier and are a pleasure to work with. I highly recommend LSA to anyone trying to connect the dots between strategy, skills, knowledge, and results.

Noelle Van Vlierbergen
Human Resources Director

AKQA

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

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

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LSA Global has been a great partner in helping ServiceSource move toward its Vision of being “the leading developer of talent in the service performance management industry.” I have engaged LSA’s services 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

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LSA Global brought a fresh perspective to our behavioral based interviewing strategy for key executive positions that we needed to fill.  Their consultant 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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

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Thank you for a great leadership development session today. The facilitator was brilliant, and we really enjoyed his style and personality. The sales team got a lot out of it (as did I). I believe it will help us create an even higher performance environment by ensuring we have a common understanding of our environmental structure and are all working towards the same goals.

Simon Jefferson
Managing Director

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Suzanne Kinner
VP Human Resources

Blackhawk Network

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