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In A to Z maybe? See where I am in my learning journey - what's coming next

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We need to decide if we are owning all of classroom onboarding or creating hard lines of what is BTS or isn't and not reaching outside of BTS. It is difficult to drive impact of the program when in some LOBs it is less than half of their classroom training.

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I dislike the current version of this - no new hire is anxiously looking up safety tips. They want pay and benefit information. But also - is there a way for us to get better feedback on what information they want/need to reference post day 1?

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AI integration into the wiki to find information faster/easier without reading 987 pages worth of SOPs - ask a question, there is my answer without chiming a PM

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After Day 1, you are taught process path training by Ambassadors, and everyone is checking in on you to make sure you are understanding expectations and your role. No one is checking in on you to see if you signed up for benefits, if you have used your time off options and understand them (beyond the week 2 touchpoint), if you know how to get involved with the site events. Culture Ambassadors? How do we influence that?

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As we continue to expand into other countries and grow in several business lines, how can we help to give new hires information that's more applicable to them. Are there opportunities in our content where we say "here's where you have your specific content. This is what you can change, this is what you can't change. You are responsible for keeping this part updated." And put mechanisms in place so our team has final say on content. We can leverage other LOBs learning teams to help make it more custom to them. (We don't let LOBs customize content because it's way too much for us to handle and update on our own. Maybe there are opportunities *cough* pay and benefits *cough* to create a better experience for new hires...and less of "here's this information but it doesn't apply to us")

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If our role is to acclimate to Amazon culture/environment, this is a huge need for our AAs (and the most important thing for most people when starting a job - no one is working as a T1 because they are passionate about shipping boxes). We can't accommodate in Day 1 (and shouldn't, it's complex and overload) - how and where can we help here?

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Focus more on covering benefits and what new hires feel are incentives. Amazon is a unique job and we should highlight "whats in it for them" what kind of other entry level job gives you benefits on day 1, pays for school, and lets you take time off literally whenever you want as long as you have it in the balance. We give accommodations so people can work and go to school. You could decide to never go to college and become the GM of a building still.

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Is everything included in Amazon onboarding truly needed on day 1? Can we move some content around to be more digestible. Maybe spread out to a few day in increments of 2 or 4 hours a day.

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Possibility to partner with PXT to take on ownership of the HR specific content that we are not SMEs in. Though HR policies are part of onboarding, the ever changing nature of the content becomes tedious for out team to own.

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Would love to dissolve GAP as a stand alone program and extend SM to include Ambassador soft skills. No technical training (would look for this to be owned by BU L&D) - SM would then encompass: SmileMakers for full BtS, SmileMakers for Proctored BtS, SmileMakers for Virtual, and then SmileMakers for Ambassadors - I assume primarily the same content, just applicable modules included for each audience/use case. PM for each region/BU would be responsible for BtS and SM

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After discussions surrounding the experience, I would love to explore options for taking compliance that isn't required prior to being on the floor out of the BtS curriculum. It takes a great deal of time and detracts from the excitement of a new hire's Day 1. (Safety is part of Amazon's culture, so that makes more sense to be a part of BtS.)

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We get a lot of SIMs that aren't real issues, or real dashboard issues. How do we educate on what things are out of our control

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A realistic preview of what Day 1 will look like - to give new hires a general idea and help them feel comfortable about 1) what the inside of a warehouse will look like so they don't feel lost 2) what will be my first day experience 3) how long will the day be etc.

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Insight into the touchpoints and training happening up until their 14th day. Process Path training and acclimation to the job is more likely where we are losing people over them being potentially bored on day 1.

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Associate taken surveys taken on day 1 while the program is fresh. Can provide our team with barriers from the program rather then weeks out where they may include outside factors (like process path)

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I understand the difficulty in being able to reduce time when compliance training takes so much of it but I think that we have to reduce the duration more and maybe that means looking outside of just BTS. Onboarding is way too long.

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I don't think we have a good understanding of the actual new hire experience after they walk in the door - there are so many teams interacting with them between PXT, ATA, WFS, on-site learning, on-site Ops. Is there an opportunity to actually streamline/help guardrail their experience for a defined length of time? i.e. 2 weeks through the end of their touchpoint?

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It would be great if we can get some Behind the Smile information in as early as the new hire event. Maybe like the onboarding journey video we have on the wiki

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'Advertising' other groups' programs in our content

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'Advertising' other groups' programs in our content

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Maybe having some guidelines we can create for us to all follow if it comes up. To be able to easily say no to some, or what warrants a larger conversation

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Sites should be able to have more control in the comms that get sent out to a new hire. Especially around directions, I think there is quite a bit of site specific guidance that could be given.

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Taking data from touchpoints, anecdotes, things that are too much for Day 1 and being really intentional with how we leverage that team. If that partnership doesn't make sense, would look for a similar initiative within AFT

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This has been an ongoing struggle, but we need to continue partnering with WFS to get pre-day 1 comms down and work on them incorporating Behind the Smile verbiage so new hires know what to expect on day 1

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WFS needs to implement a review cycle for their comms. I'm pretty sure some new hires somewhere are getting emails about pre-day 1 KNets.

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Influencing messages that detract from new hires' BtS experience. (Hours on the first day being reduced, getting safety shoes orders, etc.)

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Tighter integration with WFS pre-day 1 comms - not a 10 hour shift on Day 1, preview of role per site type, building locations

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WFS owns pre-day 1. I think if we are going to try to get involved here we need strong commitment and partnerships with those teams to drive improvement on their end.