Your program should list out the tasks that need to be done before the new hires start, the tasks that need to be done on their first day, documentation guidelines, follow-up procedures and more. When you have a solid orientation program, you can avoid a disorganized and lengthy onboarding. Assigning a mentor would provide additional coaching and guidance, give the new hire a sounding board, and show how much the organization supports professional development. Mentoring is a great way for new employees to get a better feel for the company culture, including how people typically communicate and interact. «Our team immediately focused on reimagining onboarding and welcoming new employees while Commvault moved its entire workforce to working remote.»

However, all of the steps that would occur on-site instead happen via video calls, pre-recorded sessions and other remote onboarding systems. Your employee is entirely dependent on the technology and guidance that you provide. Your new employees will use a variety of business software and services to do their jobs. To provide them with access to all these apps, it will be extremely helpful remote onboarding best practices to create a reference guide that covers all the tools your company uses and explains how to work with them. You also need to educate your employees on how to keep their credentials and other important data safe to avoid data breaches. Collect anecdotes from those who have spent time with this new hire to share words of encouragement and make your pride in this employee known.

Tips to Improve Remote Employee Onboarding

When you give people your time and invest in them, even if it is virtual, will leave them feeling excited to work for your company. Make no mistake, onboarding remote employees isn’t going to be a one-off, one-day formality. Begin with the warm virtual welcome and introductions to your company and people, follow up with the online training and networking, and provide continuity through coaching and mentoring.

• Also, a new hire joining the company should feel welcomed, which can be achieved by sending a care package and setting up team and individual introductory meetings.
• An initial in-person gathering can also strengthen the quality of all the inevitable virtual meetings and communication going forward.
• Otherwise, contractors should go through the same onboarding flow to learn the culture of the company, the contents of the company handbook, and where to find necessary information.
• This portal, which is accessible both by you and the new hire, provides post-hire information, such as training, work schedule, and links to important documents such as the employee handbook.
• These can be simple 30-minute introductory chats or more focused reviews.
• Just like you would in a traditional working environment, it’s important to ensure that your remote employees have the correct equipment at home to perform their roles.

She has 15+ years of experience in marketing at fast-paced companies. Her first passion is SEO, she can’t start her day without coffee, and she enjoys spending time at the beach with her two boys and her husband. This makes it the ideal time to share all ideas related to company culture and company values so that it really entrenches itself in your new hire’s work habits.

Engage new hires before their first day

You also want them to be super specific, measurable, and time-bound. Get inspiration, and also a resource for making your video, from the team at Vidyard. Add the answers you know and route the others to the appropriate teams. Even if you use a standardized template, update a few lines to address the new hire’s special skills and talents. Consider developing a company intranet to deliver new-hire paperwork and also manage other insiders-only information. Work with your Human Resources department to virtualize every single document in a typical new-hire packet.

Of employees believe that making friends is the best way to get used to a new job. Create an online training document that covers product details or services, industry research, an overview of competitors, and links to any other relevant materials your new hire should explore. Of new hires think the most important factor during their first week is training. Doing this well in advance prevents delays on the first day and also gives the new hire plenty of time to get familiar with any new technologies or procedures. Of candidates say technology wasn’t properly configured when they started their new job. Stay up-to-date on Pilot’s latest features and learn industry news on international hiring and remote work.

Managers and Team Members Should Reach Out to New Employees Often

Insist that trainers adhere to punctuality, so the trainee feels valued. Query the employee soon after their training and welcome their feedback. You want to be certain each session was useful and is helping them perform their daily tasks.

It’s also an excellent way to ease them into their remote schedule and working with your team. Assigning an individual whom the new employee can go to with questions about the culture can be especially effective. The buddy might debrief after an important group discussion, flagging to the new employee on actions that aren’t in line with the culture or how his or her style may be perceived by others. Kyla is part of the Marketing team at Kumospace, where she helps https://remotemode.net/ run the social media accounts and creates content. Kyla has many different passions outside of work, including volleyball, traveling, and restaurant dining. Nurturing your best talent from the very start will make them feel important and valued, setting the stage for high satisfaction and a feeling of belonging. Followup is important; a simple check-in or 5-minute chat is sometimes all a person needs if they are working from home and at risk of feeling isolated.