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Stedin

Learning method:

Blended learning

Onboard with sustainability

Sustainability is also an important theme for grid operator Stedin. The company recently completely updated its strategy, mission and house style. But a change in culture like this also requires a shift of attitude among employees. And where better to start than with new colleagues?

So TinQwise was asked to develop an online onboarding procedure. This onboarding completely immerses new employees, from technicians to managers, in the Stedin culture. It’s important to know where you work and what your company stands for. So that as a brand-new employee you feel you are part of the company straight away.

Smarter

Every month, an average of around 25 new employees start working at Stedin. For a period of 100 days, these new colleagues are completely immersed in the Stedin culture. With short learning bites, they are stimulated to start working not only online, but also offline. And in order to keep everything doable, the amount of content is scaled down towards the end of the onboarding process. So that people don’t have too much on their plate alongside the increase in their normal tasks.

More social

TinQwise always starts with the group. This is because the onboarding of new people works much better and faster when it is a shared responsibility. On your first day, for example, through the platform you can come in contact with a person who started working at Stedin two months before. That person went through the same procedure as you and found out things that you still have to find out. In the learning bites, you are stimulated to ask questions on the social timeline and to help each other. Not just by reacting to each other online, but also offline. Arrange to go for a coffee with a colleague!

Portfolio

New employees see the company through fresh eyes. So they are given a 100-day assignment: focus on Stedin as an organisation during your onboarding. What do you see? What does Stedin do well, and what can it do better? After 100 days at the company, the new employees are given the opportunity to share their experiences and feedback with Stedin in a presentation or interview. The input for this is collected during the onboarding process, during the short reflection moments that are built into the learning bytes. The answers to those questions are stored in your portfolio so that you ultimately have your own (printable) feedback on one page. So that not only you learn, but Stedin can also learn from you.