Assigning new employees their full areas of responsibility right away sets them up for unnecessary added stress and/or failure—the opposite of a positive experience. In a remote work environment, there is no big first day to welcome new employees to the office. While new hires often feel like the new kid at school in an office setting, newly hired remote employees are likely to feel even more invisible.
Onboarding is the employee’s first impression of what it’s like to work at the company, so it’s important to view the process as an opportunity rather than just a checklist. The early days on the job will shape the employee’s perceptions of, and relationship to, the company. Collect feedback from your new hires and use their insight to improve your remote onboarding program as you go. Doing so will help you spot issues before they derail the process and enhance the experience for future new hires.
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Some employees may need specialized equipment, software, or other items that are not required for all roles. Your policy should specify the types of equipment (or furnishings) that will be provided or reimbursed. There’s a lot to learn at the start of any new job, and even fairly simple tasks require more time and effort when you’re learning the new tools and who to contact for different needs or issues.
Take the guesswork out of welcoming new starters with our best practice guidelines and checklist. Successful remote onboarding should include any preparations that allow the new employee to begin work on their first day. The onboarding process should not be rushed and ideally should continue throughout the new employee’s first year at the company. Any training provided can be part of the onboarding process as a whole but training alone is not enough for successful onboarding of new employees. A great remote onboarding experience requires intentionality about building connections and establishing systems to help new hires find their footing. More than half of Americans (58%) are able to work remotely at least once a week, meaning that now is the perfect time to optimize your remote onboarding process if you haven’t already.
What are the main differences between onboarding people remotely and on-site workers?
A first paycheck issued late because of an oversight is not the kind of impression that will encourage a new employee to stay. Key to that profit growth was hiring the right employees and keeping them on board. Onboarding goes beyond orientation; it is a process that continues until the new hire is a productive member of the team. Take the time to highlight your unique committees and initiatives, and encourage new hires to join any they may be interested in.
- The following is the outline of the exact step-by-step process for how to onboard remote employees that we developed and used for each new hire.
- Prioritizing async communication empowers all employees to work on schedules that make sense for them, especially given their local time zone.
- As a result, make sure to connect what you care about with what they care about, such as how your culture of ongoing growth will benefit them in the long run.
- Be careful to dispatch these parcels early, as deliveries, so that new employees can be set up for a great start.
- Being an expert in the software will eliminate additional friction points during an already stressful time for new employees.
A lot of camaraderie comes from chance encounters on-site, so you need to build time into onboarding for casual conversations to occur. When teams get to know each other, they’ll learn to trust and rely on each other, no matter where they’re located. This can sometimes slip through the cracks if a team member is working remotely.
What software do you recommend for remote onboarding?
Hand over the drug testing policy to them, including all the recent updates and individual steps they should follow. Once you’ve ensured you’re fully legal and compliant, you can set an appointment for them at a state-certified lab that conducts the drug screening process. Successful onboarding, of course, at the core of it all – whether remotely or not.
Emphasizing connection lies at the heart of effective remote onboarding practices. Whether it’s orchestrating a virtual water cooler or a casual coffee meeting, allocating time for employees to familiarize themselves with their new team member is crucial. A remote onboarding checklist will help employees accomplish tasks during their first weeks without the need to reach out to you every five minutes. This checklist will contain a series of remote meetings, training sessions, and interviews they’ll join during the week.
Case Study: GitLab’s remote onboarding process
This can help them practice communicating and supporting co-workers in real-life situations, including under pressure. Additionally, mentors should provide support and guidance, not only with job duties but also in areas such as company culture, team dynamics, and work-life balance. New hires can acclimate to the job, the company culture, remote onboarding best practices and expectations much more quickly when they have a partner — especially when they’re otherwise working by themselves remotely. By providing personalized training plans, employers help employees learn the skills, knowledge, and procedures required for their role while also allowing for more individualized feedback and support.
Remote onboarding does have its challenges, especially if you’re new to a remote working environment. But overcoming these challenges are definitely worth it when it comes to building a company culture all employees thrive in; new or current. Ensure that your new hires are interested in your company and its values by providing them with an engaging onboarding experience. During the onboarding process, be sure to emphasize your company’s culture and key principles. In a LinkedIn survey, new employees rated this as the most crucial part of their onboarding process. During the onboarding process, new recruits get to meet their coworkers and the culture of the firm, as well as learn about the policies and practices that govern their workdays.