Why do we have this?
Because successful onboarding is key to enabling Jurors to deliver exceptional performance as fast as possible.
As a result, Juro grows faster and spends less cash over time.
Table of contents
Who does what?
| Drives | Drive onboarding plan and ensures its success | Manager |
|---|---|---|
| Approves | Approves key changes in limited cases | ExCo leader (or delegate) |
| Contributes | Supports onboarding plan and related admin | People team, buddies |
| Informed | Accesses onboarding plan | Juror who is onboarded |
Onboarding sets the tone on what employees can expect from us + what we expect from them. Great onboarding achieves 2 things:
| It maximises exceptional performance. | It minimises regrettable turnover. |
|---|---|
| High performers are key to Juro’s success. We need to ensure that onboarding lays strong foundations, enabling new Jurors to understand their mission so they can contribute to our goals. | Our Talent team works hard to hire the right people. Once they join we want to ensure that we are able to retain them. Onboarding is the first touch point, it’s important this is a positive one. |
We use 4 criteria to measure the success of onboarding:
| Compliance | Jurors are aligned with our policies and best practices. |
|---|---|
| Clarity | Jurors understand their mission and are enabled to focus on their priorities. |
| Connection | Jurors feel comfortable working with other team members. |
| Culture | Jurors understand our ways of working and use them to work well together. |
How this differs from other companies: