HR has the opportunity to create an experience that energizes new employees during the onboarding process. Individuals who feel welcomed, prepared, and appreciated during their first week at the organization are more likely to stay and be committed to the organization.
The first and most important step is to provide equipment, technology, usernames, and passwords. However, the tools are only the starting point; the process you put new hires through determines their experience and productivity.
Here are five strategies for creating a remote onboarding process that prepares employees for their new role while also making them feel like they are a part of the team.
Go-getters thrive in remote environments. They arrive early and work without being prompted. However, this is not the case for everyone. Some people are more task-oriented and require a plan to outline their day’s activities.
You must get to know the person you are bringing on board and the management style they require. Learn how the new team member likes to work.
Don’t leave them wondering what to do or who to contact. Begin and end each day with a brief one-on-one with their manager, but plan the rest of the day so that they can meet with each department relevant to their job.
Define Your Role
Managers may fall into the trap of focusing on communicating information about the organisation while ignoring the specifics of the person’s role. Newcomers must understand how to do their new job remotely as well as how it fits into the business.
Introduce a Coworker
Interactions and team dynamics emerge organically in person during a trip to the cafeteria, in the hallways, or when entering and exiting a building. Creating those moments from a distance can be more difficult. Pairs new remote employees with an in-person staff member. This allows them to gain the most insight and information about the work culture and expectations from someone who has prior experience in the same field.
Maintain a Casual Atmosphere
Keep online meetings casual. He starts the meeting a few minutes early to allow for conversations about the weather, the weekend, or any other highlights that attendees wish to share. He also thinks about what it’s like for others on the call to watch and listen.
Ensure that the video and audio experience is suitable for others to consume. When you don’t have good lighting, your face is blurry, and the audio sounds like you’re in a market, [all of these] leave a negative impression.
Be open to any information that can help us improve our current [onboarding] process. Send a Google Forms survey to a new hire at the end of their first week. Questions seek specifics on what went well and what changes could improve the process.
These surveys provide a wealth of ideas for incorporating into our onboarding process and improving the new-hire experience. Check-in with each person after the first week and solicit feedback that will benefit the entire team.