Onboarding, a decisive moment

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In many organizations, internal mobilities are perceived as logistical reorganizations more than as professional development dynamics.

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• Skills are not always well identified or valued
• The job transfer is done without support
• The employee may feel isolated or destabilized
• Teams lack bearings during the transition

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With Cards, you structure and value each internal mobility

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Our approach is based on 3 key pillars:

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1. Support for employees entering a new role‍

Cards makes it possible to deploy a dynamic career path, with short content adapted to the new role, the team context, and business challenges. Integration is thus progressive, contextualized and motivating.‍

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2. Capitalization of job knowledge

Through Cards, outgoing employees can transmit business actions, best practices, key contacts, points of vigilance and useful resources via Cards, in a short, clear format that can be directly re-used by their successor.‍

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3. Involvement of the ecosystem around the collaborator

HR, manager, project team... everyone can be involved in the process. Cards allows roles, content, and messages to be sequenced and distributed at the right time to increase efficiency and cohesion.

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Well-orchestrated internal mobility is a skill that circulates, a motivation that is strengthened, a transition that inspires.

For your HR teams and managers
Internal mobility

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• Day 1 : Discovery of the new position, its key challenges and the contours of the role through an introduction capsule.
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• Day 2 : Discovery of the organization of the team and first human references (organization chart, rituals, atmosphere).
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• Day 4 : A capsule for the transfer of key knowledge by the predecessor, to transmit methods, tips and alerts.
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• Day 6 : Presentation of business tools and essential accesses to get started with peace of mind.
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• Day 8 : Introduction to specific internal processes (reporting, validation, rituals, etc.).
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• Day 9 : Capsule on team culture, values lived on a daily basis and expected behaviors.
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• Day 11 : Testimonial from a peer or manager to share expectations, the first challenges to anticipate.
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• Day 13 : Self-positioning on the knowledge acquired and to be strengthened, via a dynamic quiz.
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• Day 15 : Objectives for the first 30 days: concrete projection and activation of a follow-up thread.

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