Since lockdown we’ve all come to adjust to the new normal and working practices from home. Many new starters have begun roles without ever having stepped into the office or even met some of their colleagues in person during the recruitment process.
We know effective onboarding can increase retention, performance and job satisfaction, but are existing measures fit for purpose and still as effective for remote employees? Below we look at some measures businesses have taken to ensure a smooth transition for new joiners and a checklist to ensure the successful onboarding of remote employees. If done correctly it should result in them being up to 54% more productive as new hires.
1. Assist with their home office set up
They may not have expected to be working from home and it’s important they have an environment at home that maximises their productivity and reduces stress. This could be to do with furniture, office equipment (laptops, desks, etc) and a reliable internet connection. Get them up and running with the correct digital tools (intranet, email, messaging apps, video conference software, etc) and ICT support asap.
2. Create a checklist of goals and outcomes for the first 2 weeks…and beyond
It’s important they feel there is still some specific targets and structure in place for them whilst they get used to the expectations of the new role. It should reassure them and give them realistic goals to pursue and check off tasks as they go. Send them information about social media channels, company handbook and culture, any useful business info and projects they may be involved in even 2 or 3 weeks before they start their new role.
Don’t be afraid to create longer-term plans of up to 3 months or more for them. This could be a dynamic document and action plan to re-evaluate every month which adjusts and grows with the employee.
3. Introduce them to the team
Ask them to record a 30 second clip introducing themselves to the business. I know of one example where an employee wore a three piece suit but 20 seconds into their video stood up and revealed he was wearing Liverpool FC football shorts to show off his sense of humour and loyalties! You don’t need to wait until the company meeting for the introduction and should email a brief bio and the clip in an email to the business. That way they’ve hopefully broken the ice for when they do a video call with colleagues.
4. Check in regularly and set up 1-on-1s
Have a video call with them at least once a day so that they can ask you any questions they may have from that day and anything they need clarification on. Ask them how they are finding the onboarding process, if they enjoy the projects they are on, how often they would like to touch base and what channel of communication they prefer.
5. Initiate professional development and personal growth opportunities from the outset
Two thirds of remote workers are looking for specific work related training. Ensure they have access to online training materials and courses. There should be a budget in place for continued professional development during and/or after orientation which ties in with what we discussed above around a 3 month action plan.
6. Find them a buddy/mentor
It can be awkward for new joiners to ask questions especially to people they’ve never met. Giving them a buddy gives them a chance to ask questions they may perceive to be silly but just as important even if they are mainly to give them a better understanding and insight into the culture and working methods within the business. This person may likely be on a similar level to them within the business but should free up some of the time commitments for a manager whilst giving others a chance to have a taste of mentoring or management if they’ve not done it before.
This person also acts as a vital source of unwritten information they would normally get from interactions during a meeting in person and wider company culture.
7. Be social and organise virtual company events
The Thursday or Friday drinks can still take place! Organise a quiz, play online games or whatever you like to ensure they get to bond and mingle with other colleagues and keep themselves feeling involved and morale high.
