{"id":6580,"date":"2026-06-01T09:21:26","date_gmt":"2026-06-01T09:21:26","guid":{"rendered":"https:\/\/www.uditis.ch\/?p=6580"},"modified":"2026-07-30T11:22:47","modified_gmt":"2026-07-30T11:22:47","slug":"onboarding-at-uditis","status":"publish","type":"post","link":"https:\/\/www.uditis.ch\/en\/onboarding-at-uditis\/","title":{"rendered":"Onboarding at UDITIS: passing on a culture"},"content":{"rendered":"\n

At most companies, the first day is much like the next: a welcome from HR, access credentials to set up, and a list of tools to learn. At UDITIS, new hires spend three mornings with colleagues from accounting, development, and IT. Not to talk about work, but to understand how the company works from the inside.<\/strong><\/p>\n\n\n\n

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An onboarding process rooted in our DNA<\/h2>\n\n\n\n

For the past decade, UDITIS has been operating under a hybrid agile model, inspired by Holacracy but adapted to its own reality. There is no vertical hierarchy and no boss assigning tasks. Everyone makes decisions, takes on responsibilities, and moves forward independently.<\/p>\n\n\n\n

This way of working can\u2019t be explained in a single introductory meeting. It\u2019s something that\u2019s passed on. That\u2019s why, in 2020, the U-Agility Circle developed a three-session onboarding program with a single goal: to ensure that every newcomer truly understands what they\u2019re getting into and has the tools to find their place here.<\/p>\n\n\n\n

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Three sessions, one overarching approach<\/h2>\n\n\n\n

\u201cThe Why\u201d<\/em><\/strong> kicks off the program. We trace the origins of the agile model at UDITIS, the reasons behind the choice, and how it translates into concrete actions on a daily basis. We explain how to make decisions, because everyone has the ability to do so\u2014provided they know how. We also introduce Hola Spirit, the tool that structures sprint planning meetings so they remain short and efficient.<\/p>\n\n\n\n

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\u201cYou\u2019re autonomous, but you have responsibilities.\u201d<\/mark><\/em><\/h3>\n<\/blockquote>\n\n\n\n

“The Soi”<\/strong><\/em> wraps up the program with a central question: how to thrive in a leaderless environment. Personal leadership, stress management, and above all, the balance between autonomy and responsibility. \u201cPeople love autonomy for the freedom it gives them. But they often forget the flip side: you\u2019re autonomous, but you have responsibilities.\u201d<\/em><\/p>\n\n\n\n

\u201cThe We\u2019\u201d<\/em><\/strong> focuses on people and team dynamics. The PCM (Process Communication Model) helps us understand each person\u2019s profile, communication styles, and reactions under stress. Once an employee has completed their own PCM assessment, they gain access to their colleagues\u2019 profiles. The tool is intentionally restricted to those who have already completed it, to ensure it is used appropriately. The session also covers compassionate communication and a culture of feedback.<\/p>\n\n\n\n

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What takes time to take root<\/h2>\n\n\n\n

Feedback remains the most difficult aspect to truly embed as a habit. And behind that lies the tension between freedom and responsibility, which takes time to truly become ingrained.<\/p>\n\n\n\n

The repetition of concepts from one session to the next is intentional. Agility doesn\u2019t take root after a single introduction. And for those who went through onboarding several years ago, UDITIS is currently working on a reference booklet\u2014a tangible resource to help them reconnect with the concepts when their memories fade.<\/p>\n\n\n\n

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A culture that attracts the right talent<\/h2>\n\n\n\n

UDITIS is recognized in the region as an agile company. That wasn\u2019t the primary goal. The initial vision was simple: for people to feel good and for the company to have a long-term perspective. The company\u2019s appeal came as a natural consequence.<\/p>\n\n\n\n

The company is a founding member of La Fabrique de l\u2019Agilit\u00e9, a Lausanne-based network of companies committed to this approach. It\u2019s a space to share best practices, learn from others\u2019 mistakes, and continue to evolve the model.
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C\u00e9line Roulin, Deputy Director and Head of Accounting<\/strong><\/em>

My day-to-day work involves numbers, accounting standards, and precision\u2014it\u2019s a job I truly enjoy.
But people are at the heart of everything. For me, someone who feels good and thrives in an environment that suits them radiates positivity and inspires their colleagues. It\u2019s important that people feel good at UDITIS, and supporting them is a key focus of U-Agility.<\/em><\/h5>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

UDITIS has developed a three-session onboarding program with a single goal: to ensure that every new hire truly understands what they\u2019re getting into and has the tools to find their place here.<\/p>\n","protected":false},"author":2,"featured_media":6304,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[55],"class_list":["post-6580","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-agile-management"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t