Angelo Vertti, 17 de julho de 2020

If you send a written survey, combine sliding scales, multiple-choice questions, and comment sections to simplify the feedback process. Another challenging goal is building an emotional connection with new team members that are dispersed geographically. It’s easy for a new employee to feel isolated, so creating a structure to encourage informal touchpoints should also be a priority. Companies and employees are embracing the remote work movement for a number of reasons. Of course, millions of formerly employed workers are now hunting for jobs, while many companies are considering a shift to off-site hiring on a permanent basis in a post-COVID world. As a best practice, we generally recommend setting up an employee’s Thinkific account for them prior to their start date.

The best way to know if the process has to be changed or tweaked in any way is to ask employees for feedback once they’ve completed onboarding. If onboarding takes place over the course of one workday, this schedule can be broken down by hour. If it will take place over several days, be sure to hone in on the details and topics that will be covered each day. The more information you can provide a remote employee about your company’s onboarding process before it starts, the better. No matter if this is your first remote hire or your company has been remote from the start, Fellow has you covered with tips for onboarding remote employees so nothing falls through the cracks. Now, you may be wondering, “how exactly do I build remote onboarding training content?

Remote employee onboarding checklist

Without proper support, remote hires could feel disconnected from their colleagues. Regardless of where they are, your remote employees are an integral part of your company and should feel just https://remotemode.net/ as able as your in-house team. With little control over an employee’s environment and work conditions, managing remote workers can place enormous strain on the managers and the organization.

• Employees can meet their managers, colleagues and mentors through video calls.
• They make the process more efficient for managers and give new hires a chance to connect with peers who are starting out at the same time, which can help them feel less isolated.
• Ideally, the onboarding liaison will proactively reach out to the new employee prior to the first day and establish themselves as the new individual’s go-to person.
• New hires will appreciate having the option to find their own answers or ask their peers rather than wait till their next onboarding touchpoint.
• You need to ensure new hires have everything they need to complete their work.
• As a best practice, we generally recommend setting up an employee’s Thinkific account for them prior to their start date.

Following best practices ensures a structured and guided introduction to the new role and work environment, making the transition smoother and less stressful. Emphasize adaptability and the ability to work in a dynamic remote environment. Provide guidance on managing remote work challenges, equipping your new remote hire for any situation.

Structured Onboarding Plan

To do this, create a blended series of informal and formal experiences that aim to create community and build in touchpoints. As an HR professional, you’re probably trying to understand how you can create an efficient onboarding process. If you’re like most HR professionals, you already have a million things on your plate, and you don’t want to add setting up a remote onboarding solution to that list.

To find out best practices employers should take to ensure a smooth employee onboarding process, we asked YEC members for their best advice. It can also be tougher to keep remote employees motivated and engaged when they’re working on their own, away from the energy of a busy office. Another challenge is getting new hires to understand the company’s culture and way of working. Without the natural way things get picked up by osmosis in a physical office, it can be harder for remote workers to fully grasp the company’s values and spirit.

Make virtual introductions

Best practices provide clear job descriptions and performance expectations, empowering remote employees to understand their responsibilities and excel in their roles. Initiate the onboarding process well before the new remote employee’s first day. Offering each new employee a session with IT to show him or her how the videoconferencing platform, communication channels, and other company systems work can alleviate first-day anxiety. Doing this before the start date minimizes technical issues and allows new employees to be fully present and more comfortable on day one. Some organizations send new employees a new laptop and or phone before the start date, fully set up with the right company configurations and security protocols.

Helping remote employees advance their careers and professional journey makes them feel valued within the company,  contributing to a positive employee experience. Effective communication is the cornerstone of an effective onboarding program and future collaboration. Including all information in the employee handbook for future reference is helpful. Today, virtually onboarding new hires has become the new normal, and there are tried and tested methods that help remote employees integrate into the company culture.

The onboarding process sets the tone for a new employee’s experience in the company, shaping their engagement, productivity, and overall satisfaction. By investing time and effort into a robust remote onboarding program, organizations can foster a sense of belonging, build trust, and enhance employee retention. Additionally, it’s vital to establish communication norms, such as response times and meeting schedules, to foster collaboration and maintain productivity. This clarity helps remote employees feel more confident and engaged in their roles, reducing potential misunderstandings and improving overall job satisfaction. As remote work allows employers to see benefits such as greater productivity, lower absenteeism and decreased turnover, it is becoming a more widespread practice, especially after the outbreak of Covid-19. Remote workers have different needs than office workers, and this applies to their onboarding as well.

• This digital welcome gets new starters acquainted with the company culture, values, mission, and their specific roles.
• It guarantees your employees a quality onboarding experience through structured task flows, increasing the efficiency of how quickly you obtain results.
• If you expect people to work to the best of their ability, they must be given an appropriate foundation from which to achieve this.
• Give them time to go through your materials and get familiar with your processes.

With clear and concise communication, it’s possible to onboard remote team members into a new role despite the distance, ensuring no miscommunication or confusion. It’s also important to create an open line of communication for team members to address any questions or concerns that may arise during the onboarding process. With an established remote remote onboarding best practices onboarding process, companies can find that it’s easier to bring someone aboard virtually. Team building across the company is also important, so introduce the new hire to a few other key people. Try to get an executive or long-time employee to tell the story of the company. Get a product or sales rep to explain what it is the company does/makes.