“Research shows that employees who actively participate in their onboarding are 58% more likely to stay with their employer after three years.”

Starting a new job is more than just learning the ropes—it’s about setting the stage for long-term success. At NWCFO, we believe that onboarding should be a dynamic, employee-driven journey, not a passive process. Our Personalysis-Powered 90-Day Entry Plan is designed to empower new hires to take charge of their integration, accelerate their growth, and build a foundation for a thriving career.

Research shows that employees who actively participate in their onboarding are 58% more likely to stay with their employer after three years. Personalized and employee-driven onboarding significantly boosts employee satisfaction and retention. Here’s why:

• Enhanced Personalization: Employees tailor their onboarding to fit their unique learning styles, communication preferences, and energy patterns, leading to higher engagement and satisfaction.
• Greater Engagement: Taking ownership of the process boosts confidence, autonomy, and commitment. Employees who drive their own development transition into their roles faster and with more enthusiasm.
• Scalable Efficiency: Self-directed onboarding reduces administrative burden for HR, allowing teams to focus on strategic goals while still providing essential support and feedback.

The NWCFO approach leverages the Personalysis framework, which goes beyond traditional personality assessments. Instead of static labels, Personalysis provides dynamic insights into how individuals think, communicate, and act in various situations. This empowers employees to:

• Recognize their natural strengths and energy patterns.
• Build authentic relationships based on profile compatibility.
• Develop sustainable work routines that prevent burnout.
• Adapt communication and collaboration strategies for diverse teams.

Pre-Start Preparation

Start your journey ahead of your official first day to ensure a smooth transition.

• Clarify Role Expectations
• Research Organizational Context
  Build Early Connections
• Get Organized!

Phase 1: Learning & Observation (Days 1-30)

• Complete the Personalysis assessment if you have not already done so during the hiring process.
• Focus on absorbing information and understanding your environment.
• Map out initial relationships and energy patterns.
• Stakeholder Mapping
• Quick Wins

Phase 2: Strategic Integration: Contribute and Align (Days 31-60)

Transition from learning to active contribution and deeper alignment

• Apply profile insights to daily work.
• Deepen strategic relationships and contribute to team effectiveness.
• Optimize energy management and integrate feedback.

Phase 3: Value Creation & Growth (Days 61-90)

Elevate your impact by owning initiatives and driving meaningful change.

• Launch a Signature Project
• Solidify Your Strategic Role
• evelop a 12-month strategic plan for continued growth.

Embedding  feedback loops and staying agile as your role evolves is a cornerstone of our approach: the self-directed weekly check-in. This 15- to 20-minute reflection helps embed feedback loops and stay agile as your role evolves:

• Track progress toward goals.
• Supervisor Feedback
• Solicit Peer Feedback

© 2025 Mary Ellen Normen. All Rights Reserved