The 10-in-30 Networking Accelerator: Program Management Guide

1. Program Introduction & Benefits

The 10-in-30 Networking Accelerator is a structured, one-month program designed to empower new employees to build a foundational internal network of at least ten colleagues. Based on proven behavioral change methodologies, it moves beyond passive orientation to active, experiential relationship-building. The program is built on four core pillars—Self-Assessment, Initiation, Interaction, and Reflection—sequenced to provide progressive skill development and accountability.

Strategic Benefits for Employees:

• Accelerated Integration: Rapidly builds social capital, reducing the time to feel connected, productive, and psychologically safe within the organization.
• Enhanced Role Clarity & Collaboration: Direct exposure to diverse roles, teams, and functions clarifies how work gets done and unlocks future collaboration channels.
• Increased Engagement & Retention: Strong internal networks are a key predictor of employee satisfaction, engagement, and long-term retention.
• Skill Development: Builds critical professional "soft skills" including communication, active listening, and strategic relationship management.
• Resource Access: Creates a personal support system for problem-solving, information gathering, and career development beyond an immediate manager.

2. Program Expansion Strategy

Evaluation: This is a structured Networking Program, not a Mentorship or Coaching program. The primary goal is quantitative (meeting 10 people) and qualitative (building foundational connections).

Supplemental Mentorship Layer Recommendation: Adding an optional, light-touch mentorship component would significantly enhance program outcomes by providing guided support, contextual knowledge, and safe practice for networking skills.

• Value Added: A mentor acts as a networking "catalyst." They can provide warm introductions to key contacts, offer feedback on communication approaches, share cultural nuances, and help the new employee reflect on their interactions. This directly mitigates key audience challenges like lack of visibility/access and social anxiety by lowering the barrier to high-value connections.
• Implementation Note: Implement a "Networking Buddy" system. Pair each new employee with a tenured colleague (not their manager) from a different department for the program's duration. The buddy's role is not formal career mentorship but specifically to:
  1. Review the employee's target connection list and suggest 2-3 additions.
  2. Facilitate one introduction per week.
  3. Hold a brief 15-minute weekly check-in to discuss progress and challenges.

3. Implementation Roadmap

Launch Phase (Pre-Month Start)

1. Stakeholder Alignment: Secure buy-in from People Ops, Hiring Managers, and department heads. Communicate program goals and their role in encouraging participation.
2. Tool Configuration: Set up the primary tracking tool (see Approved Tools List) with participant profiles, goal-tracking modules, and event calendars.
3. Mentor/Buddy Recruitment & Briefing: Identify and brief volunteer "Networking Buddies" on their role and time commitment.
4. Participant Onboarding: Enroll incoming employee cohorts. Send a welcome kit explaining the "10-in-30" challenge, core milestones, and how to use the provided tools.
5. Kick-off Workshop: Host a mandatory 60-minute virtual session in Week 1 covering Pillar 1 (Self-Assessment & Goal Setting) and introducing the program framework.

Tracking & Operations (During the 1-Month Lifecycle)

• Weekly Cadence:
  • Automated Nudges: Use the primary tool to send weekly reminders of the milestone target and suggest relevant internal events or community groups.
  • Content Drip: Release micro-learning content (short videos, checklists) aligned with each weekly pillar (Initiation in W2, Interaction in W3).
  • Buddy Check-Ins: Encourage and track the brief weekly buddy conversations.
• Event Facilitation: Schedule and promote at least two low-pressure, cross-departmental virtual events (e.g., "Coffee Roulette," themed trivia) during the month to create natural meeting opportunities.
• Office Hours: Host optional, open Q&A sessions with program facilitators to address participant challenges.

Success Measurement

Quantitative KPIs:

• Primary Goal Achievement: % of participants who log meetings with ≥10 unique colleagues.
• Engagement Rate: % of participants who log at least one connection per week.
• Buddy Program Utilization: % of participants who complete ≥3 buddy check-ins.
• Event Attendance: Participation rate in scheduled networking events.

Qualitative & Feedback Mechanisms:

• Week 4 Survey: Measure Net Promoter Score (NPS) for the program and average participant-rated "Network Strength" (1-10 scale).
• Manager Pulse Check: Survey managers at 60 days post-program: "Have you observed your new hire collaborating with someone they met through this program?"
• Feedback Loops: Collect anecdotal feedback during buddy check-ins and office hours for continuous improvement.

4. Approved Tools List

• Internal Social Network: PRIMARY TOOL. This is the most relevant platform to support a networking program. It enables profile discovery, organic interest-based connections, group creation for events, and can be used to log/introduce meetings. It directly facilitates the "70% experiential" component of the 70-20-10 model.
• Onboarding Platform: SECONDARY TOOL. Used to house the formal program schedule, deliver the structured content pillars (10% formal), and integrate the program into the standard onboarding workflow. It ensures all new hires are automatically enrolled.
• Personality Test: SUPPLEMENTAL TOOL. Optional tool for Week 1's self-assessment pillar. Can help participants understand their own communication style (e.g., introvert/extrovert) to tailor their networking approach, addressing the "social anxiety" challenge.

Justification: Mentorship, Coaching, and ERG Software are less relevant as the core activity is peer-to-peer networking, not structured mentoring/coaching relationships or identity-based groups. An LMS is too formal; content delivery is better suited to the Onboarding Platform and Internal Social Network.

5. Resource & Content Library

General Program Content

• Guide: "Mapping Your First 30 Days: A Worksheet to Identify Target Connections" (Roles, Departments, Knowledge Areas).
• Video Series (Short Clips):
  • "The 60-Second Intro: Crafting Your Professional Greeting."
  • "How to Schedule a Low-Pressure Virtual Coffee."
  • "The Art of the Follow-Up: Sending a Message That Adds Value."
• Template: "Networking Conversation Starter" cheat sheet with open-ended questions.
• Tool Tutorial: "How to Use [Internal Social Network] to Find and Connect with Colleagues."
• Playbook: "Networking for Introverts: Strategies for Meaningful Connection."

Supplemental Mentoring Content Table

For "Networking Buddies" to support their mentees in developing skills critical to the program's goal.

Skill Area	Resource for Buddy (Mentor)	Resource to Share with New Employee (Mentee)
Active Listening	"Guide: The S.O.L.E.R. Model for Active Listening in Virtual Calls"	"Infographic: 5 Signs You're Actively Listening"
Giving/Receiving Feedback	"Scenario Sheet: Providing Gentle Feedback on Communication Style"	"Checklist: How to Ask for Informal Feedback After a Networking Chat"
Strategic Questioning	"Tip Sheet: Using the GROW Model to Guide Networking Goal Conversations"	"Worksheet: 10 Powerful Questions to Go Beyond Small Talk"
Building Psychological Safety	"Article: Creating a Safe Space for Practice and Vulnerability"	"Guide: How to Disclose Appropriately to Build Trust Quickly"
Navigating Organizational Culture	"Discussion Guide: Unwritten Rules and Key Networks in Our Company"	"Template: Cultural Observations Log - What I'm Noticing"