A Complete Guide to Remote Employee Onboarding

Be sure to check in with your new hires about their onboarding experience. Try to understand how the process is helping them, what’s working, and what needs work. On top of content creation, collaborative learning should also happen remote onboarding best practices during the onboarding process. Your employee onboarding processes must be flexible and nimble, and should adjust to interruptions and changes in the way you work. Others have fresh staff in the heart of training and trial periods.

You don’t want them to have to worry about getting their computers or Gmail access, too. In this recap, we’ll run you through six key steps to great remote onboarding – and a few things you should avoid, or you can download our comprehensive ebook, below, for the full picture. You might already have scheduled an orientation on filling out timesheets and documenting work. But you may also need to schedule orientations suited to the new hire’s department or project team so the employee is well introduced to their job functions. Tell new hires about the possible career paths they may want to follow.

Instill a sense of belonging in your new employee.

Any documents and forms should be presented in an organized manner. Also, a new hire joining the company should feel welcomed, which can be achieved by sending a care package and setting up team and individual introductory meetings. While starting a new job can be both exciting and nerve-racking, remote onboarding can streamline this process.

In that sense, onboarding remote employees really comes down to making sure you have an aligned process for both remote and in-office positions. That means having the same tasks, due dates, and the like, stored in one place. A welcome kit for new hires- Sending a friendly message and a kit to welcome a new employee can do wonders for a brand’s image. It shows the new team member that they are valued and appreciated.

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Most onboarding platforms will allow you to measure and track results. It is important to take note of this throughout the process and use them as a reference point for regularly scheduled check-ins with the new starters. A report by Software Advice shows that 50% of employees are more engaged by taking microlearning courses. Confirming that video should eventually become part of your onboarding process. Make the entire team aware of the starter and their role in the company. You may want to start a welcome thread on Slack and send out an email with some facts about the new starter on or before their first day.

• „New hire paperwork should be launched the moment the employee signs the offer,“ she said.
• According to research, 72% of new workers consider one-on-one meetings with their direct managers to be the most significant part of the onboarding process!
• This is where you can include all of the important information about your company, such as the company culture, remote work best practices, and team communication guidelines.
• Encourage your team to include some non-work related things, too, to make the remote onboarding process feel more personal.

Present your new team member with a clear document with a checklist of things to read and things to do that’ll get them started. This can also contain the milestones they’ll hit throughout their first 6 weeks. Onboarding new hires is a key part of building and maintaining business capability – especially during times of stress or disruption. With these interactions and responses, every one of your courses and modules becomes a living document and is a collection of all the expertise, questions, and learning experiences of your previous learners.

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Remote hires shouldn’t spend the weeks before starting their job in a black hole, disconnected from and seemingly forgotten by the company. Preboarding should stoke new employees’ excitement, introduce them to necessary contacts, and provide the tools and resources https://remotemode.net/ they need to hit the ground running. The practice of preboarding—preparing new hires from when they sign an offer letter to when they start work—was a trend before the pandemic. But it’s more critical and complex for remote workers whose first day occurs at home.

• If you are onboarding remotely, it’s perhaps not as easy to share that culture.
• With an effective onboarding process in place, you can be confident that they can carry out tasks on their own and when in doubt they will know whom to reach and how.
• Remote employees have gone from being the exception to becoming a major part of the workforce.
• Be deliberate about scheduling social activities within the onboarding process to allow the new team member to connect with colleagues.
• Send out a survey or hop on a video call to discuss the onboarding program’s strengths and weaknesses.

Instead, try using a virtual office space, where socialization feels natural, akin to everyday face-to-face interactions. New employees will be eager to meet their future coworkers and vice versa. An introductory meeting with the entire team should be scheduled for their first day of work.

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You may need to invest in video conferencing platforms that have a bunch of games and activities to boost your new hire’s morale and enthusiasm. Onboarding, whether remote or in-person, aims at easing new hires into your company. Preboarding a remote employee removes all friction for a smooth induction into your company. From new hire packets to onboarding checklists, BambooHR makes onboarding simple. Our expert-approved templates will save time while still giving you plenty of room to personalize each new hire’s experience.