Transforming Onboarding and Upskilling at Johnson Controls with Lizzy Kizer

On a recent episode of the Talent Development Hot Seat Podcast, Andy Storch welcomed Lizzy Kizer, Director of Learning and Development at Johnson Controls, to uncover actionable insights for driving talent development at scale, especially for technical labor forces. Lizzy’s diverse career journey from zoology, K-12 education, and higher ed into corporate L&D provides a unique lens on how to design learning that’s as human as it is practical. Her strategic work at Johnson Controls has delivered measurable ROI through innovative onboarding and upskilling programs. Here’s how you can rethink your approach to learning culture, onboarding, and talent development, inspired by Lizzy Kizer’s playbook.

Put Learners and Their Context at the Center

Lizzy’s story highlights that effective learning always begins with a deep understanding of your audience. She draws from her teaching background, emphasizing that the critical skills people need at work aren’t so different from what sets the foundation in education: the ability to find information, troubleshoot, and develop strong learning habits early and often.

Whether you’re onboarding engineers who work with high-tech refrigeration equipment or reskilling seasoned technicians for tomorrow’s challenges, ground your programs in learners’ real-world needs. Recognize that for most adults, learning isn’t their main job. It’s a support to getting real work done. Make every learning touchpoint immediately relevant and applicable. Think “just-in-time” skill-building over “nice to know” content.

Design Onboarding as a Milestone Experience, Not a Checklist

One highlight of Lizzy’s work is transforming onboarding from a scattered, manager-driven process into a robust, centralized experience. By mapping out the first critical milestones; onboarding, upskilling in role, and career growth, her team ensures learning is purposefully staged throughout the employee lifecycle.

For Johnson Controls’ complex technical workforce, Lizzy’s team narrowed the onboarding focus to the most critical roles and phased expansion from there. New hires meet a real human the very first Monday, creating a sense of welcome and community. The onboarding journey is divided into company essentials, scientific and technical foundations, and role-specific cohorts, all culminating in a development plan for the year ahead. This blend of virtual and, when needed, in-person training is tailored locally for each geography, delivering consistency with necessary flexibility.

Measure What Matters: Real ROI, Retention, and Performance

Lizzy’s data-driven approach proves that well-designed onboarding isn’t just a feel-good exercise. It drives bottom-line impact. At Johnson Controls, the revamped onboarding program led to a stunning 300%+ ROI, doubled retention for new hires, 36% faster time to productivity, and significant manager time savings. Pulse survey data shows new employees feel more prepared and engaged, reinforcing the business case for investment.

To get these numbers, Lizzy recommends tracking every input and assumption honestly, down to travel costs, manager hours saved, and productivity gains. Benchmark data, manager validation, and employee feedback helped her team continually iterate and improve.

Scaffold Upskilling and Career Mobility to Meet Employees Where They Are

It’s not just about the first few weeks. As technology and roles evolve, Lizzy’s team is breaking down technical training into foundational, intermediate, and advanced tiers. This empowers learners and managers to start where they are instead of forcing one-size-fits-all paths. This approach supports in-role growth and equips employees for future lateral or upward moves.

On the career development front, Johnson Controls is embracing technology platforms to make opportunities and learning pathways more transparent. Leadership development is scaffolded and practical, allowing every employee to access right-fit support as they advance.

Be a True Business Partner

Lizzy’s advice for anyone revamping learning programs: Don't start with theory. Start by partnering with the business. Immerse yourself in the goals, challenges, and workflows of your audience. Build strong sponsorship and tailor learning to the KPIs and pain points that matter to the organization, as well as to the humans who power it.

Champion Learning for Frontline and Technical Workforces

Lizzy is especially passionate about supporting employees whose work is hands-on, technical, and high-stakes from rooftops in Phoenix to refrigerated sites in Wisconsin. She celebrates these often-overlooked contributors and designs programs that champion safety, inclusion, and continuous improvement. Her experience reminds all L&D leaders that learning strategies must adapt to the realities of varied, distributed, and non-desk-based teams.

Keep Passion at the Core

Above all, Lizzy urges talent development professionals to be driven by genuine passion for helping people grow. If you align your own curiosity, creativity, and empathy with organizational goals, you’re positioned to do work that is both impactful and personally meaningful, no matter your team size or resources.

Fostering a scalable, relevant, and business-aligned learning culture isn’t reserved for companies with endless budgets or staff. By following Lizzy Kizer’s example—prioritizing human connection, smart measurement, and relentless business partnership—you can create talent development programs that drive results and help your people thrive.

Be sure to listen to the full episode on the Talent Development Hot Seat Podcast!

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