How does the process of navigation in the social discovery group look like

Securing an official work offer, not less than excitement. The hard work resulted in you are ready to dive directly.

With the extreme focus on supporting the digital Bedouin community, the process of movement is in Social discovery group It may look a little different from other companies.

One of our latest appointments for an administrative position, a delivery manager, recently wrote about his experience on the plane in the SDG and stated: “For most of my career, I worked in companies ranging between 15 and 350 employees. Of course, every new job comes with an operation on the plane, and I have faced different experiences with how to organize this process in various organizations.”

We shared major notes with us about the movement and how they differ from other experiences.

First step: on board the plane with the regime official

Onboarding operation had three stages, first, a meeting with the regime official.

The supervisor meeting usually does not exceed an incredibly useful hour. The regime official went to the newcomer through all the programs used in SDG. While tools like Slack, Jira and Confluence may be familiar, preparing the computer and understanding the company’s analytical tools requires an additional explanation, as these aspects vary through institutions.

This session was also a cultural experience on board. The supervisor explained how meetings are usually scheduled in the Google Calendar within the company, which are used by the channels that must be used in various inquiries, and most importantly, how the Wiki is organized to meet the company.

*¨onboarding is an important part of the integration into the job and the team. It greatly affects how quickly the newcomer adapts to the workflow, getting to know the team, and understands its duties.*¨ – Eugene Pandrinka, Delivery Manager

The second step: on board the plane with your guide

The Social 3.0 is constantly expanding, and SDG features many experienced managers who take over the role of the teacher for new expatriates.

During the first meeting, the mentors are expected to cover the following topics:

• A detailed overview of the team, its structure, strengths and weaknesses of the members, their motives, and their professional expectations.

• Operations established within the team and the company, and understand the various workflow.

• The main documents on the team and products, as well as a separate list of necessary access permits.

• Template for messaging requests, related contacts for approvals, and the purpose of every level of access.

• More importantly, the teacher will have major responsibilities during the test period, including (administrative jobs) delivery measures, creating strong links with the team, and setting goals. The main responsibilities will differ depending on the situation.

During the 3 -month test period, new arrivals will have weekly checks with their teacher to discuss questions and track progress.

The third step: on board the plane with human resources

The next stage of innovation is the meeting with the representative of the Human Resources Team.

Some of the main covered topics:

• The team’s visions from the perspective of human resources included details of the schedules to review salaries, employee motives, and any personal circumstances that must be familiar with them.

• Human resources operations, such as salary amendments, professional development requests and team notes system

• Evaluation of the test period

• Gamification and internal bonuses

In addition, the Human Resources Representative provides an organized reference list to direct adaptation, divided by priorities for the first few days, the first week and the following months. New arrivals are encouraged to participate in learning through practical experience and participate in cooperative decisions.

SDG uses an organized data -based approach to enhance employee satisfaction. The feedback process consists of surveys related to measurable indicators, the implementation of human resources and management are targeted initiatives to assess the effect of their actions.

Final ideas in the movement

Joining a technical team can come with a sharp educational curve, but the SDG mobility is designed to make this transition as smooth as possible. Organized documents, clear operations, and support from several people guarantee that new employees not only understand the main information, but also apply them immediately.

Written by Eugene Pandrinka, Director of Delivery at Social discovery group