7 Effective Tips for Onboarding Remote Employees Freshteam Blog

It is a tricky process at the best of times, and remote onboarding creates new challenges for HR teams. The early stages of an employee’s onboarding journey are the key to ensuring they understand their role and the company culture. In addition, a positive onboarding experience will produce high levels of employee engagement and can also help increase retention. Remote onboarding is the process of preparing new employees to join a company by training them for their specific roles, in a remote setting. Meeting new coworkers is a key component of onboarding, and when carried out on a virtual office platform with real time communication, socialization with coworkers feels natural. These remote onboarding processes have eased the transition of joining a new team and feeling like you have support and camaraderie, all from your home office with a sleeping 2-year-old in the other room.

What are the 5 C’s of effective onboarding?

These have since evolved into the 5 “C's” of Onboarding: Compliance, Clarification, Confidence, Connection, and Culture.

One way to be thorough about this is by encouraging new employees to schedule brief one-on-one sessions to get to know each team member personally. A huge perk of remote onboarding is the employee feeling comfortable in their physical environment of choice. That being said, an employee will want to set up their physical workstation in an area with good lighting that is relatively distraction-free. Different companies may have varying expectations for your work-from-home background, but don’t worry; any background can be blurred for professionalism’s sake. It will be helpful to communicate best practices for a work-from-home setup specific to your company’s standards ahead of onboarding.

JTI Poland: Onboarding remote employees during COVID-19

Start orientation with IT set up early on to get your new team members their passwords and access right off the bat. Developer network Adeva adds new employees to team Slack groups and sends them information about company culture and projects they’ll be working on up to three weeks prior to their start date. Try sending some videos, a link to get some swag, setting them up with a mentor, or directing them to your social media channels to get new hires jazzed to get started. New hires need help connecting with other employees, and this is especially true in a remote setting, said Tracy Browne, vice president of HR at Salit Steel, based in Niagara Falls, Ont. Browne said COVID-19 forced her company to adopt a remote work model, making onboarding more challenging.

  • Creative ideas for onboarding new employees can help to set your company apart.
  • Make sure to introduce new hires to the company on their first day, either through a company-wide Slack message or email.
  • New hires also wish to have as many basic tasks as they can handle to understand the processes involved in real work.
  • Getting off to a fast start to give your new colleague early comfort and confidence — making him or her feel welcome.

Ideally, this will help reassure employees and also help them complete their best work. The point of remote onboarding is to make it as seamless a process as regular onboarding. This is especially true in a hybrid work context when you want to make sure that every new employee has a similar, exceptional, and efficient experience. You can use this feedback to refine the plan so that both your company and future employees can reap the benefits.

Establish strong relationships across the organization.

A computer, internet connectivity, a business email address, and any required software or programs are included in this. If you can, mail these products to them ahead of time so they have all they need from their first day. According to research, new hires normally know whether they will stay with the company just within the first few weeks, so it’s key to nail your onboarding process to engage the new hire. Using an onboarding software designed for remote implementation ensures that things are encrypted and protected from unauthorized access. Many software companies also keep extensive data logs so you can determine if someone accessed something they weren’t supposed to. It isn’t easy to move from traditional onboarding to virtual onboarding.

  • Introducing Pilot’s Remote Compensation ToolSearch for remote salary data around the world by job title and location.
  • As long as you pair a remote authorized representative with an excellent audit trail, your business should be able to withstand any audit thrown your way.
  • That being said, an employee will want to set up their physical workstation in an area with good lighting that is relatively distraction-free.
  • Your remote employees can choose the best and most optimal way to get to know your company, its culture, and people through personalization.

Remote work can be lonely, so be sure to point out social activities. Additional challenges that are unique to remote employees include technical and personal issues, as well as inexperience working from home. Onboarding new hires is one of the trickiest challenges HR teams remote onboarding best practices must face when supporting work-from-home and hybrid models. Then, schedule manager one-on-ones or meetings with other supervisors the employee will closely work with. After a few days, introduce your new hire to everyone else on the team during one larger meeting.

BONUS: Check out our Remote Onboarding Best Practices Ebook!

A virtual team meeting during the first week can give them insight into how the organization operates. Keeping a weekly or biweekly team meeting on the calendar for project updates and brainstorming problem-solving ideas will help build relationships and staff cohesion. Typically, teammates meet new team members on their first day in the office. The new hire spends a few minutes in each breakout room getting to know the small groups better. He’s also testing out meeting pods where the new hire joins two new colleagues for an informal chat. “That way there’s less pressure and more interaction,” Czar explained.

This can cause delays, missed cues and pieces of information, and reduced productivity over the course of the onboarding process. For onboarding remotely, you may utilize a variety of software options. HR software, for instance, https://remotemode.net/ may assist in streamlining your hiring procedure, including the onboarding of remote employees. It offers a centralized platform for scheduling, report generation, workflow automation, data and analytics, and data collection.

Remote onboarding became the norm during the pandemic while many businesses struggled with it. Even post-pandemic, many believe, virtual onboarding is here to stay. Over the long term, while a role can evolve, adapt, and become more complex and ambiguous, having clarity from the start will create a foundation from which the individual can more readily adapt. This makes it the ideal time to share all ideas related to company culture and company values so that it really entrenches itself in your new hire’s work habits. A high degree of employee engagement is a powerful driver of company performance and growth. Engaged employees are passionate about their role within the organization and know that their contributions are valued.

remote onboarding best practices


Posted

in

by

Tags:

Comments

Leave a Reply

Your email address will not be published. Required fields are marked *