Question for YOU Content Managers!!! - Top 3 must-haves in onboarding?!?

Posted February 14, 2021 in
Content Content

Jennifer Goode

Improving lives by empowering and enabling success

I just hired our first Content Manager at Enrollment Builders and I am SOOO excited for her to get started here.  

What are the top 3 things you wish your boss/company had done for you when you got started to make you more successful? I want to make sure she is able to reach her potential here! : )

Also, given all of our Impact's opportunities, what do YOU feel is the best way to introduce her to what is here and get her involved?

Jen Goode
Enrollment Builders
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Bob Ruffolo
Hey Jennifer! We talk a lot about onboarding here at IMPACT, it's so important to setting the new hire up for long term success. We focus on culture, skills, and processes.

For culture, we have 8 core values and we want to be very clear within the first few days what our core values mean and what looks like to bring these values to life. There's a great book called No Rules Rules which is about Netflix's culture, and luckily for us, it's the exact culture we're trying to build here at IMPACT, so we have every new hire read that book in their first week. 

For skills - it's important to reverse engineer what success in the role would look like and what's the 4-8 best resources you want the new hire consuming in their first 4 weeks. For a content manager, I would recommend our courses here at IMPACT+, TAYA, The Visual Sale, and various HubSpot certifications. It's also important to set up activities for each resource to ensure the new hire truly understands the material and is able to successfully apply it.

For process - we do a 4-hour fully immersive meeting between the manager and new hire starting their second week. This time is used to go through literally every nook and cranny of the job. It takes the manager time to prepare a document to guide the meeting beforehand, but it becomes a valuable tool for the new hire over their first 3 months. We include everything in this doc - who's on the team and how they'll be working with them, the software/tools we use, the data we track, the workflow... anything and everything we can possibly think of. 

Last thought - new hires absorb more in the hiring process and their first few weeks on the job than they will once they get up and going. This time is precious. Make sure you plan out every minute of their first 4 weeks, so come week 5, they're operating as if they've been in the job for 2 years.

Hope this helps!
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Jennifer Goode
Hey, Bob! 
This is really helpful feedback on onboarding, thank you!  I just saw this now and I'm glad we got to talk about this a bit today on the Virtual Peer Group too. 

I did get some pushback internally when talking about my desire to push Traction out of the first 30 days of onboarding, into month 2. If you happen to think about it, could you let me know how that goes and if you decide to move it back into the 1st 30? I am going to trust fall on this one in the meantime and bump it out to month 2 or 3. : )

ALSO, did you have a book you recommend for customer service? I'd love to get that in front of several different roles here asap. 

Thank you for this awesome community!!! For me, the Virtual Peer Group really pulled Impact+ together. 

#buying2morelicensesformyteamnow :)

Fellow Impact+ peeps what are  thoughts on onboarding? What are the top 3 things you wish your boss/company had done for you when you got started to make you more successful?
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John Becker
Hi Jennifer Goode ,
Great question! When I was hired at IMPACT as a part of the content team, I was asked to produce content very quickly. This helped onboard me to the company (by interviewing subject matter experts) and to the publication process (by submitting my doc for edits, staging it in HubSpot, etc.). In a way, this de-mystified the whole process by forcing me to dive right in.

I got to meet with Liz Moorehead regularly, and she always seemed to know how to push me enough to know I was learning, but not so much as to make me feel too overwhelmed. So, the right management style was also critical for me.

I quickly felt up to speed and on par with other team members.

Then, after about a year, I shifted to working entirely with the sales team on sales enablement content. This role was more in line with a traditional content management position (whereas previously I had been part of a larger publication team). At this point, I was solely responsible for all the content related to one particular part of our publication strategy.

I ended up writing this article about my first few months in that role. Maybe it will be of some use to you:

Good luck!

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Jennifer Goode
Thank you so much for sharing John. This is awesome! Thank you so much for sharing your thoughts. 
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