5 Best-Practice Tips for Onboarding Remote Employees

In addition to that, it’s also a great opportunity to get to know them better and welcome them to the organization. Group onboarding helps make managing all your new hires far less of a hassle and can save a lot of time for your managers. And as the next generation of remote workers joins the workforce, how they’re onboarded has become a focal point of discussion. Nailing the preboarding process ensures that the employee can begin building momentum in their new role from the very first day of employment. Assigning a project during the first week helps managers and new hires align on work processes, deliverables, and pace.

This is when you assign a current team member to serve as a mentor for the new remote employee. Some organizations use the 4 C’s of onboarding (compliance, clarification, culture, and connection) for traditional onboarding. For remote workers, they need to be restructured to address the differences caused by the remote setting. Conducting an effective virtual onboarding experience starts with identifying the challenges of remote onboarding to determine the best strategies for overcoming them. For companies hiring remote workers, there are support options that can assist in managing this process remotely.

Create an Effective Onboarding Strategy

By creating a structured program that is based around your company’s key training concepts, new employees have the resources needed to better perform their roles. These programs should ideally include a virtual orientation session, one-on-one meetings with managers and team leaders, and relevant training applicable to the employee’s role. By implementing these processes, you provide new hires with the opportunity to ask questions and learn more about your company.

  • Then act on the feedback you receive to create a process that ensures new hires are enthusiastic and productive from the very start.
  • Establish a clear line of communication with whom tech difficulties should be addressed.
  • In fact, studies indicate that up to 20% of staff turnover happens within the first 45 days of employment.
  • The COVID-19 pandemic has altered the way many companies work, with remote working becoming the norm for those who can work from home.
  • Undoubtedly your organization’s remote work set-up was discussed in the recruitment process.

Instead, it’s better to clearly communicate what you expect from your new employee and then assign them to a relatively straightforward task where any potential mistake can be easily corrected. When you implement a buddy system, it is important to regularly check in on the system and make sure it is refined based on onboardee and buddy feedback. Kyla is part of the Marketing team at Kumospace, where https://remotemode.net/ she helps run the social media accounts and creates content. Kyla has many different passions outside of work, including volleyball, traveling, and restaurant dining. This allows both sides to share their screens and highlight what was done well and what could be improved. By the end of their first month, your new hire should feel confident and optimistic about how to succeed in their role.

Effective virtual training

In most companies that have a remote workforce, the tech stack tends to be large. Team communication tools, video call apps, and project management tools all have their features, use cases, and quirks. Getting a new employee up to speed with what’s going on in the team can be a time-consuming task. A great idea to streamline this would be to use Vowel to create a folder of the relevant meeting recordings (town halls, all hands, sprint demos, etc).

best practices for onboarding remote employees

They should have a good understanding of the company’s culture/values, enjoy providing help, and be up for initiating regular audio and video check-ins. Additionally, facilitate a channel of communication between current employees and the new remote teammate. On that channel, announce the new hire and share an overview of their skills and personality so the team can become familiar. For businesses that wish to expand their operations internationally, Horizons’ global Professional Employer Organization (PEO) streamlines your compliant expansion into your new market. This enables you to commence operating in foreign countries in as little as 48 hours and can save your business up to 85% on normal expansion costs.

Set clear expectations and connect the individual’s work to the broader organizational mission, vision, and goals.

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. 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. In order to keep it fun and light, try playing virtual icebreakers during the meeting. Also, encourage team members to set up staggered virtual coffee chats and lunch dates with the new hire during the onboarding timeframe.

Remote workers have different needs than office workers, and this applies to their onboarding as well. They’ll need the right technology, tools and resources to become familiar with the company and to get to know their co-workers and managers. If the onboarding https://remotemode.net/blog/10-best-remote-onboarding-practices-to-adopt/ process for remote employees isn’t up to par, employers could risk losing hardworking talent. In this article, we’ll look at some of the challenges of remote employee onboarding. We’ll also share tips for creating a successful remote onboarding program.

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