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good afternoon everyone we appreciate you taking the time to be part of our webcast this afternoon we're going to be discussing the topic of onboarding cross porting and off-boarding elevating the employee experience so my name is Jennifer van Russell I'm a senior solution consultant here at HR strategy is consulting I've been helping companies connect to maintain talent for over 20 years so I've been in HR I've done HR consulting right now I really help our clients elevate and manage their HR business transformations so today we're going to talk about onboarding off-boarding and cross porting and really you know creating that great employee experience starts even before the employee joins the organization right and continues all the way until they leave so onboarding cross boarding and off-boarding these processes can really derail or elevate employee engagement and their success inside the organization so today we're going to talk about some key trends and in these three areas and this includes the evolution of HCM to hxn we're going to talk about how onboarding and crossbone you can increase your employee engagement how off-boarding can make employee separation smoother and help turn those X employees into brand ambassadors I talked about experience management surveys and pulse checks and then at the end we're gonna wrap up with a demo of ssib success factors onboarding jam and Qualtrics so this is the employee lifecycle right we start here up at the top with attract me get me started development manager performance engage and motivate me recognition and then wish me terrible well so when we talk about it's really important to get the holistic view and this graphic really shows it all so onboarding right this is the initial phase of the lifecycle and it really starts off with attract me getting me started and then develop me where as cross porting is throughout the employees career progression right it's going to give them additional responsibilities promotions assignments and it really is going to impact your employee engagement or off-boarding so as an employee's career ends either voluntarily or involuntarily the organization's off-boarding practices not only impact the employee leaving but all the employees still actively working around them so we really need to make sure that all of this impacts employee engagement positively so let's start off with a little bit about onboarding a staggering 20% of employee churn happens within the first 45 days which means you're right back in the square one all over again and we all know that the average costs of replacing an employee is 16 to 20 percent of their salary so let's look at some key onboarding statistics 88% of honorable of organizations don't on board well and 58 percent of organizations say that their onboarding program is focused on process of paperwork and while most organizations only focus on the first week of onboarding so if we know that great employee onboarding can improve employee retention by 82% and productivity by 70% and if 87% of HR leaders consider improved retention a critical or high priority for the next five years then why aren't we focused on a graded on boarding experience well the biggest onboarding challenge is inconsistent and application the average onboarding new hire experience consists of 54 activities 54 so managers will say that the top three biggest challenges they faced with onboarding are inconsistencies and the application of the onboarding process across the organization competing priorities and measuring the effectiveness so let's look at how we can address these issues it's really better the onboarding experience we're going to look specifically at consistency easing the time burden and doing more than just paperwork as well as updating your onboarding process with the latest trends so people often confused onboarding and orientation so orientation is the nuts of bolts it's the transactional pieces right it's setting them up for payroll and rolling them in benefits ensuring they have a handbook a computer etc whereas onboarding is the process used to welcome and train your new employees while capturing their excitement of a new job and it's critical to their success so onboarding is not a one-day event but rather a process that begins at as orally as their acceptance of the job and extends as far as the first full year of employment so studies have shown that the new arrivals primary concerns are three things right my job my boss and my coworkers so the process of familiarizing new employees to their position their work and their lower earth is on boarding and it takes time right so if not done effectively the new hire me leave your organization we just said it cost 16 to 20 percent of their salary to replace them so onboarding is the process that really welcomes and integrates the new hire into their new position so they become engaged and committed to their role so onboarding these include activities hopefully you make it fun use buddies to streamline a new hire experience the most important elements that employers should invest in right the new employee will reach productivity a folks who not sooner functions is an integral and team member quicker is less likely to quit and more likely to become an active member of the organization all of which equates to huge financial savings on the part of the organization so let's look at some of the latest trends right first of all orc employees now expect the same consumer level experience as our customers and then consumer level experience consists of all interactions we have with them as well as our systems and technology that we use end of the ex-employee well social networking has made everyone a critic people who have a platform to say whatever they're feeling so let's try to ensure those feelings are positive what data analytics well best friend businesses are really intelligent enterprises that turn insights into action they collect insights from customers employees at every touch point and use powerful technology to sense opportunities risks and trends they then turn this intelligence into actions across the business this enables them to improve employee experiences and deliver the products customers need all while helping them to improve efficiencies adapt to challenges make confident decisions and drive innovation these analytics ability not only to gather the data but being able to take actions on it as when did the transformation of HR which is Human Resources transactional to HCM human capital management I know each XM human experience management so what is human experience management well and we define HCM which was a big leap from the transactional HR where we would approach our employees as assets right whose current value can measure just like any other investments and assets in our business well now we're moving to experience human experience manager where we don't treat our employees like interchangeable assets what we do instead is we put them at the center of what powers our business so we start caring about our employees as much as we do for our customers so times in a bag I'll tell is this is a symbol right to run their best they want to hire the best people offer the best products and deliver the best experiences to both their customers and their employees they want to manage their spend carefully run efficiently adapt to challenges and make confident decisions well insight really comes from two types of data the operational data which is the Oh data and the experience data which is the X data up here in the upper right corner or x+ oh right so the operational data is really telling you what's happening that's what your current systems are giving you that's within your sales pipeline how much you're spending how many applicants are in your pipeline right how many hires do you have that type of data whereas experience data tells you how people feel it tells you if they're happy if they're unhappy but more importantly is the Y so with the tool we're going to show you later we can show you how we can gather real-time insights from both that X data and the o data to guide your business decisions and we use their that to deliver continuous innovation to embed intelligent technologies to suggest a nudge actions and then to create those individualized and and experiences for our employees so things are we getting really exciting and then COBIT hit right so Chloe hit us all a few months ago some of us harder than others and it's really affected our lives both personally and professionally so what is it done professionally well it's changed a lot of our working arrangements right a lot of people companies are struggling so a lot of people have been laid off so our teams have gotten more nimble right we're dealing with matrix we're working with agile with different types of networks also different working arrangements we've looked at flex time flex locations and memory ones working from home there's also been a much stronger focus on employee well-being that's both physical and mental well-being how do we ensure our employees are healthy our nurtured but also support it and still part of the community right how do we keep them engaged and in touch so due to this working remotely an efficient consistent high-touch onboarding system is never even more important than ever so let's make onboarding pop so we have pop right so firstly is paperwork right that's our policies our procedures are the legalities that we have to ensure the owners organizational bonding and that's really what I call the best warm fuzzies right that's making sure they feel like they're a part of the team that's where those connections are going to happen often that's done by the hiring manager but it can be anyone in your organization and the second piece participation that you and Louie has to participate in this process completing their paper or taking their training so let's go into each of these with a little bit more detail right so the first feed paperwork this is the interpretation part right this is our legal forms so this is so this is the tax forms the company forms our policies and procedures that is the basic requirement for all of our employees it covers everything from payroll to benefits holidays expenses cyber security training interactions with other employees and more right procurement well employees need computers right they need cellphones they need credit cards they need parking passes they need keys that's why we ensure that new employee is gonna get everything they need to order to function that their job properly especially now also having to ship those items safely and securely so this is the O the organizational bonding this is what I call the warm fuzzies this is the key part to separating your onboarding experience from others so mentioned this is usually done by the hiring manager but it can be done by HR anyone else inside the organization or you can even have a team approach the point is to bring the new hire up to speed faster make them feel like they're an important part of your organization so understanding the team's mission and culture this is where you're going to tell the employee the story of the company and the brand why the business was started the needs that addresses how its evolved over time to meet the changing needs of the customers meeting with the department leaders these discussions are going to help them understand the part each role plays and fulfilling the company mission this is also a key part of the onboarding process 72% of employees say that one-on-one time with their manager is the most important part of any pre-boarding or onboarding process job shadowing well that's often a new hire buddy right this will be a day a week on and off over a period of time depending on how the employees role and how they're gonna be interacting with the different departments play it and of course understanding the job role and performance this is for not per to me to reaffirm how the employees position is gonna fit the overall mission and vision of the company and show them how they can make a difference the personal training plan no matter how experienced an employee is when starting a new job China needs a must could be something company specific it could be health and safety it could be harassment but everybody needs some sort of training plan and mentoring so setting up mentoring relationships of the more experienced employee can help them integrate into the role more quickly and setting goals well this is really important that the new hire knows exactly what is expected of them how quickly they need to get so to speak and what they're going to be measured on when measuring their performance unless these participation so we want to give the new employees a way to do as much possible before they start right they're excited so let's capitalize on that excitement and with kovin we need to make them feel welcome and involved even more than ever so electronically signing the paperwork not only saves time and trees but if done properly then your system could automatically bring in standardized information such as their name their address their phone number their social so they want to write it or type it over and over all right I name's consistency there's less risk of typos but getting our new employee to meet with the team that's another one that's going to help learn who they are and what they're about even before they start and as we mentioned before if you can get those new employees to start that training right whether it's health and safety its standard operating procedures it's your harassment policy then they don't have to spend the first couple days of their job just doing that they can actually start learning their job so cross porting so cross hoarding is about leveraging the company's existing resources instead of starting for new employees this is going to help with cost-effectiveness cross porting empowers organizations to assign an existing employee with the right talent and skills to a new role within the company this reduces costs associated with the recruitment process as well as onboarding with new employees and training them it also is going to help with employee motivation because cross marketing gives the employee the opportunity to take on new roles your learned skills be recognized and of course this leads to retention right by empowering our employees to develop professionally as well as reassure them that they can advance their careers through your organization as a result this is going to help with employer retention and of course engagement right so it's not only an opportunity to reinforce your company's values beliefs and vision which your existing boys are keenly aware of so cross quoting really formalizes promotions and lateral moves by putting the same structures around that new hire right so a new hire buddy the training the goal-setting all those same structures as it does for new employees and sorting so making all 40 memorable is not always an easy task right but it is very crucial right we need to still treat employees who are leaving normally regardless of the reason behind their departure you know a memorable farewell will have employees speak positively about our experience which will in turn increase your chances of them becoming a brand ambassador keeping in touch with the party employees even forming an alumni network can help with talent acquisition right your reputation in the marketplace and brand management so retrieving insights departing employees can offer honest offer often sorry for honest feedback about your organization since they're no longer dependent on it for their livelihood right we all do exit interviews but how can you get honest constructive feedback out of them so we're going to show you with our tool our Qualtrics tool in the demonstration portion so ensuring compliance so an improper employee onboarding process can cause a huge security risk to your organization right this is why it's important to ensure that all critical information tools and access to company systems has been dealt with this ties in for to protecting your access your assets so yes this includes getting your equipment right the laptop the phone the parking pass the keys any equipment that's been one to the employee but there's more to it than that so let's assume an employee was fired in a massive layoff or here she quit due to a workplace conflict all the employees expect their revenge we need to ensure that practices are in place to diminish any type of destructive behavior and also lastly we need to prevent productivity drops right so when an employee leaves the day-to-day activities that are handled by him or her will be interrupted and as a result there might be a considerable drop in productivity so we need to ensure smooth transitioning of their duties to others right the structured process to minimize productivity loss during that time which is often 2 weeks sometimes it's more sometimes it's less and we just need to ensure that smooth transition so now let's sort of transition to the demonstration portion of our webinar so I knew a few overview slides on what we're going to see and then we're going to jump in and see the success factors onboarding module and the Qualtrics experience management tool so promising engagement is one thing but delivering it is quite another so si P success factors is uniquely in position to help you deliver on the engagement of people to progress because we look at employee experience they're going through a total workforce so this includes full time employees part-time employees even contractors and we hope you expand that a transformation of the exploit experience beyond the laws of traditional HR so this is to make sure that all employees will have the right information at the right time and in the right way so they can consume it and do what they need to do in order to connect to your purpose and drive results and of course right now with everyone working remotely due to go but it's even more important that everyone has this information and we're talking about onboarding ensuring that they have exactly what they need when they need it instead of overloading them with everything at once so we discussed earlier how we're moving to hxm human experience management and this slide shows how we can combine the X data and the o data right selects the experience data and the operational data to get the most out of our talent throughout the full employee lifecycle and while I focus today is on onboarding we just want to give you a quick reminder that success factors is a comprehensive hxm suite then encompasses all pillars of talent management so that's recruiting onboarding learning performance and goals succession and development compensation management who's a modern set of core HR tools we call it employee central so that's our employee record-keeping or organization our payroll we even have a HR helpdesk form benefits time and attendance right so only success factors really gives you both the depth and breadth offering you to run you all of your HR processes from a single system so it's much quick overview so s ap has been recognized a leader in last 36 at a 36 analysts report been in the leaders quadrant and all of them for both full suite and individual modules we do have over 125 million cloud users s ap spends 3.4 billion euros annually and RD when we have over 300 dedicated legal experts to ensuring compliance in 99 countries this means that all of those legal forms that you need especially for payroll write all of our tax forms any other legal forms we need are included in our system Jam is a social collaboration tool so think of it as a cross between LinkedIn and Facebook and allows both curated content from HR and your social sharing interactions so join Kobo this is a really great way for our teams to interact share ideas and dialogues and we're gonna see an example of that shortly so Qualtrics is the newest addition to the SAT Clark family it's the most powerful intelligent scalable and automated research platform on the planet Qualtrics can help your organization with all types of engagement surveys employee engagement pulse checks onboarding off-boarding even customer satisfaction surveys the best part is the analytics and action plans that it comes with much more than just numbers all tricks really dives deep into the results to not only recommend actions but tell you which ones are gonna have the greatest impact so what can we look at both on-boarding and off-boarding surveys in just a minute and here's just a few of the Qualtrics X data offsprings so let's get in the system and have a look at it so what were the issues that we had you guys remember we were talking about onboarding and what were the issues on why companies weren't doing more of it well number too many steps right there were 54 steps it was inconsistent across the organization and it was difficult to measure the effectiveness so we're going to address the number of steps and the inconsistency now and then we'll look at the measuring effectiveness when we look at the Qualtrics so remember we said we're gonna make onboarding pop so we're gonna start with the first Pete and that's the paperwork so we are logged into the system right now as Tessa Walker she is our HR business partner and so she is taking charge of the paperwork this is the least glamorous part of it so but we also have unfortunately the least glamorous screen to look at so this is the paperwork screens so on it I can see a lot of information here I can see how many tasks I have how many tests I'm waiting on others for how many I have overdue and how many are completed I can see here I have different onboarding steps right I have a Kevin have my onboarding USA I have my i9 my I know a verification I have my off-boarding steps I have a Pennsylvania steps I have off boarding I have global I across boarding and I even have some Kovac so each of these will have its own individual steps inside it so let's stay right here for a bit I can see what step it's in who it's assigned to when it started if I have permission and as Tessa I do I can view it I can heal any documents that are here I'm not sure if cherry has any she does not I'll show you someone who does in just a second I can audit this trail and see what's a sign happened to it I can reassign it because I have permission to do so success factors is a completely role based permission so you can control it down to the individual field level when each employee can view and/or edit inside the system and we can also restart it if something's gone wrong or we can also cancel it if they're not going to show up so if I look back I believe Greg because documents yes Greg because some documents here that he has already completed so we can come and we can look at their documents that they have done so this is of course the important piece that every HR wants to know do we have our i9 do we have our w-4 we do have our verification of rivera vacation but the other thing that our system can do is we can take any additional documents that you do so you have emergency contact formula policy and procedures formula sexual harassment form you have a I need a uniform and I need to sign up for that form we can create any of those additional forms inside the system and just like all the other forms it's going to pre populate that common information and we can use these signatures we do have support both native ecig matures as well as an integration with for those advance signatures that we need so if we look the global process is slightly different for this and of course the Pennsylvania so we can have different processes for different locations departments divisions etc same thing with crossing at cross boarding when your employees change we can have different steps in that process right are we transferring them what's the confirmation and then of course doing any of the additional paperwork right if they're moving States they're moving locations if we're gonna have to change any of those tax forms this is all for this particular part right here is form and compliance based and if we look at off-boarding we can see here we have an initiation step and a pull right where the whoever is terminating the individual starts there then it's sent to the employee who has to say yes I agree I'm leaving this is why and then we have an exit interview and a signature step and if we want to look we do have all of those paperwork that we discussed early all of those forms both the legal forms that are required for each individual country and then like I said if you have any company's specific forms we can also create those inside the system so our next step is the oath in pop right at the organizational bonding so now I'm going to log in as a hiring manager which is who we like to show as doing that part this is what I called the warm fuzzies and this is sort of that difference so the paperwork is the orientation this is the onboarding right that part that needs to last longer than the first week to really show and bring that person out to speak so this is our onboarding dashboard for the hiring manager so they're gonna come in and here's a welcome message that they're going to send it to that new employee welcome aboard this can be a templated thing set by HR you can lock it down or you can allow your hiring managers to personalize it we can also pre-configure text messages to go out right so it can go out a few weeks before so excited it can go on out a Friday before hey you can't wait for you to start on Monday and then of course before co-ed we used to say it could go up Monday morning and tell you the park a visitor parking lot and walk inside to talk to say really obviously for most of us that last part happen anymore but we can still send them those messages to keep them engaged and involved and know that we're just as excited as they are we can recommend links again they're excited let's capitalize on them let's get them started researching right they can start researching our organization our competition if they're great you normally say if they're moving somewhere they can start learning what restaurants are in the area where they're going to be but we can start giving them information so they can start doing research we can schedule meetings right we want their first days and weeks to be busy we want them to feel important and give them an all the tools they need in order to succeed so especially now since we can't just walk by and introduce people let's set up meetings to introduce them to the team to introduce them to different departments to introduce them to anyone they might not only need to talk to you but also want to talk to and get to know throughout our organization and we want to keep these going not just the first week but also week two three and four and we all know new hire buddies really make a difference this is going to be their main contact during onboarding really almost a mentor to guide them through this process but in addition to that we can recommend other people you know we spend almost a third of our lives at work so it's important that we make personal connections as well as professional ones so we can use this to talk about people who would be important to them for their job but we can also say hey look Rhonda's a runner you're a runner you guys should talk right she has a dog you have a dog you guys should get to know each other William used to have your position he's gonna be a wealth of information for you so our system will recommend people but the manager can also come in and pick and choose anyone not on that list but just as important we should notify Rhonda and William same thing hey Gregg is gonna start he's also a runner you should reach out to him okay so furnishing equipment that procurement piece right who needs what well you notice here there's a big red exclamation point that's to get your attention and tell you some things have been do with it so if we come in here we will look and we will see that this is pending that we have actually sent this workflow off and it's sitting with Jerry choked so I can come here and I can nudge Jerry and say hey Jerry I need you to approve this so we can be sure that Greg is going to get his computer but all of these here can be pre-configured and we can come in and we can say yes or no right do they need a specific type of badge all of these dropdowns can be pre-configured by your organization and then we have a checklist because as much as we want everything to be able to be done inside the system not everything can right we need to have people do distribution list we need to invite the new hire to standing meetings right we've all been there it's Wednesday morning at our 10:00 a.m. staff meeting where's Greg he started on Monday oh we forgot to add him to the list for that meeting so we need to be sure to do things sure since we're all remote now right again we also say the company picnic the Christmas party we're not doing so much of that right now but hopefully we will soon and then of course seconds right let's set our 30 day or 60 day or 90 day objectives really let them know what the expectations are and what that we're going to be looking comparing their performance to so the last P is participation so let's now log in as Greg and see what he sees when he logs into the system now I don't know if you noticed but I'm actually using a number for him so he's not an actual employee yet he is not tired right he hasn't started work so we're using his personal email instead of us working them and that's why he has a number instead of a name as his login information and you see here he is a very limited access on what he has right our role based permission it's very very limited on what he has access to as soon as he starts some becomes an employee he'll have access to the full system so that welcome message that we saw Molly fell out the first time he loved saying he will see that but we've logged in as him a few times so we don't see so what is here to help him out well a couple of things we have something here called show me which is a video that we can record that will show your employees how to use each page inside the system we also have a new hire tour which he can come in and take and it will show him exactly where to click and what to do so he can come in he can click here and finish his paperwork if we had signed him up for him training right so we can get them started if you have our learning system with any orientation on board if you want health and safety training and you thought that we can help them start before ahead of time prior to their actual start date and he'd have a tile here that he can click into but if we look here we can see here are all of my peers I can see their names I can look at their full profile and learn them a little bit about them this tile is those useful contacts that we set up so this is that the new hire buddy this is Rhonda and this is right so if we look here here's Rhonda right she's a runner you're a runner you should get to know her and here's William he used to have your position so all that information and here my buddy is right here as well here are those links that we sent for you to start researching if we wanted we can have another tile that says what to bring on your first day right bring your driver's license bring your ID and then of course we have this tile which is where to go and if we click on this link it takes us directly to Google Maps which is really nice if they're doing it on their mobile it pulls up directions right from Google Maps telling them exactly how to get there so that's the new hires participation I want to show you one other piece around participation and that is that Jam that I mentioned which is that social collaboration tool I'm actually on logout is Greg and I'm gonna go back in his sob cuz Tessa is an admin on the site and she I can show you something additional features that she could do that Greg would not be able to so this is our social collaboration tool as we were saying so this is really that cross between the LinkedIn and Facebook to get everyone inside our organization to collaborate now there's a lot of different types of pages right we're gonna get in and show you the onboarding new hire page but that's not all it can be useful right this is a landing page is focused on learning but they can be specific for courses they can be contests they can be external customers they can be pure collaboration on a project right everyone's remote working on different projects they can all come together and work on it here on one of these chambers so let's look at the onboarding group so this is a private group it can be private it can be open to all employees it can also be open to external people if you want so we can look at our group settings right we can also check our email and notifications so if I'm a member of this group we can have control how often we want to get notified of any changes to the group and Tessa is an admin so she also has access to some of the admin settings inside the group so as we scroll through you see we can have things here on the top like a banner we can include orientation guides we can have videos we can have discussions we can have a to-do list we can show who our HR is we can scroll through and look at our recently joined members we can set up assignments for different weeks and here's where we have our Activity Feed and this is where we get that social collaboration part right it can be Q&A on different topics or a general Q&A forum and people can post questions they can tag people they can post images videos documents they can ask questions they can have polls or ideas and discussions and then people can like and comment on it you can have people like Tessa be experts so that way when your new hires are looking at this they can say Oh Tessa's the expert so I know I'm getting the expert answer instead of just Jennifer another employee answering that question and then we can have different pages right so we can talk about is our management team here's our HR contacts here's our company information so we can have all of our documents our policies our facts and figures we can have information on benefits here and then we have all of our discussions as well as you see we can have subgroups we can inform suspense we can have a knowledge base now some of these right we have the admin because Tessa is an admin so we do have a dashboard that we can get into and so she can look at the analytics of this how many people are logging in when you're following how many are subscribing how engaged are our people what's our collaboration score right what are the current members what are they doing how active is everybody inside of this jam group the other thing that we can do as an admin is we have complete control over all of these sections in here so this one's on Wizards our widgets sorry so as we go in here and we click Edit it's all widgets right and we can add widgets of both below to the left to the right we can divide different types of pages and we can add different types of widgets so if I want to add a widget I can add multimedia I can add a poll I can add image I can add a slideshow or a rotating banner I'm going to find if you've ever tried to make a rotating banner it's impossible if you don't know HTML code and what you're doing but our widgets make it this easy so we really personalize these pages and the content in them as HR and be able to really manage these groups that allow for this collaboration right we can have events so if we want everybody to come on and participate in an idea sharing day we can do that as well so that's a jam very exciting portal to get people to collaborate that's used like I said just onboarding but also for right now with kovat and everyone apart it's also a good way to get people involved so now we're gonna go to Qualtrics now of course you could have this with single sign-on SSO in your system so this is measuring that efficiency and that effectiveness so this is that engagement tool the survey tool we can do pulse surveys employee engagement surveys onboarding off-boarding customer surveys so let's quickly look at both the onboarding and the off-boarding surveys so again we are Tessa and we are looking at the onboarding survey this is the overview dashboard of it and we can see here there's filters at the top so we can slice and dice this data down to really get focus on where we want to so you see all of this data and information changed as we put that filter on so we can set these questions right here's what it's like to be at the company type you hover over any of these eyes that will tell you exactly what they've used as the measurement on it right our new hires having a positive start 61% say the experience is good and 72% are saying we're being engaged this is now broken down by Department and this is a really good one because it's showing you overtime and we're taking these every quarter where is that engagement going how can we improve it these graphs here I love because what it's showing you is anything that blue is going to create a better on boarding experience and anything that sort of this color just keep it where it is it's not going to give you as much right your important scale is here so anything higher is more important for you to deal with right so right so enough one-on-one time with your manager you need to get people more one-on-one time with their manager this is red this is where we should focus this is the one we need to increase work on the most these are all doing good but then we can also drill down into this so if we look here at the detail on the role this is now really talking about remember I said that employees really have three concerns their role their team and their manager so this is really focusing on those that role the team in the manager so here they aren't talking about the role how accurately was the role described how well do I understand my responsibilities is it interesting we can talk about the team we can talk about the manager right how many are having career conversations how helpful were those conversations with this nice gray color coding so it's very easy and insightful right how often are we having those one-on-one time remember we said 72% said this is the most important part and it looks like a lot or having it once a month or less so this should be an area of focus to improve same thing with training so all my scores this is where were you look at the questions so this is the questions with the responses and each of these are actually categories so if I go through I can look berries each question and what those responses were and by the way this is on Tessa or hrs view just like anywhere else in the system we can control what data and information each person can view so you can make its own manager can only see their department or maybe they can only store the results and not the questions right you have complete control over the permissions and the roles I'm actually gonna we'll come back and answer your questions I see we've gotten a couple of questions and once those at the end in just a couple more minutes and they'll get back and ask those so text the text analytics and this tool is truly amazing because it comes through it's going to look to you give you not only here's the results here's what has been talked about the most what's been responded to you most of all are these positive negative or mixed sentiments and regards to these but then it's gonna give you a Wordle and it's gonna give you not only their answers but also look at look at the engagement by the Joc level right they really analyze each individual answer even when they're just free form text and then this last one here is our response rates so we can look at how many responses we can look over time to see how we're doing on those rates so let's look at the exit interview very similarly it's going to give us start off with the dashboard again we can slice and dice this information with all of our filters up here so a lot of this you know sometimes those exit interviews are done where HR sits in front of the computer and the employees there and they play us a tell the answer to HR and they have to type it out so what I was worried about the level of honesty when that happens trol gives the leaving employee a chance to be completely honest and anonymous so we can divide this up by the role the manager of the team and the pay you will owe control which of these categories you would like in your responses and it's also really focused as I said on those brand ambassadors creating people who are still happy as they leave right we want to make sure people are talking positively about our company on Glassdoor and other social media right so we can look at our trends over time how is our current score it's not that great where's that by Department and again just like with the onboarding how can we create them better so if we focus here on key progressions one-on-one time with the manager recognition if we focus on these while they're still with the company that's going to have the greatest impact on creating more brand ambassadors and of course we can look quickly at here are the reasons for living and then it drives dives down again into the detail on the role ready to get in with some of the text feedback right here same thing on the manager the team and the pay and the company and then of course we have the survey questions here as well so I'm going to finish no I did exit interview quickly but I want to make sure I can answer any questions that are you so what companies are part of the survey and also what size company so really all companies and that's really these are really good questions because it really is a misconception about s ap that they only work with large companies when in fact 80% of the clients of those using their tools are in the small and medium sized space HR strategies ourselves really focus on any with say a hundred and fifty to two thousand employees that's really where our sweet spot is we've done much higher we've done lower as SuccessFactors itself their smallest client has seven employees right and their largest has thousands and you know about hundreds of thousands of employees so it does the wide range the advantage of a tool like this is it's all priced based on number of users so what it really does is the small companies can use the same tool as the larger companies okay you're still getting all of the bells and whistles all of the features and functionality and they have you don't have to give up debt that's a cost right we also have a app right the Qualtrics can all be done on your phone most of this can also be done on a phone or a mobile any sort tablet so you don't have to have a computer right another thing we have seen is companies where there aren't a lot of computers they will like an iPad in a central location so people can use it okay and there any other questions okay so I hope I've shown you how modernizing your employee process can create efficiencies reduce that manual work all while increasing consistency and improving the experience for your hiring managers HR and your employees right a smooth ongoing onboarding process is key to creating productive engaged employees and of course with this Qualtrics tool you can measure the effectiveness on a real-time basis for actionable analytics so if you make any additional information on this please don't reach out and contacts us we're happy to give you any details we do management consulting on the HOF and when I talk just about your practices and procedures and your policies if you're interested in any of the software you've seen we're happy to help you with that and there will also be a copy of this presentation on our website thank you very much