Opportunity
Early stabilization (first 6 months) is where we can make the highest impact. Data shows that people who successfully complete their first 12 weeks become highly stable, long-term contributors. By enhancing our selection clarity, onboarding experience, and early coaching support, we can strengthen retention and accelerate team productivity.
Approach
3-Phase Excellence Framework: Strengthen Selection Clarity + Optimize First Impression (Actions #1-4) → Intensive Early Coaching & Support (Actions #7-8) → Continuous Improvement & Alignment (Actions #5-6). Systematically applied to every new hire.
Phase 1: Strengthen Selection Clarity + Optimize First Impression
● HIGH
#1: Enhanced Interview Process
Owner: George Gomez
Pre-Hire to Day 1
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Enhanced Interview Process
What:
George participates in every interview to articulate role expectations and nuances.
Why:
Clear expectations prevent misalignment on day 1.
● HIGH
#2: Welcome to Team Chat
Owner: George Gomez
Day of Selection
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Welcome to Team Chat
What:
Team introduces themselves on chat before day 1. Buddy assigned.
Why:
Early connection reduces anxiety, builds belonging.
● CRITICAL
#3: Welcome Kit Day 1
Owner: George / Operations
Day 1 onwards
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Welcome Kit Day 1
What:
Kit ready at desk on day 1: handbook, setup guide, directory, parking info, contacts.
Why:
Organized day 1 signals professionalism and care.
● HIGH
#4: HR Pre-Start Communication
Owner: HR Department
7-day sequence
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HR Pre-Start Communication
What:
HR maintains consistent contact: Day 1 (offer), Days 2-3 (paperwork), Days 4-5 (team intro), Days 6-7 (final prep).
Why:
Regular contact reduces uncertainty, builds anticipation.
Phase 2: Intensive Coaching & Early Support
● HIGH
#7: Weekly Gemba Walks
Owner: George / L&D
Weeks 1-8 observation
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Weekly Gemba Walks
What:
Observe new hire in real environment weekly. Provide supportive feedback, remove obstacles.
Why:
Early detection (week 2) allows immediate support.
● HIGH
#8: Weekly 1:1 Coaching
Owner: George / L&D
Weeks 1-12
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Weekly 1:1 Coaching
What:
Structured weekly 1:1. Weeks 1-2: clarity, Weeks 3-4: mastery, Weeks 5-8: complexity, Weeks 9-12: independence.
Why:
Continuous support ensures smooth progression.
Phase 3: Continuous Excellence & Improvement
● HIGH
#5: Align TA Processes
Owner: TA + Kalee
Weeks 1-8 first cycle
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Align TA Processes
What:
Compare TA assessment tools with Gemini process. Create unified rubric: Empathy, Customer Service, Engagement, Problem-solving, Resilience.
Why:
Better TA alignment = fewer early exits.
● HIGH
#6: Exit Interview Analytics
Owner: HR Department
Ongoing, monthly
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Exit Interview Analytics
What:
Conduct exit interviews for all departures. Identify patterns monthly. Share insights quarterly.
Why:
Each departure teaches us how to improve hiring & coaching.
🔑 Leadership Footprint:
George's direct participation in interview reframing (#1), weekly gemba walks (#7), and weekly 1:1 coaching (#8) creates visibility with Gemini leadership while ensuring new hires succeed and stay.
Pre-Implementation Setup (Create These 8 Things)
- Interview pitch template (5-10 min, role clarity)
- Team chat welcome template & buddy assignment process
- Welcome kit checklist & Operations owner assigned
- HR 7-day pre-start communication schedule
- Exit interview template & tracking database
- Gemba walk observation checklist
- Weekly 1:1 template & progress tracker
- Initial assessment rubric (competencies: empathy, customer service, engagement, problem-solving, resilience)