MACH 7 and MACH 8 Global Manager Handbook
1
PreOnboarding Curriculum and Outreach MACH Manager Orientation In this workshop delivered to the MACH hire’s manager, we cover what the unique needs are of a college hire versus an industry hire, expectations of how a manager works with a MACH hire differently than an industry hire, an overview of the MACH experience and guidance for expectations and review criteria for MACH participants. MACH Peer Mentor Training This training, which is delivered to the MACH hire’s identified Peer Mentor, includes both an online training component provided by the Microsoft Mentor team and a hard and soft copy handbook provided by the MACH program management team. These solutions cover how to engage in a Peer Mentor relationship, what the unique needs are of a college hire, expectations of how and when a mentor engages with a MACH hire, and how the mentor will be involved in the feedback process for the MACH hire.
Onboarding Program The onboarding program involves more than just a globally consistent core curriculum and on boarding roadmaps for all MACH new employees; it also provides a focus on developing a community among the MACH new employees, and ensures strong peer mentoring is in place. The MACH Program takes place over two fiscal years and is 18 months total in duration. In Year One, the new employees will go through structured academic training. In Year Two, the new employees will attend career development focused seminars and finish with a workshop and graduation event.
Core Year One Curriculum and Onboarding Schedule The training and project curriculum involves live classroom and online training experiences that most lend themselves to quickly help the new employee learn and become more proficient in their role in an accelerated timeframe. All MACH new employees will be onboarded similarly to any other Microsoft employees starting with a New Employee Orientation (NEO) that is offered in the location where the MACH new employee resides.
MACH Program Year One Offerings (Required): MACH Global Conference @MGX In MidJuly, all new MACH employees from around the world will attend the MACH Global Conference. The conference held both before and during MGX, allows the MACH new employees to: • Interact with senior executives in MACHonly Q&A sessions. • Learn business skills, and understand Microsoft through specialized training, • Network with their peers in the MACH program and meet with MACH Alumni, building community and making connections. • Attend MGX to gain a better understanding of the goals of the company. MACH Regional/Area Additional Training
2
Since MACH is a global program and each MACH new employee belongs to a particular subsidiary or a region, there will be some region/local specific training/activities in Year One. The timing of the training varies by region but is recommended to occur between 39 months after start date. Contact the MACH regional lead in your area. MACH Capstone At the end of their first year, MACH new employee will get together with other new employees in their part of the world in one of three regional deliveries: Americas, Asia, and EMEA. They will team up with other new employees in different roles and segments in a simulation where they start their own fictional company. They will then spend three days interacting with a customer as they learn more about marketing, selling, and providing services and technical support for Microsoft products.
The training has the following outcomes: • Lets MACH new employees see how they all play a role in adding value to the customer. • Challenges this generation of new employees on how the Microsoft culture of collaboration delivers customer impact. • Connects participants with internal/external audiences (customers, MACH peers in disparate job roles, business partners, execs/leaders) to better comprehend their point ofview. • Provides a context from which participants can see future opportunities and career development beyond the MACH Program. • Creates an opportunity for new MACH employees to network and build community with other new MACH employees in their part of the world. *Specific content of the Capstone project may vary YOY.
Other Training Programs Required for MACH new employees in Year One: Microsoft Onboarding All MACH new employees participate in onboarding programs appropriate to their worldwide areas, including: • New Employee Orientation (NEO) or equivalent.
• •
Onboarding roadmap at http://start. Regional onboarding activities and events.
SMSGReadiness “NEW HIRE ACADEMY” (NHA) Most new employees in SMSG (both college and industry new employees) participate in the SMSGReadiness “New Hire Academy.” Participation is required for all MACH new employees who are in regions/orgs that offer NHA. Within their first month at Microsoft, a New Hire Readiness Advisor will contact the new employees and lead them through a five week program (with a weekly touchpoint via phone) that includes:
• • •
Completion of the SMSGReadiness Roadmap online training (http://roleguide/start) Scheduling of trainings to be taken in the first three monthsincluding MS101 and Profession/Pipespecific courses. Tips and ideas to help the new employees become acclimated to Microsoft and answers to any questions that they have about their onboarding.
Professional Development Training
3
Two professional development training courses will be required for MACH new employees (or one course if the new employee has an MBA). These courses are offered by People and Organizational Capability (POC), and should be taken 39 months from start date when they are regularly offered in each region. New employees and their managers should select courses that will be most appropriate for the new employee’s development. Recommended courses include: • Presentation Power • Negotiating for Results • Precision Questioning • Personal Productivity *Depending on area/geography, the Professional Development Training may be offered as part of the regional training. Check with your regional lead or contact machinfo@microsoft.com for more information. **With manager approval, new employees can also take equivalent courses that will substitute for this requirement.
Pipe/Segment Specific Training (where applicable) MACH new employees participate in all training that is offered for their specific role/segment. This includes all live an online training recommended by managers and leaders in their organizations.
Year One Tools and Resources:
The MACH program also provides some online tools to help new employees stay connected, learn about the program, and provide feedback. MACH Live An online portal located at http://infoweb2007/MACHLive where MACH new employees can access important information about their program and interact with MACH new employees through: a socialnetworking profile tool, a group blog, a MACH wiki (shared knowledge base). They can also find news, recent announcements, and videos.
MACH Newsletters MACH new employee’s accomplishments are featured in a bimonthly newsletter that is distributed to everyone in the MACH community (new employees, mentors, managers, alumni, and leaders in HR and SMSG). Many regions also have their own MACH newsletters. If you have a story to share for potential inclusion in the global newsletter, email machinfo@microsoft.com. MACH Surveys and Reviews The MACH program is always looking for ways to improve and grow. To this end the MACH program conducts an annual survey of new employees, managers, and mentors. Your participation in this survey is crucial for the continued success of the program. Regional MACH SharePoint Site Each region also has their own MACH share with regionally relevant MACH program information. Please check with your Regional Lead to get this link.
Year Two (Months 1318): Career Development Focus
4
In the MACH employee’s second year, the program focus changes from integration and role development to career development. Additionally, the curriculum moves from an extensive live classroom program to a mostly online synchronous learning method of delivery. Career Roundtables The MACH program team and regional leads will partner to produce a series of career workshops and round table discussions that bring together groups of dynamic and diverse panelists. There will be two global live meeting/calls and three to be delivered regionally. MACH Career Workshop The Career Strategy workshop will help the MACH new employees begin to map out the next steps in their careers. The workshop will be delivered regionally around the world in December (July for EMEA, Month 18+ for most MACH new employees) and will be coupled with a regional MACH graduation event. This is a one day workshop focused on facilitating general career development thinking and providing tools to help the new employees to do some introspective thinking about their personal career goals and putting those goals into action. Graduation Event A regional event produced to mark the milestone of completing the MACH program.
MACH Community A key component of the MACH program is community. It is vital that we give these new employees a feeling of inclusion and an ability to build a peer network amongst the global SMSG community. In supporting the notion of community we have invited all MACH new employees to the MACH Global Conference and MGX. Additionally, we have created global and regional SharePoint sites for sharing information about the program. • Global MACH Employees’ Site: http://infoweb2007/MACHLive/Pages/default.aspx Search your local site to learn more about additional virtual community solutions as they are developed and expanded. In some regions, a MACH regional alias has been created. Check with your regional lead to find out about any MACH Regional aliases. The MACH Program Team will also be helping to facilitate regional and local events with the MACH Regional Lead to gather people together around training sessions and other regional gatherings to further strengthen the opportunities for networking and community building.
We ask that you, as MACH managers, encourage them to participate and leverage this peer network. Having a network will increase morale while also enhancing their contribution to your team.
MACH Peer Mentoring Providing strong Peer Mentoring to MACH hires during their first year will be very important to their success.
5
It is your responsibility to identify a Peer Mentor for your new MACH hire. This should be done at least a month before they come onboard. The responsibilities of the Peer Mentor are to help the new hire acclimate to Microsoft and help them manage the multiple priorities we all experience on a daily basis at Microsoft. The Peer Mentor should be someone who is on the same immediate team as the new hire and in the same physical office. This will provide more opportunities for engagement. However, we realize in many groups this may not be possible, and in these cases be sure to choose a mentor that will engage with your MACH hire on a regular basis. The Peer Mentor should have at least the demonstrated capability of, if not some actual experience, managing and developing people and is willing to dedicate the extra time needed to nurture a college hire and/or is willing to make the time. We see the most unsuccessful Peer Mentor/Apprentice relationships occur when people are assigned as Peer Mentors who do not have the capabilities/core competencies to effectively manage and develop others. It is much more difficult to nurture an entry level talent than an experienced hire who has very specific goals, which is why it is important to assign a mentor who has previous management experience or has had similar responsibilities during a stretch assignment. We encourage you to seriously take into consideration the characteristics of the mentor you assign. We want to ensure they are: • • •
a good listener passionate about making others great respected by other members of your team
One suggestion is to leverage any High Potentials (HP) you have in your organization who are interested in becoming a full time manager at Microsoft. Once you identify the Peer Mentor, you should encourage them to go ahead and start to build a relationship with the new hire before they start, by touching base via phone or email. Please make sure you provide your Peer Mentor with the contact information for your new hire. You will also be responsible for officially assigning the Peer Mentor and apprentice relationship on: http://mentor/ The Peer Mentor should visit the Peer Mentoring site as well to take the training offered which provides a good basis of information around areas you need to consider being a mentor. If for any reason, the Peer Mentor and MACH hire are unable to build a mutually, solid working relationship, we strongly suggest that a new Peer Mentor be named for the MACH hire. Peer mentoring is a key contributor to the MACH hire’s success and it is the responsibility of Peer Mentors, managers and MACH hires to address possible problems within this relationship. Make sure you are observing their relationship from both sides to get the full picture of how it is working for both Peer Mentor and MACH hire. We recommend that no peer mentor changes be made in the first two months of the program, as this is the minimum time needed for the individuals to get to know each other well.
Budgeting and T&E
6
Each business group/subsidiary or region is responsible for the T&E required to get to and from the MACH training events. Consult your local MACH Regional Lead for information on specifics regarding T&E. For Year One MACH hires
• • •
At minimum one US/MGX travel. (Orlando, Florida for FY08) Most hires will travel to US/Redmond for MS 101 weeklong course in the first 13 months of the hire’s start date. Around months 912 (depending on the region) there is a Year One “Final” training that will be held for hires to travel.
For Year Two MACH hires • Around months 1824 (depending on the region) there is a career workshop followed by “graduation” (or completion of the program) event in each region that may require hires to travel intraregion. Each business group/subsidiary or region is responsible in allocating budget (T&E) for their MACH hires. All “core” academic curriculum and year two workshop fees are paid by the MACH program. “Seat” allocation is also secured for MGX as well by the program. Any additional training outside of the core MACH academic curriculum must be paid by each hire’s cost center.
7
Expectations Hiring Managers Managers of MACH hires are expected to manage these new hires in the same way as they would manage other members of their team, with special attention given to the style and content of their coaching. Things to think about when communicating, interacting, coaching and providing feedback to your MACH hire: • They have had very little to no professional experience outside of internships (if any) and many have never worked outside of an academic environment. So remember, EVERYTHING is new to them, please be patient. • You will need to be more prescriptive and literal in your communication with them vs. an industry hire, as they will likely never have created a business plan, budget proposal, SWOT analysis, etc. Peer Mentors Peer Mentors will play a key role in each MACH hire’s success during their first year. They are the handson guide and “goto” person for your MACH hire especially in his or her first 36 months at Microsoft. In conjunction with the MACH hire's manager, the Peer Mentor plays a critical role in helping the MACH hire gain the strategic, tactical and cultural skills needed to quickly become a productive team player. Each hiring manager, Peer Mentor and the new MACH hire will map out their relationship individually to be most effective for everyone involved. All Peer Mentors will be responsible for providing feedback via a survey twice a year on their apprentice to the MACH program (we will share results with hiring managers), and we suggest that you have your mentors provide input into your MACH hires midpoint and final review. If you and the assigned Peer Mentor feel it is appropriate, you should consider having their mentoring of the MACH hire as one of their commitments. As mentioned earlier, it is vital that you assign an appropriate mentor for your hire. HR Managers Your HR partner will work with you to evaluate, develop and retain your MACH hire just as they would an industry hire. Global MACH Program Team and your local/regional MACH Leads The Global MACH Program Team in partnership with your regional MACH Lead drives the overall development, implementation and management of the MACH program worldwide. If you have any questions regarding the overall MACH program, please contact one of our program managers or your MACH Regional Lead The New Hire Advisor The New Hire Advisor conducts weekly checkins with all SMSG new employees during their first 5 weeks to ensure they have access to the most basic resources to get started. The New Hire Advisor role is complementary to that of the Peer Mentor during the first few weeks.
8
Hiring Manager’s Onboarding Guidance As a manager you want to make sure your MACH hire feels welcomed, integrated into the team, and productive on the job as soon as possible. How you plan for and coordinate your MACH hire’s arrival will set the tone for the new employee's expectations and confidence in you, the team, SMSG, the MACH program and Microsoft overall. You will find extensive onboarding information in different formats in your Manager Roadmap: http://sharepoint/sites/Mgronboardingnewemp/ManagerRoadmap/framework/html/framework.htm ?lms=online One key thing to think about is your plan for your team and how the MACH hire will fit in to the existing team. You have had a general job description and a general idea of what this entry level person will do, but now you need to get more specific and map out the details.
Before Your MACH Hire Starts Things to consider and accomplish before your MACH hire arrives:
• • •
• •
What will their exact roles and responsibilities be and how will this map to clear goals/commitments? How will this affect the rest of the team? Have you prepared your team for the arrival of the new employee and have you explained to them what the MACH program is? What specific conversations need to happen prior to the MACH hire’s arrival with the rest of your team? Do you feel you have identified a strong Peer Mentor?
Tactical Issues to consider:
•
Where will this person sit? (Field office location, exact office #/cube, etc.) Do you need to order them new hardware?
•
Is your Admin and Office Manager fully in the loop in regards to needs for the MACH hire, timing of start date and who is responsible for greeting the new hire, talking them through local NEO and getting them set up for their first day? Have you reserved time on your calendar to ensure the MACH hire gets enough of your time as they onboard?
•
•
Advice regarding College Hires and additional reading suggestions http://manager/US/NewEmployee/GetStarted/collegehires.htm
First Meeting with Mentor and MACH Hire
9
One program component that we feel is a key experience for both the MACH hire and the team’s success is a first meeting between the manager, the mentor and the MACH hire within the first week the MACH hire is on the job. The meeting should cover: • • •
Formal introductions of the manager, mentor and MACH hire Definitions of the difference in role between the manager and mentor Team goals and norms as well as role expectations.
For more information on Peer Mentoring please go to Peer Mentor site :http://mentor/Mentor/user/peer_home.asp. Your MACH Regional Lead can also share with you our MACH Peer Mentor Handbook.
MACH Global Program Team Manager contact list Amee Treadwell MSNA Program Manager 4254219714 Cheryl Wilson EMEA Program Manager cherylw@microsoft.com 4257077518 Mariko Momma APAC Program Manager marikomo@microsoft.com +65 68888503 Mark Farrelly Global Program Manager mfarrell@microsoft.com 4257037337
Tools and Online Resources MACH Program Intranet site: http://infoweb/ MACH MACH New Employee’s site: http://infoweb2007/MACHLive/Pages/default.aspx New Employee HR Website: http://NewEmployee Mentor Site: http://mentor
10