Onboarding Remote Employees Best Practices, Tips and Checklist

Onboarding Remote Employees Best Practices, Tips and Checklist

Coworkers aren’t likely to stop to say hi as they pass by the new person’s desk. But at the same time, having a consistent set of “getting started” resources that someone can work through at their own pace and schedule is a real benefit. Prioritize regular check-ins and one-on-one meetings through effective communication channels to foster a sense of connection, support, and engagement. These meetings also contribute to a positive company culture that nurtures a sense of belonging (even from afar).

• Remote onboarding may mean your new starter gets up to speed more quickly and be a contributing employee sooner than if they’re asked to come on site.
• But successful onboarding processes need to be well organized so your new hires can be made to feel special, fully supported, and truly part of the team.
• Micromanaging can also just eat up a lot of your manager’s time and energy.
• Continual reinforcement of company values is critical in keeping the culture alive and relevant in your business.

You may also give your new hires their own checklist, so they can see their progress when it comes to onboarding. For a Free Onboarding Checklist, visit Creating Your Employee Onboarding Checklist. If you’re hiring from another country, another challenge is to make sure that you are conducting the checks in accordance with the relevant laws and regulations. For instance, in the UK, a more in-depth criminal check is only allowed for certain roles, such as those in the childcare sector. All documents may be submitted online, but a separate one-on-one call is always welcome to check if something’s missing or clarify any concerns. From contract signing to training, remind the employees that you are happy they are now part of the company.

Clearly Define Roles and Expectations

You should also make sure the new hires have access to the right tools and know which video conferencing software or other communication technology is used within the organization. You might want to include someone from IT in case anyone is experiencing any technical issues – the quicker any access issues can be solved, the better. Also consider asking for feedback on the onboarding process from managers, buddies, and other team members that are working with the new hire. This way, you can improve your processes and make onboarding easier for the entire team.

• Working from home can be a great experience if you know how to structure your workday while working from home.
• In the remote work environment, traditional face-to-face interactions are not always possible, andvirtual check-ins are necessary to provide opportunities for connection, support, and guidance.
• This practice is a strategic element of remote employee onboarding that promotes communication, engagement, and adaptation.
• Whether you’re in the office or remote, you can use Livestorm to bring teammates together, provide synchronous and asynchronous training, and fully engage employees in their tasks.
• At the same time, you’ll be able to attract and retain top talent and build strong relationships with remote employees.
• Since the average meeting in Kumospace last just 9 minutes, team members are quickly exposed to multiple team members as they would be during a new hire onboarding in a physical workspace.

As part of the hiring process, it’s important to remind managers to communicate to new hires what the first 100 days should look like and what constitutes success during the first few months in the role. Also, a new remote employee is unlikely to develop an attachment to a cozy office in a beautiful place. So, it’s much harder to get a new employee interested and keep them for a long time. At first glance, remote onboarding best practices it seems that working remotely is a great option for a newcomer. The new employee will not have to communicate with chatty colleagues, spend time to impress the “old guard” or keep up a certain image. The Aberdeen Group report found that high-performing organizations are nearly two-and-a-half times more likely than lower-performing employers to assign a mentor or coach during the onboarding process.

Best Practices For A Smooth Remote Onboarding Process

You can use the milestones that you included in your onboarding plan to assess the employee’s performance and address any potential issues as soon as possible. Checking in with new employees also provides you with a platform for getting feedback on the onboarding process. We have gathered the best remote onboarding practices to ensure smooth transitions for both the employee and employer whether you’re a remote-first company or are temporarily operating remotely due to the pandemic. Discover the best remote onboarding practices to ensure smooth transitions for both the employee and employer – whether you’re a remote-first company or are temporarily operating remotely due to the pandemic. Strengthening company culture ideas early on can help ensure new employees comply with your organization’s work processes and take greater responsibility for their actions.

When selecting peer mentors, make sure they have a stellar performance record, are team players, and have a successful track record in a remote environment. Peer mentors should be identified and assessed using 360-degree assessments. Prospective mentors can also benefit from comprehensive trainings that focus on key skills. You can also use resource groups to share the successes of your peer mentors. This onboarding plan should include clear instructions on how to access the necessary tools and resources, as well as any relevant company policies and procedures. It should also provide an overview of the company culture and expectations for the new hire.

Common challenges of onboarding remote employees

Take the guesswork out of welcoming new starters with our best practice guidelines and checklist. Remote onboarding can be challenging, and companies that are used to bringing people onsite might be tempted to try to use all the same processes for remote workers. This is our guide for onboarding remote employees based on our successes and failures over the past 20 years of working remotely. A pre-set schedule of one-on-one meetings with their manager, a company “buddy” and welcome from human resources to handle remaining paperwork add a little structure to the day.

Popping one’s head around the corner to ask for help is a luxury remote new hires simply don’t have. Arranging a virtual tour is a strategic initiative to familiarize new hires with the company’s physical workspace, culture, and colleagues, despite their geographical separation. Whether you’re an HR professional seeking innovative solutions or a remote worker embarking on a new journey, this guide will equip you with invaluable insights for a seamless onboarding experience.

It is also important to note that it shouldn’t just be the manager who checks in. Someone from HR should also touch base and if your company is small enough, the Director of their department or CEO should take the time to check in, too. In a remote working environment, usernames and passwords can be compared to giving an employee a set of keys to your office – so care must be taken when sharing them. After all, malicious hacking attacks occur every 39 seconds and the average cost of a data breach is $3.9 million.