Children’s fashion retailers work hard to change a consumer’s preference to shop under one roof in supermarkets, discount and department stores rather than a specialty store. However, one segment of consumers is more sophisticated and enjoys a retail concept developed just for them. That is the age group of “tweens” – children between 7 – 14-years old.
This market changes rapidly according to trends. Retailers who serve this niche need strong teams who can anticipate new developments and seize the opportunities they bring.
Justice, needed to update its all-associate onboarding program in order to meet the needs of both their external new hires and their internal moves and promotions. They reached out to Connect the Dots to help them improve their new hires’ experience and build a strong foundation for their success.
The current program only existed on spreadsheets and Word documents. The HR leadership team knew the business needed a more consistent and scalable solution. Another business driver was that the hiring managers were to be responsible for the onboarding experiences of their new associates and not only rely on the Human Resources department to deliver onboarding.
Justice needed to increase new hires and newly promoted associates’ speed to productivity by using technology to facilitate job training. They also needed to gain efficiencies in a plan creation and execution. To ensure a new hire’s success, CTD worked with Justice to develop a program that promoted positive associate engagement from point of offer acceptance through the first 90 days with the business.
With CTD’s deep expertise in retail, leadership and all-associate onboarding, they collaborated with Justice to build an onboarding experience that was customized for the home office associates.
Together they created a solution that delivered the following:
The onboarding program reduced the time for a new hire, recently promoted or transferred associate to contribute in their new role. It allowed leadership to track progress against onboarding goals. And finally, it reduced process variances and enabled consistent onboarding experiences for the new hires and associates.
Justice’s HR leaders agreed that with the implementation of the CTD Building Connections web-based onboarding solution, their associates were able to successfully integrate into their culture, be productive quicker and experience less attrition during the first 1-3 years.
The consistency and scalability of the program allowed hiring managers to more effectively deliver onboarding without having to “reinvent the wheel” every time they hired someone new. These managers also became better coaches and were able to help their new associates address onboarding concerns before they led to a larger issue for the associate or the organization – a “win-win” for both Justice and their talent.