We’re all here at Pleo to build something together. The success and future of this company and product comes directly from the people who build it.
On top of this, LEGO has helped us form the backbone of who we are: our first investment came from the LEGO family’s office and they’ve been behind us ever since.
What do you get when you match the world’s favourite kid’s toy with truly inspiring colleagues? Pleo Bricks, of course!
Bricks … say what now?
This is our employee onboarding programme. Every Pleo hire – be they full-time, part-time, student worker or full-time remote worker – starts as a Brick. They are a Brick from their first official day to their 90th, after which they become a fully-fledged Pleo’er and part of the Pleople universe (yes, we like wordplay).
If you’re a People Ops person or even a would-be Pleo Brick yourself, read on as we walk you through the whys, the hows and the whats involved with getting our new hires up to speed with all things Pleo.
Simply put, we want to set every new Pleo employee off to the best start possible when they join us. This is after what is admittedly a pretty considered hiring set-up.
The four-day programme allows Bricks to get up to speed with the essentials: our company values, business mission, how the team is structured, how Pleo works, the software we use, and where the toilets can be located.
With the essentials down, we match the on-boarding with a discussion around personal and professional growth. Talking about the two hand-in-hand give new hires the best chance to succeed and develop themselves here (and build the company as they do this).
Bricks was amazing. We played games and were introduced to all things Pleo – including the team that help keep the lights on!
As you know, it will take a bit of time before our actions have an impact.
We need to invest into you – our new hires – and make sure that you’re looked after on all fronts to make you the best Brick that you can be.
Every new hire will be a Brick, and will get a LEGO brick.
Yes, an actual Brick!
After the first three months are over, you’ll add your brick to a palette in the Brixit Ceremony (yes, we know that name is on the nose … but, you know, wordplay!)
Over time, we’ll see more and more bricks added to build Pleo up.
With Bricks explained, here are some more general points for companies setting up their very own employee onboarding programme – with its very own funky name.
Employee onboarding programme – tips and tricks
Invest here, or it’ll cost you
Hiring people, as we all know, is expensive. So is keeping them. Studies show that 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. That’s a staggering number!
Bringing everyone together breaks down silos
The word that most of us fear: silos. Often, if you’re working in a specific area of your company, you have a natural tendency to stick in this bubble. The flip side here is that when conflicts arise, or when you’re trying to work together across silos, it becomes more challenging if you don’t have any knowledge or understanding of one another – or what they do.
By having a company-wide onboarding programme, all new people come together to start. They build relationships with the people who are part of the same onboarding – and this can play a big part in collaboration in the future. Aside from that, it just creates a great culture, and you’re lucky enough to meet a variety of different people!
Not all onboarding is created equally
Onboarding can vary team-to-team. What we have had great feedback on is that everyone gets the same Pleo-knowledge as a foundation. This makes it easier for what comes next: team-specific onboarding.
By setting up a clean structure on how people join the company, it is easier to replicate this in your team setting – and set people up for success in their role.
No one is left out
It’s quite easy to hire a new student worker that only comes in a couple days a week, and forget to invest in a thorough onboarding for them.
By including everyone in the onboarding, you make sure that people can perform their role quickly. This is also crucial for morale, and to make sure that your new starter feels welcomed.
Energy is contagious
For us, we’ve found that there is great motivation and energy when a group of people have first-day feelings together. This also brings such positive energy across the company, and the feeling at HQ in moments like this is special.
It’ll save you time
Lastly, company-wide onboarding saves you time. The intros are plug and play, the presentations are ready, and the calendar invites are sent. This way, anyone in the company can participate with minimal effort invested.
Take our CEO, for example. We deal with 10-20 new hires a month that go through our Bricks Programme. Our CEO, Jeppe, makes sure that he has 10-15 minutes to spend with a 1:1 on each new hire (depending on the group size). Instead of spending time coordinating his vision presentation (which he does anyway), he uses this time to be personal with all the new hires.
Employee onboarding for the win
Building this programme took effort, it required iterations, and it’s still not perfect.
But the output we’ve seen far outweighs the input that we’ve had to put in. We send out a survey after each Bricks Programme to see how they felt the programme went. Our latest score was 9.5/10, and we’ve had great feedback.
Speaking of amazing Bricks, here’s a gif of all the Bricks that have joined us in the last four months. Look at how happy and full of hope they are (not just another brick in the wall).
Hopefully, this can encourage you to invest in an employee onboarding programme that works with you, your people and your values.
Interested in building smart workplaces? Us too! That’s why we wrote an eBook on that very subject. Get access to it today by filling in the details below. 👇