Imagine working for a company where the leader is so fantastic that you hope to retire there. Marc Reifenrath, the Co-Founder & CEO of Spinutech, highlights the importance of a good new employee onboarding experience. Starting as a small university dorm project over 20 years ago, Spinutech has grown into a big digital agency with over 150 team members all over the U.S. At the heart of Spinutech’s success is Marc’s unparalleled leadership style. He cares about his team’s needs, wants them to grow, values their work-life balance, and encourages them to preserve the company’s unique culture.
In this blog, we focus on the first 100 days of a new employee at Spinutech. We’ll share some great ideas and insights that can transform how you welcome and support new talent in your company.
Importance of the First 100 Days for a New Employee
The initial 100 days at Spinutech play a pivotal role in shaping an individual’s career and experience with us. The focus during this period is to swiftly integrate our culture and core values into the new team members. This approach aims to help them become the best version of themselves in their new environment. Anyone who’s starting a new journey in their career, they are questioning whether they made the right choice to join the team. And it is the job of the leaders and other team members to reassure them that they did make the right decision. This investment in the first 100 days not only enhances retention.
The First 100 Days
Spinutech created its onboarding process about four to five years ago. In the past couple of years, it has been improved to provide a consistent experience for new team members. The process consists of four steps.
1. Pre-start
After the new team member accepts the offer, there’s some paperwork and HR documents to complete. Additionally, they receive small tokens or swag as a welcome gift. The onboarding process ensures they have all the required equipment, setting them up for a seamless start on their first day. The goal of these first few days is for the new team members to engage and understand the types of questions they should be asking. The company encourages a culture of curiosity, urging employees to challenge the way things have been done and actively promoting the habit of asking questions.
2. The First 30 Days
Each new team member is encouraged to get certified in the tools they use regularly and this is a good time to gain the certifications they do not have yet. Analytics knowledge is valuable for most positions. Throughout the first month, there are weekly check-ins from different people, including leaders or onboarding personnel, to integrate them into the company’s culture and values quickly. It is also important to maintain a personalised and high-touch experience, by spacing out the onboarding process of new hires.
3. Day 30 Through 60
This time, the focus shifts towards the new team member’s growth. The emphasis turns to more training and a deeper dive into the work, aiming to transform them into productive team members. There’s also a focus on ensuring they are mastering the system and learning about clients and accounts. Also, making sure that they communicate and they become familiar with leadership faces and getting to know their colleagues. By the end of 100 days, the goal is for them to fully embrace the company culture and embody its values.
4. The Final 30 Days
The final month is about staying engaged and keeping communication open. Team leaders ask questions like, are you settled in? Do you have all the necessary resources? Does your current role feel right for you? Are you receiving the support you need? Are you well-connected with the people you should be? And while they don’t need to know everything, it’s crucial that they know who to ask should problems arise. At this point, they should have identified those individuals and built meaningful relationships.
Beyond The 100 Days
The onboarding process at Spinutech is referred to as the Spinutech 100-course level, then progressing through 101, 201, and 301 after the first 100 days. This establishes an ongoing routine of annual reviews, regular check-ins, and self-development. Recognising the importance of self-development and career growth, Spinutech addresses these aspects explicitly. They help team members identify their desired growth trajectory, whether it involves leadership roles, visible or behind the scenes.
What New Employee Onboarding Experience Are You Creating?
The first 100+ days for a new employee are vital in shaping their journey. Injecting the DNA of our culture into new team members is a crucial first step, ensuring they are well-acquainted with the team’s ethos even before stepping through the door.
What resonated with you in this discussion? Share your key takeaways here, on YouTube, or through our socials.
For more insights, you can also listen to New Employee Onboarding: The First 100 Days full podcast episode.