1. Josh Bowie,
Rachel Lee,
Charise Munlin,
Tiffany Smith

2. Team Member Bios & Photos?

3. Project Outline
Research and Findings
-Associate Survey
-3 Areas of Focus: Connectivity,
Consistency, Training
Solution Brainstorm
First Steps
-Team Building Schedule
-Onboarding Roadmap
-New Coaching Program
Next Steps
Updated Agenda

4. BUSINESS CHALLENGE: ONBOARDING
 Nearly one-third of all new hires quit their jobs within the first six months
(especially younger generations)
 Poor onboarding is a major contributor to early exits
 Recruiting and hiring efforts are being wasted by quick turnover
 Our challenge is to analyze what kind of first impression new hires currently
have of Gables and how we can improve that first impression
 Questions to investigate:
 What kind of impression do we want to give?
 What are some strategies we can implement to make sure new hires are
properly onboarding and integrated into the company culture?
 How can we hold leaders accountable for creating exceptional new hire
experiences?

5. Prior year metrics
What are we trying to fix
Why

6.  Conducted an anonymous online survey to collect associate feedback
and suggestions about the onboarding experience
 Survey was sent to 294 current associates hired since March 2020
 The Survey included questions on 3 major topics:
 Onboarding Training
 Company Culture
 Team Connection
 Collected 69 responses with the below demographic breakdown:
 84% Onsite Associates, 16% Corporate Associates
 41% Hired 2020, 43% Hired 2021, 16% Hired 2022
 13% Atlanta, 10% Florida, 17% Boston/DC, 49% Texas, CO/CA 10%
 Hosted group interview sessions with volunteers from survey
 Interviewed # Associates
 Group interviews were grouped by hired date year
ASSOCIATE SURVEY Responses by
Hire Year
Responses by
Region

7. CONNECTIVITY
“I think there is a bit of a disconnect from the property to high up positions and
typically just interacting with the team at my current property not really other
properties. It would be great to have a quarterly meeting in person or via zoom
with our region.”
“I onboarded during COVID, but if we had been in the office then a small social
event with my teammates would have helped me relax and get comfortable with
them.”
“Sometimes I feel as though the culture is lacking. Culture is created by the
company AND the people, and as a group I feel the CM’s tend to work well and
create a positive culture but I don’t feel like it is there from senior leadership and
corporate.”
I went to a team lunch/activity
during my first week:
I feel connected / valued by my team when…
1. we have a team lunch 71% agreed
2. we do a team building activity 70% agreed
3. I received a personalized item 45% agreed
4. verbal or written appreciation 62% agreed

8. CONSISTENCY
“Having a better strategy with how the training is done (like a roadmap) and assigning
trainings at certain times to go with a road map instead of all the trainings being accessible at
one time”
“Provided some sort of “important dates” or schedule for specific tasks. This may have to be
customized per region/market, but I would find that helpful.”
“Structure in the onboarding process seemed to fall apart after I did paperwork and intro
videos”
“I think having a guide with expectations or a list of what I could expect to learn or cover
would have been helpful.”

9. What Training Format Do You Prefer?
1. On Demand Video: 54% Agree 23% Disagree
2. In Person Training: 67% Agree 13% Disagree
3. Zoom Training: 48% Agree 26% Disagree
TRAINING
10%
9%
10%
16%
55%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I had enough time to complete my
onboarding training:
29% of new hires did not
feel they had enough time
for trainings
“I do feel that the timing of courses may need to be reviewed
and reorganized. Yardi and Knock… courses should be
included in the first couple of weeks of training.”
“The only thing that would have made things easier would
have been dedicated uninterrupted time.”
“Provide more structure with training and bring back more in
person touches to onboarding.”
“Add more courses on the programs required for daily use
(Knock, Yardi)”

10. Larger Onboarding Taskforce
- Outline topics from the Dallas meeting
- Discussed survey results
- Workday
- Overhauling the new mentorship program
- Discussing the welcome gift

11. Name, welcome to the team! 👋
We are thrilled to have you on board and can't wait to get to
know you. We have put together a collection of helpful
resources and checklists to help you get started. 🙂
Team: Human Resources
Joining Date: Nov. 11, 2022
Gables Mentor: @Yoda
⭐️ Getting Started
•Our mission & values
•Meet the team
•How we work
•The tools we use
•FAQ
✅ Onboarding Checklist
Review and sign each HR form by clicking each link below
 Health Insurance Enrollment Form
 401k Enrollment Form
 Example Form
 Example Form
Items You will Receive
You will find everything on your desk. In case anything is
missing, or you need any special hardware, contact @IT
•Parking Pass
•Hardware:
•Laptop
Welcome video from Sue
Link to an assigned
mentor in Workday
Links to GablesNet
team page
Will link to dedicated
“team” sections within
Workday
Link to specific HR form
task in Workday
Multiple templates built with
hardware specific to each role type
Link to the assigned IT person
for the associate's region
Start date will feed from HR
Personalized welcome
Welcome Email

12. WELCOME GIFT
Gifts will be handed out
Financial information?????
Item selection
Ordering process
Still finalizing the vendor
*picture of welcome box

13. Onboarding Roadmap
• Guide is delivered to mentor, hiring manager, new associate
• The onboarding guide will structure the process from pre-start through the first 6 weeks for each associate
• With the roadmap it will be adjusted based on due dates for position
• Will cover important jobs required for the position

14. Next Steps:
- Creating a new welcome video
- Implementing welcome gift
- Finalizing the vendor
- Ongoing surveying of onboarded team members (30, 60, 90 days)
- Measure number of 3mo, 6mo, 1 yr turns, compared YoY
- Accountability process:
- Automated welcome email
- New hire surveying
- Workday tasks for 1:1 check ins every week
- Continue to work on larger onboarding taskforce to implement final steps
- Phase I: Mar 1, Phase II: Apr 1 *tara's schedule