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Onboarding and Training for a Rekindled Remote Work Era

Remote onboarding is essential, especially for employees who are dispersed throughout different cities or countries. It lays the groundwork for new hires to smoothly transition into their new role. Just as an uneasy child would need a warm welcome on the first day of kindergarten, a new employee will appreciate a well-planned onboarding process.

  • You can ask them to check off what they have read using a remote onboarding checklist.
  • Pre-boarding is essential to keep a new hire engaged during the period in which they have signed the contract, but not yet started working.
  • Some folks may be struggling to connect to their work and team members while working remotely — if your employees are feeling disconnected or alienated, you want to catch it before it becomes too big of a problem.
  • The key to successful remote working often comes down to how easily login credentials for business-critical tools can be provided, shared, and accessed.
  • Proactively schedule meetings not only with the people the new hire will be working closely with, but also people who they wouldn’t get to interact with in their day-to-day.

Collaborative tools such as Trello, Asana, and Slack make this easier, ensuring new hires are not just spectators but active participants. These platforms serve as virtual hubs, streamlining communication and ensuring everyone stays on the same page. Sometimes, orientations can include a section that guides new hires by filling in mandatory worker papers and reviewing a company’s code of conduct and safety policies.

NY Times tech workers strike against return-to-office policy

“Start and end each day with a short one-one-one with their manager, but plan the remainder of the day so they can meet with each department pertinent to their job.” That’s a tall order in a virtual working environment, where employees are never in physical proximity to one another. This will help the new employees get to know and understand the company better, easing them into the process of working there. As for W-4s and other HR paperwork that doesn’t typically require physical presence, you can ask the employee to complete and sign them digitally. You can easily manage this process with a digital onboarding tool, such as Rippling, and by enabling an e-signature solution such as HelloSign.

80% of new hires who receive poor onboarding plan to quit—especially if they’re remote workers – Fortune

80% of new hires who receive poor onboarding plan to quit—especially if they’re remote workers.

Posted: Wed, 15 Mar 2023 07:00:00 GMT [source]

Let your new team members know you’re available to address their questions or concerns by setting up regular check-ins. Regardless of how busy you are, you want to let people know you are available to help them. Set up a weekly catch-up to make sure they’re getting the most out of their virtual orientation. The quality of the onboarding process will also determine the employee’s development at the company. When onboarding is done well, employee development starts off on the right foot and progresses positively.

Employee Onboarding Checklist Template

We have some virtual documents, but the onboarding user experience could use some work. We’ll be in your inbox every morning Monday-Saturday with all the day’s top business news, inspiring stories, best advice and exclusive reporting from Entrepreneur. Remember, the start of a short-term project is the beginning of a long-term relationship that can serve your business needs as much as the freelancers’. Once you’ve recruited the right freelancers for your business, maintain a good rapport and continue to build trust. Gone are the days when freelance marketplaces were just the go-to for a $5 logo.

Sales Benchmark Index says another one of the top mistakes companies make when it comes to new hire sales training is not providing enough mentorship or support. Remote employees have expressed that they felt passed around when colleagues and managers were too busy to help them get up to speed. Employees can also snap photos and videos completing different “challenges” that center around company culture, socialization, learning, and acclimation. Depending on what resources you have available, arrange to have the necessary equipment delivered to your new hire before their first day so they can hit the ground running. Additionally, if your new hire needs access to any special systems, have the steps they need to take to gain access documented so the employee can immediately begin requesting the access they need to do their role. Though your new team member may not be working directly alongside your other employees, you want them to feel included and like they are a part of the team.

Effective Tips For Onboarding Remote Employees

While this may seem like a no-brainer, remote access issues can be nerve-wracking for any employee on their first day. When onboarding is done, you should also send a survey and ask for overall opinions and feedback. Employees should be able to share their experiences and give ideas on what’s working and what needs to be improved. They can share pictures, talk about volunteering, and give ideas to your company on how to build a volunteer program.

  • You can play something like “two truths and a lie” or ask icebreaker questions as well.
  • One of the main functions of an ERG is to help provide development opportunities for everyone — whether it’s personal or career development.
  • Having IT issues when working remotely can be challenging, so mitigating these issues for new employees supports a smooth transition.
  • You can also use an employee engagement survey to regularly poll your people on how they’re feeling.
  • In fact, according to a 2018 report by Urban Bound, Companies who commit to an extended onboarding experience accelerate new hire proficiency by 34%.

One school of thought is that onboarding should be completed as soon as possible. With the efficiencies offered by onboarding software (and by moving much of the process into the period before they begin work), onboarding can be completed within days or a week at the most. There’s a lot of goodwill during this period, but don’t try to pack too much into these 30 days because the new hire isn’t getting paid for their time.

There are a variety of software options available including video conferencing platforms, learning management systems (LMS) and employee engagement tools. Your current in-person onboarding plan is in place for a reason; don’t toss it to the side when welcoming a remote employee. Start by carefully evaluating your existing onboarding sequence and identifying the value of each component. Focus on the objective, whether that’s providing an overview of the industry, product training, or practicing objection handling.

  • Once you’ve put your remote onboarding plan in place, it’s on the managers to see it through.
  • During the onboarding process, be sure to emphasize your company’s culture and key principles.
  • New hires, training, policies, practices, beliefs, and most importantly, the transitional process of newly hired employees all fall under this umbrella term of onboarding.
  • When new employees are physically distant from their team, you want them to feel included.
  • Use checklists of onboarding activities and don’t be afraid to give employees a little nudge to keep them on track.
  • The Netherlands, however, is way ahead of other countries with 65% of the population working remotely at least part of the time while in, for instance, the UK this is just over 15%.
  • Thoroughly test the software prior to implementation and ensure your team members know how to troubleshoot common issues.

All of these tasks are included to help set your new hire up for success from their first day. That’s why, in this Process Street article, I’m taking you through everything you need to know about onboarding employees in a remote environment. Remote work can offer increased employee productivity, reduced churn, and decreased absenteeism, and much more. But these benefits are only within reach when you’ve set up a good remote workplace. Alongside the standard forms such as employment contract, payroll, etc., the candidate should receive information about their new employer that introduces the company culture. This could be a video message from the CEO, a note from the head of marketing about the company brand, or a short history of the company.

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