When you join Pillsbury, we assume the whole concept of multidisciplinary teams appeals to you—that the chemistry, in other words, is already there.
With that in mind, we’ve given a great deal of thought to integrating new people—to making them feel welcome and immediately effective.
Partner integration: managing the transition
Our integration process is thorough. From the day you join us, we do everything possible to make you comfortable in your new environment. An integration partner is assigned to you before you walk in the door, charged with implementing a detailed integration plan customized to your specific requirements. This partner will introduce you to our people, and familiarize you with day-to-day business procedures.
Our multidisciplinary approach starts right away, as both your integration partner and your practice section leaders will enlist you for different kinds of teams and task forces. Throughout this integration period, the firm’s Chair will check in with you frequently to discuss the transition of your clients, possible interactions with other practices and offices, cross-selling opportunities, and whatever else is on your mind.
Associate integration: getting you up to speed
As an incoming associate, we want you to be as comfortable as possible, as quickly as possible. A week of orientation will familiarize you with our approach, our procedures, and the technology you will be using on a day-to-day basis.
But the integration process does not stop there. Additional mentoring and training is provided throughout your critical first year with the firm.
Staff integration: learning the Pillsbury way
The orientation of new staff is as well-organized as it is comprehensive. When you join us, you will, in short order, be shown around the office and not simply introduced to your group but integrated from day one through your peer mentor. Your peer mentor will familiarize you with firm procedures, policies, and technologies. But most important, they will make sure you understand how your position fits as part of the team. You will also meet members of management early on so that you understand their vision and approach.
After one month—then again after three months—HR will follow up with both you and your department manager to see how you’re doing and make sure you’re comfortable. Periodic check-ins occur throughout your first year, until everyone—you, especially—is satisfied that you’ve settled in.