Kinfolk

Employee engagement is up since 2021. So is attrition. 56% of new hires plan to quit in 3 years. So what does this mean for us? Some easy to say / hard to do things: 🚀 Cut ramp time for hire / promotions. It takes ~6-9 months to be fully productive. Can we reduce that. ⚡ Fast-track meaningful development. Enable quicker advancement, before they consider leaving. 💥 Short-term, high-impact projects. Allow showcasing impact earlier, so people feel valued faster. ⏩ Tighten end-to-end feedback. Loop back exit feedback into the next hire’s journey. 💰 Rethink retention-based rewards. Shift focus from rewarding loyalty to yearly impact. 🏁 Ready talent pools and employer brand. E.g. tap alumni networks to advocate ahead of new roles. What else? Stats from a Qualtrics survey of 35k+ employees in 23 countries. --- We've built Kinfolk so HR teams can improve ramp, tighten feedback loops, and be more agile and proactive.

Helping People teams free up days through 50+ automations and achieve 9.5/10 new hire sentiment? Great. But this kind of feedback is what hits home for us: "Working with Kinfolk has been incredible… it’s like having an extension of our team." Software should extend our thoughts and actions. Partnership matters. People Experience matters. Great to partner with you, Mel, Laura, Ellie at Birdie. Full Birdie x Kinfolk story here: https://lnkd.in/e6XMZ2zS

An often overlooked part of the employee experience? Exits This impacts employer brand and the people staying on But despite an HRIS most orgs still miss steps Plus exit interviews provide a wealth of info for improvements Yet 1/3 teams don’t conduct structured analysis (PrimePay) With tools like ChatGPT, there’s zero excuse for this Non-exhaustive list for a good offboarding below Takes collaboration with managers, HR, IT There’s actually quite a lot in each - Finalise all paperwork (NDAs, pay checks) - Collect company property at the right time - Share the news early so others can plan - Acknowledge contributions (gifts, send offs) - Book handovers to preserve knowledge - Conduct exit interviews and analyse info - Figure out a backfill plan if needed - Share a clear timeline of the process - Share a post-leave contact just in case - Explain benefits continuation, equity etc - Invite them to the alumni network if available - Offer references or career transition support ----- People-first teams use Kinfolk to never miss a step and create delightful exits for everyone involved, whether it's a voluntary or involuntary one.

More than 200 people asked for the People Product Playbook after we printed 200 copies. So here’s the digital version. It's a primer on using product management principles to create people experiences that drive business goals. Including: - The end-to-end process with examples - 30+ frameworks mapped to the process - A readiness scorecard - Team capabilities matrix - Tips on making the shift https://lnkd.in/em9Y6eX9 No email needed to download. Pay it forward. Repost this or share the link. Kinfolk - run seamless people processes on autopilot.

Let’s be real, HR is still stuck doing way too much manual work. Yes, we've made some progress - AI now helps draft job descriptions, 30/60/90 day plans, and new policies. But somehow, small, repetitive tasks still keep falling on our plates. The thing is, many of us are skeptical of systems designed to take these tasks off our hands. Too often, they complicate the human touchpoints that matter most. But, is our hesitation slowing down innovation? Who else is still: - Sending calendar invites for new hire check-ins at 30/60/90 days? - Re-creating new hire checklists from generic templates each time? - Wondering if a new hire actually finished onboarding? Yeah, me too. Recently, I met Jeet Mukerji, who is building something to solve this, and spoiler alert - it seems to be working! He’s designed a system that eliminates our spreadsheets, manual reminders, and coordination headaches. The best part? It integrates seamlessly with our current tools, so employees don’t need yet another thing to log into. It’s invisible to them, but helps US, the HR humans. When I saw what he’s building with Kinfolk, I knew it was worth talking about. It’s rare to find someone who truly understands what HR needs and can build for us and Jeet is doing just that. I'm personally excited to do fewer manual things that aren't actually value add. This way, I can spend my time and my team's time in areas that add more to our business and our humans. Let me know if you'd like an intro to Jeet - he is also a cool human I've enjoyed getting to know and won't sell you on his product but actually see if it would work for you. #onboarding #employeeexperience #ad #partner #kinfolk

The 16 most effective points to measure engagement (Gallup) From studying 3.3M workers in 100k+ teams over decades How many of these are you tracking along the lifecycle? My supervisor or someone else cares about me as a person. In the last 6 months, someone discussed progress with me. I received recognition for good work in the last week. My company’s mission makes my job feel important. This year I’ve had opportunities to learn and grow. I have the tools and materials to do my job right. Someone at work encourages my development. My company keeps its promises to customers. My colleagues are committed to quality work. I received meaningful feedback last week. I can use my strengths at work every day. My company cares about my wellbeing. I know what’s expected of me at work. I am treated with respect at work. I have a close friend at work. My opinions count at work. Paraphrased because LinkedIn. Google “Gallup Q12” (originally 12 points, they added 4 later) #employeeengagement

What a day at PX Espresso Live. Community + Knowledge. As an ex-Head of Product, it's amazing to see those principles applied to People Experience to drive commercial goals. Finally got to meet Teresa in person - using Kinfolk at Correla, and so many other folks. And yes we had branded Neapolitan chocolates. Congrats Luke and Hanna for putting this on. So great to hear from Jessica, Alicia, Natalie, Adam, JooBee, Lauren, Marie, Frieda, Megan, Olivia, Glenn. See you at the next one.

Finally got to see the People Product Playbook 40 pages on using PM principles to focus on People work that delivers commercial impact via stellar employee experiences Including: - Charting the end-to-end process + examples - Mapping 30+ frameworks to the process - A readiness questionnaire - Team capabilities matrix - Tips on making the shift We’re doing digital copies due to demand If you’d like one, comment below or DM me Off to talk to forward-thinking People leaders

1 in 4 hires admitted to crying in their first week. Why? Nobody is shedding tears due to lack of logins. So, what could’ve made a difference? Human connection and support. - 93% wanted to shadow a colleague. - 87% hoped to make a friend at work. - 86% valued an onboarding buddy. So let’s not forget to orchestrate the human elements. 🤝 Managers guided to ease new hires into the role 👋 Buddies equipped to support throughout 💪 Colleagues connected to boost collaboration 🤙 Other teams (e.g. IT) coordinated so it’s just on HR Intentional relationships matter more than ever. Kinfolk runs these programs on autopilot. Without anywhere new to log in to. Without losing the human touch. P.S. Tearful stat from BambooHR. #newhire #onboarding #peopleops #hr #employeeexperience

Less than 1 week until PX Espresso Live We've got a special treat for every attendee 🎁 A physical copy of The People Product Playbook Hitting commercial and people goals without burning out - 40 pages on using PM principles to build incredible PX - Charting the end-to-end process with examples - Mapping 30+ PM frameworks to the process - Plotting Product to People roles - A readiness checklist - How to make the shift If you can’t attend, and want one, DM me We might print more or do a digital copy Thank you to Hanna and Luke for the idea and to Ariane for bringing it to life with stunning design Link to last few tickets for the event: https://lnkd.in/egrq9hxp #peopleoperations #employeeexperience