Introducing PeopleForce to your employees involves more than just adding them to the system. Hands-on experience can save HR time and boost engagement. Here’s a detailed plan:
Step 1. Announce the transition
Notify employees about the shift to PeopleForce a few days in advance using official company communication channels like email or Slack.
Step 2. Make a post on the homepage
Create the first post on the PeopleForce homepage that welcomes employees and guides them through key features like vacation requests, 1:1 meetings, task assigning, etc.
Step 3. Develop a workflow for system onboarding
While companies generally understand how to onboard new employees, here we will refine the process to engage existing employees, enabling them to self-educate and effectively interact with the system.
Tune the workflow
Set the trigger: Choose a launch date for employees to join the system.
Make sure to disable the workflow if it's not fully prepared by the planned date to prevent any incomplete tasks from being triggered.
2. Add welcome email: It is a default message with nothing to add. The employee will get an email with the invitation to join PeopleForce.
Tasks for your employees to do:
Set time zone and language in the profile
Make sure in the Rights & Permissions section that fields such as Education, Hobby, Children, etc. are editable by employees.
Share your suggestions about the company (available with Core HR only)
Set a task for a subordinate or colleague.
Schedule 1:1 with subordinates (available with Perform product only)
Tip: When creating workflow tasks, consider adding links to relevant Help Desk articles or including screenshots with step-by-step instructions.
Post-workflow adjustments
For newcomers, ensure they receive the same system experience as existing employees. After the first run, adjust the workflow trigger to either an employee-specific date (to coincide with other onboarding processes) or manually add it to the main onboarding workflow or new hire form.