The very first thing for onboarding a remote employee should be familiarizing them with your existing team. This ultimately opens a door for your new hire to feel comfortable with everyone so they can ask questions when they have them. Unless it’s part of your existing traditions, “forced fun” usually makes virtual employees more uncomfortable than included. A handful of introductions at regularly scheduled team meetings will work just fine. To combat this loneliness, some employers add all new employees to a Slack channel where they provide new hire instructional materials and then encourage collaboration amongst new hires to complete the tasks.
Artificial intelligence, mass layoffs, post-pandemic employee expectations and the arrival of a new generation of workers on the job market… 2023 has presented its share of complex issues that must now be addressed. If you have an all-remote distributed team, schedule quarterly or annual retreats where everyone can meet and assemble on goals. A direct manager can instruct the new hire to schedule calls with their team, direct reports or other relevant colleagues. You can include branded merchandise like a coffee mug, T-shirt, pen or stickers. Some teams also add personalized gifts, such as headphones, gift cards, or even toys for kids or pets. Moreover, introducing newcomers to the industry they will be working in is invaluable.
Why You Should Re-Onboard Employees (+ Re-Onboarding Best Practices)
It might also include important colleagues to meet (virtually), background material to read (like our Heartbeats and Kickoffs). Finally, you might include a set of to-do’s that are are a month or two later that are small starter projects. At 37signals, everything we put in a “new hire project” is meant to cover about 90 days, or two cycles. This gives them enough time to get started on real work, which is the best way for them to learn the ropes and for managers to see what they’re capable of. Many people get up to speed faster, which is great, but it’s more effective to set a reasonable time than rush the process.
What is necessary is creating some sort of workflow so they know how to get through onboarding information. It also encourages a sense of belonging which is especially important since employees will be working from a remote location and not have face-to-face interaction. The first step you can take is to create a guide that explains which tools your company uses and how you use them. The second step, and most critical aspect that should be addressed, is how login credentials are shared. Assigning an individual whom the new employee can go to with questions about the culture can be especially effective.
Implementing the Right Communication Technology
The whole thing becomes a great reference and sends the message that we’re excited to have them join us. Be sure all existing employee documentation is digitized and hosted on a company intranet for easy access. Many companies use an intranet or internal wiki to maintain digital documentation of projects, successes, failures, and culture outside of day-to-day operations (at Owl Labs, we use Notion). Remote employees are those workers who don’t come into the office on a regular basis – sometimes ever.
- Here are six ways you can develop an effective onboarding training plan that secures a positive employee experience, boosts productivity, and encourages talent to stay at your company longer.
- All remote employees should have onboarding plans for the first 30, 60 and 90 days complete with scheduled check-ins and tangible goals.
- This can go a long way toward fostering a stronger company culture as well.
- Adding a handful of engaging training materials, such as quick training videos, images, and infographics, can increase the effectiveness of onboarding training.
- Enables spontaneous conversations to replicate water more incredible moments.
- Access to professional development opportunities fosters a sense of engagement which can boost motivation and job satisfaction.
- You can include branded merchandise like a coffee mug, T-shirt, pen or stickers.
To do this, create a blended series of informal and formal experiences that aim to create community and build in touchpoints. Members of Forbes Human Resources Council offer advice on creating an effective onboarding process for remote employees. Employee onboarding software can automate many aspects of the onboarding process, from document management to compliance. It ensures a smoother, more efficient onboarding experience, allowing HR teams to focus on more strategic tasks like getting their happy, engaged employees up to speed. The organization should use the right tools to facilitate and support remote work for the remote workers and the organization. These tools should include software, hardware, and platforms that enable communication, collaboration, productivity, and security for remote work.
For Society and Environment
This provides context and a broader understanding of the market, competition, and trends, enabling employees to make informed decisions and contributions. In case any issues or concerns arise that can be addressed by the manager during regular check-ins. With this process, the problems can be solved effectively before it turns into any major issue that can make them worry and affect their work. A successful onboarding procedure is no longer simply a luxury in the age of remote work; it is now an absolute necessity. As traditional workplaces change, companies recognize the need for an all-encompassing onboarding plan that works regardless of location. [Employee’s name] will be starting on [starting date] as a [employee’s job title].
Along with communication, it’s vital to set clear goals and expectations when onboarding remote employees to ensure everyone understands what is expected of them from the beginning. The key to efficiently onboarding remote employees is to create a detailed onboarding plan. This plan should cover all aspects of the onboarding process but most importantly, include milestones that can be used to measure how an employee is progressing through the process.
With the right onboarding strategies and a clear remote onboarding plan, the challenges of remote working can be effectively managed. However, managers should be trained on how to manage remote employees by using communication platforms such as Microsoft Teams, Skype, GSuite, and Microsoft Office 365. Since the remote working culture is based on having good communication, knowing how to use these platforms effectively is essential. It’s important that remote onboarding best practices this informal mentor be a different person from the person’s manager, so that the new employee feels comfortable asking any question, large or small. Any new employee will and should have endless questions, and the last thing you want is having them feel uncertain about who to ask. Ideally, the onboarding liaison will proactively reach out to the new employee prior to the first day and establish themselves as the new individual’s go-to person.
And remember, you need to be sure your office has the right setup in both the virtual and physical workplace. Just because remote employees don’t come into the office doesn’t mean you don’t need to outfit it with the right video conferencing hardware. https://remotemode.net/ If your team conducts webinars for customers, you could also use your webinar software to create educational learning sessions for remote employees. A new hire should have a clear picture of what success looks like for the first 100 days and beyond.