Aiming to build championship teams, HD Supply Facilities Maintenance—one of the largest maintenance, repair, and operations (MRO) distributors in North America—designed its New Associate Orientation (NAO) program to welcome new employees into the HD Supply family, while providing valuable resources and information for their career with the company.
Program Details
Taking place at HD Supply’s Leadership Development Center (LDC) in Atlanta (prior to COVID-19), the NAO program is an in-person, eight-hour experience on an associate’s first day. The NAO facilitator, a training specialist, welcomes associates and provides breakfast. Once the facilitator reviews the agenda and gives general information, leadership sessions begin. The president of Facilities Maintenance discusses his organization and welcomes questions from new associates. A second senior leader, which varies per sessions, speaks about his or her experience within HD Supply (such leaders include the chief financial officer, vice president of Human Resources, vice president of Strategic Business Development, vice president of Global Sourcing, and chief sales officer). The specialist facilitates breakout sessions where associates have the opportunity to network with others in their NAO session.
The facilitator leads a tour of the LDC so associates understand the layout of teams and departments within the facility. As they are guided through the LDC, the facilitator discusses the company mission, SPIRIT values, and the Gold Standards that provide a roadmap for associate expectations and behaviors. While on the tour, associates meet representatives from the 20 departments that are located at the LDC. At the conclusion of the tour, associates meet with CEO Joe DeAngelo in his office. Associates have the opportunity to speak with the CEO and ask him questions. Associates then have lunch together in HD Supply’s on-site restaurant, where they can continue to network.
In the afternoon, orientation resumes with guest speakers from the women’s and community service affinity groups. Associates then meet with their HR partner and receive benefits and systems information. Facilitators relay casual information about Atlanta, such as things to do and popular restaurants, for those who are new to the city. NAO concludes with a Q&A session and then next steps as associates embark on their career with HD Supply.
As an additional part of NAO, associates participate in two events that further assimilate them into the company culture. All new associates go on a tour of HD Supply’s Atlanta Distribution Center to learn about the company’s field operations. They also participate in the “Be Involved” event, where they volunteer with the Atlanta Community Food Bank. These events are created with a cohort structure so new associates have repeated exposure to those who attended the same NAO session.
Content delivery channels for this program have increased to include eight delivery channels, including guest speakers, demos, and manager engagement. This has reduced content delivery to 8 percent PowerPoint (down from 100 percent).
To reinforce the program content, new associates participate in a formal check-in at one week and again at 60 days after the orientation. In the long term, associates receive continuous informal check-ins to gauge their acclimation to their new role, their satisfaction with the company, and their initial performance.
Results
Associates now engage in cross-functional networking and relationship building at levels not previously seen within the company. For example, several NAO cohorts have been observed maintaining weekly or monthly lunches to continue building relationships with co-workers. Managers report that associates who participated in NAO adapt to their new roles more readily with less time needed to settle into the company culture. Associates also are reported to understand systems and processes quicker.
Associates report feeling connected to the company culture with an increased sense of belonging. Voluntary turnover at the LDC location declined by 25 percent following the implementation of the NAO program.
