SG 0.1c - Improving onboarding experience with ethnographic research and a data-based framework.
Using ethnographic methods to get self-onboarded at VitaDAO. Then using that data and an adapted framework from Organizational Psychology literature to implement a plan with a VitaDAO team to have science-based onboarding practices.
Relevance to Strategic Plan
This proposal addresses the Seasonal Goal 0.1: Increase Community Size. Specifically point “c”: Production of turnkey onboarding experience with resources and step by step to-dos for joining each WG or squad, funnelling people into either a working group or squad, and forging a personal connection to our members who wish to contribute.
Good onboarding practices enable new joiners’ adaptation to any institution, allowing them to find their place inside the group, understand their role(s), and make important human connections to facilitate their daily work. Lack of a proper onboarding experience may lead to higher levels of contributor turnover and burnout, which are related with lack of role clarity, self-efficacy, and social acceptance.
Project Lead: Pancho#9754 will lead and execute both the research and implementation plan.
Team: For the implementation plan we have support from SME from talentDAO: my teammates Mr.Nobody#0187 and sherifoz#7023. TalentDAO is a web3 native professional services DAO with expertise in organizational science and social system design.
*Description: at talentDAO we have conducted literature review about induction processes at traditional organizations, were we recognized certain frameworks that can be applied to the DAO context. The framework we use to assess onboarding practices is adapted from van Maanen & Schein (1979), Jones (1986), and Chao et al. (1994). In particular, we are excited to implement the “old-but-gold” framework from van Maanen & Schein:
The goal of this project is to conduct a two-phased plan consisting of an ethnographic study where the researcher will get onboarded at VitaDAO to identify and document the different strategies mentioned in this framework, so we can use that data to evaluate how the onboarding practices match the necessities and long-term strategy of the DAO. We’ll then move on to consolidate an onboarding team that we’ll get enough context and training to understand the theory and practice needed to improve the onboarding experience of newcomers (detailed timeline and step-by-step below).
Budget: Requested $5,000 for the whole 8-week project. Paid in stablecoins or ETH.
Success Metrics: We succeed with this project if at the end of week 8 we have:
- Identified VitaDAO’s needs in terms of strategies for onboarding new members (What is the ideal behavior of newcomers after they get onboarded? How to achieve that behavior?).
- Identified strenghts and weeknesses from current onboarding practices. The judgement will be based on how these practices are aligned with the needs of the DAO.
- We consolidate a team that has proper knowledge of theory and practices of what is useful to facilitate newcomer’s familiarization with VitaDAO workflow and culture. Having a trained team for this task will allow faster and better newcomer engagement, while reducing turnover and member burnout.
Timeline: This is an 8-week study consisting of two phases.
Phase 1: Ethnographic study.
-Week 1: Project planing and member alignment: coordinate with the onboarding team how the study will be conducted and clarify strategies and research methodologies to avoid bias in data collection. We’ll have a call with the team to answer any questions regarding the different steps of the study and the implementation. This will also help the researcher to have quick access to all necessary documentation and resources from the DAO.
-Weeks 2 to 3: getting onboarded and document all practices and resources available during the socialization process. This part of the study doesn’t focus on good or bad practices, is just an initial register of what the DAO does in terms of onboarding and how it relates to each WG goals and strategies.
-Weeks 4 & 5: retroactive surveys and interviews with recently onboarded members. The retroactive survey helps to understand the strategies that the onboarding team followed from the point of view of the newcomer and how that person perceives it helped or not with the familiarization with VitaDAO workflow and culture.
Phase 2: Implementation plan.
-Weeks 6 & 7: gather a consolidated team for the onboarding process of VitaDAO. We’ll have a weekly meeting to share all the context from the data that we gather from weeks 1 to 5. The objective is to have VitaDAO members with the neccesary tools to improve the onboarding experience of their respective guilds or the DAO at general.
-Week 8: Deliver a written document with the findings of the study and the framework used to improve the onboarding practices. This document will allow the DAO to build on top of this knowledge to improve their practices based on future needs or to train new people at charge of the onboarding team.
- Revisions Requested (Detail in Comments)