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10 Remote Onboarding Best Practices to Skyrocket Productivity and Retention by processstreet1

In large companies especially, many new hires may not know who to contact for what. Their “buddy” can introduce them to people of different departments and do occasional check-ins to make sure that the new hire is getting acclimated. Decide what your process and policy for new equipment will be ahead of time. For example, Clockwise offers all new hires the basics they need to get started. Remote workers also get a $500 work-from-home stipend to put towards upgrading their desk, chair, or anything else that will help them work. You don’t want new hires waiting around for necessary equipment like their computer, headset, external monitor, laptop stand, and anything else they need to work from home.

  • Using an onboarding software designed for remote implementation ensures that things are encrypted and protected from unauthorized access.
  • 36% of HR professionals identify a lack of technology as the reason for their inability to organize and automate their onboarding process.
  • New employees must be equipped with the right resources, introduced to the right people and ushered into the company culture as seamlessly as possible.
  • Other than that, all the steps followed in conventional onboarding are more or less the same in remote onboarding – except it’s virtual.
  • These best practices apply to both remote-first companies as well as businesses that are hiring virtually temporarily.
  • While you should have gained important information during the recruitment process, you can also send out a short survey to help you form a personalized virtual onboarding process.

It also answers some of your new employees’ questions, thus preventing them from feeling lost on their first day. We’ve highlighted some of the most indispensable elements to successfully onboard remote employees. Keep these in mind when creating your onboarding process, and you can set the stage for healthy, long-term professional relationships with all your new hires. Getting off to a poor start breaks a new employee’s confidence and leads the organization to question the wisdom of the hire.

Ship technology tools before Day One

You need to have a sound onboarding plan in place that defines the different steps that need to be completed in order to offer a smooth experience to the new hire. Having an an onboarding checklist checklist that brings together the different stakeholders (HR, IT, line manager etc.) in a collaborative way will create a coherent experience for the employee. It is important to create a clear onboarding workflow that outlines the process step by step.

remote onboarding best practices

Strengthening company culture ideas early on can help ensure new employees comply with your organization’s work processes and take greater responsibility for their actions. This is a greater issue with remote work since supervision is limited. Follow-ups for employees can be as simple as an email or a message on your communication tool, like Slack. Aside from direct supervisors, it’s also a good idea for human resources managers to schedule periodic one-on-one video calls.

Having direct communication with their manager

This video shouldn’t be too formal, it should make the employee feel at ease in their new work environment and allow them to get to know the company and its employees a bit better. You can incorporate these practices into your remote onboarding strategy to achieve an efficient process for everyone involved. These factors can often be more pronounced when workers need to be onboarded remotely as part of a virtual team. Starting a new job has traditionally meant meeting lots of new people.

  • Hence, they must always have access to important documents and information about the organization.
  • For the purpose of employee satisfaction, it’s important to know firsthand what worked well and what could be improved.
  • The lack of human connection can make the first day feel ordinary or even intimidating.
  • Ideally, all software and tools (including VPN access) should already be installed on new employees’ laptops, because if they work from home they can’t simply drop the IT department to get some help.
  • Since then, several video conferencing tools, webinars, and other online resources are being consistently used to create a seamless remote onboarding experience.
  • A quick video call with the CEO or another top leader also helps drive home the feeling of inclusion and the importance of the work.

Incorporating live webinar training sessions can be another great way to make employees feel welcome by getting their questions answered in real time and building a sense of camaraderie. Consider creating a welcome pack that can be distributed electronically to new remote employees. The welcome pack should ideally be sent out to new employees before their first onboarding session. She adds that it’s important to capitalize on new employees’ heightened engagement during onboarding to integrate them into the company culture before they’re bogged down with work. Instead of holding onboarding meetings and training in person, these activities take place via video conferencing, webinars, online interactive exercises and other virtual activities.

Effective virtual training

Having at least one group gathering can be quite empowering and motivating. Of course, some employees work from distant locations, so they might not make it to the meeting. The following 10 best practices will help support a company through remote onboarding. Checking in regularly with a new employee allows you to assess the effectiveness of your onboarding process as well as making sure that the employee is progressing as expected.

What is an onboarding checklist?

An onboarding checklist is a way for hiring managers to organize the steps involved in guiding new hires through their first days and months at a company. The checklist ensures that each critical stage of the new hire onboarding process is complete. It provides a starting point for procedures specific to a job role.

We send everyone a $20 Grubhub gift card and use this meeting to get to know each other outside of what was on the resume. We ask questions like, « If you could eat one thing for the rest of your life, what would that be? » We may also play two truths and a lie. As we outlined above, effective HR software can help remote onboarding by offering a single source of truth for all your onboarding tasks.

Instead, try using a virtual office space, where socialization feels natural, akin to everyday face-to-face interactions. If you’re hiring remote employees, it’s important to get the virtual onboarding experience right. Wise employers nurture retention by continuing to provide appealing learning and development opportunities for as long as an employee stays with the company.

In this Process Street post, we’re giving you 10 remote onboarding best practices to help you get started. This is especially true when employees are spread across time zones, as well as when companies wisely give remote employees flexibility to incorporate work-life balance into their schedules. Have 30-, 60- and 90-day development checklists for new hires to assess their needs and confidence in different areas. Avoid the expectation that remote workers know everything by a certain date; instead, embrace the way they learn and the journey to help them get there. Onboarding is an employee’s first impression of the company, and as we all know – first impressions count.

What are onboarding activities?

Get your new team members onto your platform or array of platforms ASAP so they can connect with their team, become familiar with the tools, and are looped into current team developments. Undoubtedly your organization’s remote work set-up was discussed in the recruitment process. According to a recent ADP research report, 64% of surveyed employees would consider looking for a new job if they were required to return to the office full time. Pioneer in remote employee onboarding technology earns one of the highest recognitions of socially and…

This creates a connection to the organization and reduces new employee anxiety. It turns out that the biggest barrier to creating an intentional, differentiated onboarding experience is often mindset. Becca Van Nederynen, head of People Operations at Help Scout, found that a lot of new remote employees felt a sense of impostor syndrome. They felt isolated and like they didn’t know where to turn for feedback, questions, and checking in. Van Nederynen talks about how remote work faces the challenge of replacing the casual smiles and unconscious sense of belonging that exists in a physical office. They will most likely need a laptop, webcam and mobile phone to carry out their role.

Best practice #1: Develop an onboarding plan with clear milestones

The overwhelmingly high rate is attributed to one reason —  an ineffective onboarding process. In an office setting, these connections may have happened organically. In a remote setting, these dedicated meetings create a more intentional way of connecting to your workplaces’ social ecosystem than ever before.

What is the 4 step onboarding process?

Phase 1: Pre-Onboarding. Phase 2: Welcoming New Hires. Phase 3: Job-Specific Training. Phase 4: Ease of Transition to the New Hire's New Role.

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