For example, in an office, you might turn a new hire loose and let them discover aspects of company culture on their own. In a remote environment, culture is more deliberately curated, which means you can set the stage for a positive experience from the start. Despite the absence of an office, onboarding remote employees really isn’t all that different from onboarding employees in person. 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.
You can also host a virtual lunch to break the ice, share some laughs, and make new hires feel at ease on their first day of joining. Real onboarding starts before an employee officially joins your organization. You can get the ball rolling well in advance and set the right tone for the employees’ journey by surprising them with a welcome package.
Cheers to a great (virtual) start
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 process for remote employees isn’t up to par, employers could risk losing hardworking talent. Take steps to reduce the first-day nerves by conducting video meetings over Zoom, taking them on a virtual tour of your office, and creating personalized onboarding experiences. Set clear expectations from the start and organize fun activities to help employees give their best at work while also having fun at the same time. As the role of new hires gets complex with more responsibilities coming their way, they will be able to easily adapt to the changes.
- Also, make it clear that you’re available if there are ever any questions or concerns the new hire has.
- You can also set up a “shadow week” that involves attending stakeholder meetings and group discussions.
- All you need is a bit of extra planning, a good internet connection, and the right tools for the job.
- Johnson stresses that it’s vital to provide ongoing support and feedback to ensure their success.
- When creating a positive company culture, it becomes easier to build strong relationships and instill a sense of purpose in the new job role.
- To help new hires build a broader network, consider involving them in larger group discussions.
- Another great idea to help new hires understand your company culture is to designate a culture onboarding buddy.
Explain the roles and responsibilities and show how they are aligned with the company’s overall success. Ask the team leaders to give presentations on the company goals and what contributions are expected from the new employee. This level of clarity is crucial to help them prioritize work and achieve quick wins in the first few months.
Ultimate guide to recruitment and talent acquisition
Today’s job seekers bring a wealth of unique skills to the table, which also means they’re looking for better benefits and more flexible positions. As a result, HR teams and staffing professionals will need to grow out of their previous recruitment strategies to consider remote onboarding best practices these shifting trends and attract the best, most skilled talent. And the executive room comes with a whole different level of expectations—yours and theirs. While it can feel scary to put your opinions—or even your voice—in the room, that’s why you’re there.
- But while onboarding remotely presents some challenges, you can still make new hires feel welcome and set them up for success in a remote work environment.
- Members of Forbes Human Resources Council offer advice on creating an effective onboarding process for remote employees.
- An employee handbook acts as a one-stop platform, providing new employees quick access to crucial information on your policies, products, vision, mission, culture, and a lot more.
- Encourage new hires to participate and make it easy for them to get involved.
- As you may have noticed, communication is somewhat of a central theme in remote onboarding.
- It’s best to send new employees electronic assets like laptops or phones well before their start date.
Just like offline onboarding, the aim of virtual onboarding is to give employees a well-rounded view of your company’s culture, processes, and policies and help them embark on the new journey with confidence. Team building across the https://remotemode.net/ 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.