How to Set Up a Remote Employee for Success on Day One

Lastly, arrange regular check-ins with the new hire to see if they are adjusting well to their role, teammates, and company culture in general. Remote onboarding wouldn’t be complete without an orientation on company policies and protocols. If they have already received their employee handbook, you can take this opportunity to highlight the most important things and to receive questions.

reasons your sales presentations need to be interactive experiences

An HRIS will allow you to position yourself clearly in the different stages of this process on a platform where all the data is centralized. IT Glue is a leading remote onboarding best practices cloud-based software company that understands the importance of employee onboarding. Our SOC 2-compliant documentation platform can help you document your onboarding process and ensure consistency.

1. For instance, in the UK, a more in-depth criminal check is only allowed for certain roles, such as those in the childcare sector.
2. It can be frustrating and demotivating for new hires to struggle to access the necessary tools for work and communication.
3. There are different ways in which you can collect feedback from your new employees.
4. Employee onboarding is just as important as the hiring process and even more so when onboarding virtually.
5. It turns out that the biggest barrier to creating an intentional, differentiated onboarding experience is often mindset.
6. Then, you could offer pre-recorded videos or interactive modules covering topics like company policies, basic software tutorials, or cybersecurity best practices.

Extending these communication tools to all your company’s departments will ensure that remote employees always find someone to talk to and are part of daily discussions among colleagues. Consider setting up a clear action plan so that you don’t find yourself at a loss and risk losing your employee’s motivation in the first few days. However, remember that distance should not be an excuse to stifle the new employee – finding a balance between autonomy, supervision, and training is necessary for virtual onboarding. Does the employee have the necessary remote working tools to start their work peacefully? Do they know whom to contact to solve their issues and how to get help quickly?

Onboarding is that critical juncture of the employee journey when a new hire connects with other members of the team, learns the ins and outs of the job, and has a chance to feel and embrace the company culture. All of that is likely disrupted if your company has recently moved to a work-from-home or hybrid model, which means you need to focus on creating a positive remote onboarding experience — and fast. Your existing employees have experience and expertise in your internal processes. It can be overwhelming for new hires to complete all the training at once. Virtual onboarding should begin with human resources or key team leaders covering the company culture, values, mission, organizational chart, and products and services. With the stage set, it’s time to discuss workplace policies, including the code of conduct and administrative details, ranging from holidays observed to your firm’s expectations about daily or weekly work schedules.

Automate Your Entire Onboarding Process

You should, therefore, make them feel comfortable by establishing personal connections. The items and ongoing tasks in your onboarding process are basically milestones, which have specific timelines. This helps new hires to stay productive during the first few weeks of joining your company. More companies are shifting to working remotely because of the COVID-19 pandemic, and most are planning to stick with flexible workplace options even after the pandemic has subsided.

While these things seem like common sense, you’d be surprised how broken the onboarding process for remote employees can be still. 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. Remote employees are those workers who don’t come into the office on a regular basis – sometimes ever. This means they can either live down the street from HQ or on the other side of the globe.

More than half of Americans (58%) are able to work remotely at least once a week, meaning that now is the perfect time to optimize your remote onboarding process if you haven’t already. Designed for hybrid teams, Workwize makes your virtual onboarding process hassle-free. Virtual or online onboarding integrates new employees into an organization using digital tools and technologies, particularly when remote work or distributed teams are involved. GitLab has created a main page that provides a clear and informative overview of the onboarding process at the company.

In today’s dynamic work landscape, remote onboarding has become an integral part of the hiring process for many organizations. In this article, we will explore the best practices for remote onboarding to help companies foster a sense of belonging, engagement, and productivity for their new team members. The remote employee onboarding process consists in welcoming an employee 100% digitally by following the same onboarding phases as you would in person, from the signature of the hiring contract to the first team meeting. To address all aspects of remote onboarding, we must first understand the need to implement the best management practices for remote workers and the importance of anticipating the employee’s arrival.

Documentation

Clear expectations start with HR teams when they are designing the onboarding process means setting. They should spell out precisely what the job role entails, including the job’s responsibilities team or company’s timelines, deadlines and processes. A manager’s role in onboarding includes setting job expectations, explaining big-picture business goals and introducing new hires to co-workers. Managers can also model the company culture and help the new hire feel welcome within the team and the organizational community.

1. In an all-remote setting where team members are possibly working from a variety of timezones, mastering asynchronous workflows is vital to avoiding dysfunction.
2. Helping new hires feel connected to the team and understand the pecking order is key to creating a sense of belonging.
3. A negative onboarding experience makes it twice as likely that a new hire will soon look for another job, according to a report from Deloitte.
4. Some researchers recommend extending the onboarding process to at least a year.
5. Browne said COVID-19 forced her company to adopt a remote work model, making onboarding more challenging.

Our digital onboarding software balances experience and process to deliver an engaging new hire experience to remember. Beyond your knowledge base, there are a few other tools you need for remote onboarding. Onboarding a new employee can take weeks, and a popular route is classroom training – which is not possible in the COVID-19 era. Instead, new employees can use your internal knowledge base to access all the information they need in just a few clicks. Content is available from anywhere as all they need is the link to your knowledge base and their login details. This ease of use promotes your knowledge base to your new hires, who don’t have to search high and low for the information they need.

We’ll also delve into the differences between remote onboarding and traditional new hire processes and provide practical advice for the successful onboarding of remote employees. “Resources are given to our managers before and after their new hire starts, addressing topics such as resiliency and adapting to change in order to support them as they adjust to leading remote teams.” Remote onboarding requires careful planning, clear communication, and a supportive approach to ensure new hires feel welcome and prepared for success. By prioritizing the well-being and integration of new hires, companies can build a strong remote workforce that thrives in the digital age. A tip for onboarding remote employees while creating connections is to consider using a virtual mentor.