Case Study

This work highlights the nested systems that workplace struggles are situated within. While I was brought on to address team transitions, these transitions are deeply connected to internal communication and organization-wide processes that can either support or hinder transitions. I worked with the team to find opportunities for impact, greater equity, and a more aligned team culture through my report, resources, and recommendations.

Process Optimization for Team Transitions

  • Client

    A 14 person team within a global philanthropic organization

    The team struggled with 1) high turnover, 2) insufficient processes or norms to support these transitions, and 3) a lack of onboarding resources to support new and existing team members.

    The onboarding process for new hires takes between 4-6 months before new hires are ready to work independently.

  • Deliverables

    • Recommendations for processes and norms to support an equitable workplace

    • A detailed report highlighting team concerns and visions for transitions

    • Supporting onboarding and offboarding materials for team transitions

  • Process

    • Audited existing materials on transitions from multiple teams within the organization

    • Interviewed over 19 employees about their concerns, visions, ideas, and experiences with team transitions (onboarding and offboarding), with special focus on team norms, culture, and equitable distribution of workload and responsibilities during team transitions

    • Through an iterative process, synthesized a report of systemic issues influencing team transitions, as well as various supporting resources

  • Themes

    Team transitions
    Team culture and norms
    Workload distribution
    Retention
    Team collaboration
    Equity
    Internal and external communication