Onboarding Best Practices Step By Step Guide

If they have a computer, then arrange for your IT department to remotely create their account. During the early onboarding phase, ask your new remote employees to fill out and return essential paperwork, such as tax forms, banking information, etc. The early onboarding period is also an excellent time to share copies of the employee handbook, company policies, and login information for all systems and software solutions. To effectively onboard remote employees and set them up for success, employers should create a checklist to make the most of this critical period.

Hiring for essential positions simply could not stop because of remote working arrangements across the globe, so it required businesses to get creative with their recruitment and onboarding processes. We’ve seen that these methods are staying https://remotemode.net/ around, with many businesses choosing to implement hybrid working models involving more remote working. When you have team meetings it is also a good idea to maintain face-to-face contact, especially when everyone is home working.

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New hires form cohorts to bond and prepare for teamwork, says Pelletier. With the pre-boarding phase complete, make sure that your new employee is set up to work remotely. Are you going to provide them with a work laptop and phone or will they need to source this themselves? You should also check that they have a suitable workspace and access to a reliable internet connection. If possible, let them have access to a team or an individual that can offer dedicated support during the early part of on-boarding process. This can be organised as a set of meetings or in the shape of a dedicated online portal.

  • In the wake of COVID-19, many companies shifted to remote onboarding for the latest hires.
  • You can add to it and edit the information as you gain new insights every time you onboard new employees.
  • In fact, 60% of companies have hired a new employee between the beginning of the pandemic and August 2020, according to a survey of 234 US employers by The Manifest, a business news and data website.
  • This makes the welcome email all that more important, so much so that it should be considered a crucial part of your company’s onboarding best practices.

Although this is a unique scenario, the probation process still performs the same function in terms of allowing both sides to decide whether the role is a good fit and that the new starter is meeting expectations. It is also a good idea to get feedback on the onboarding programme overall from your new recruit – you can then feed any learnings back into the process when you onboard your next new starter remotely. A little recognition and appreciation from a manager can go a long way when it comes to helping new remote employees feel that they’re part of the team.

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Ok it can be cheesy, but it’s worth investing time in virtual activities to help build connections. Please ensure you are set up ready for the virtual session ‘5 minutes before the course start time’ and that you have switched your camera ‘on’ before joining the interactive session. Onboarding employees with a clear picture of their duties and what is expected of them is the basis for successful hires, whether remote or not. With more people working from home, the issue of mental health has never been as important. Reed’s Bukola Odofin details how you can manage your team’s wellbeing remotely.

What are the 5 C’s of employee onboarding?

These have since evolved into the 5 “C's” of Onboarding: Compliance, Clarification, Confidence, Connection, and Culture.

And with all this movement, there’s going to be a lot of people being onboarded over potentially short periods of time. This means putting in place tools and best practices that will appeal to as many people as possible. It’s no secret that in the modern workplace, employee connection is key. And while connection starts from the very first contact, it’s critical during the onboarding process. In today’s fast-paced, post-Covid environment, remote work has become the new norm for many companies across the UK. As a result, remote onboarding has become an essential process for organisations looking to hire new talent.

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It is useful to have a checklist of all the things you need to include in the onboarding process. This will help guide managers in making sure they cover everything they need to in the induction week. A clearly set out guide will show the remote employees what their week ahead will look like, so they have a clear idea of what to expect and the goals they are expected https://remotemode.net/blog/10-best-remote-onboarding-practices-to-adopt/ to achieve in the coming weeks. This informs them of their onboarding schedule and will show them that their onboarding process has been meticulously planned and organised around them. To successfully onboard remote employees, you need a plan in place that needs to be followed by hiring managers, HR, the remote worker’s manager, and your entire team.

  • By setting up the remote employee with a buddy, this buddy can be their point of call to answer any issues they may have.
  • You know what they say – it’s the small things that make a big difference!
  • Please cancel your place as early as possible, and at least 3 days in advance, to allow others to book instead.
  • It is vital that managers schedule regular one-on-ones with their new hires, where they can discuss progress, provide space for feedback or get personal and learn to know each other better.

It helps to establish a connection between new employees and the company, lets them know what is expected of them, makes them feel included and increases the chances of them staying for longer. A good onboarding plan should specify how long the process will last and what goals you want to achieve during this time period. The Human Capital Institute (HCI) states that in most companies, onboarding does not extend beyond the new hire’s first week (or even the first few hours!). Meanwhile, Gallup has found that it takes employees around a year to reach their full potential in a new job. These factors can often be more pronounced when employees need to be onboarded remotely as part of a virtual, multi-locational team.

Arrange the onboard­ing basics

If so, make sure they have everything they need before they start working. Completing the tasks listed above gives new employees a chance to learn about the company and their new job. It allows them to gradually ramp up to maximum productivity so they’re not overwhelmed from day one. During this event, new employees get a chance to learn a bit about the company’s mission, history, and culture. They also fill out new-hire forms and receive basic details like login information.

It’s crucial you onboard remote workers properly, so details about the brand and its culture can be delivered as soon as possible. If it was a bad experience, then you might not be too happy with your job. Or you may have already left, because you felt disconnected from the brand and didn’t get the support you needed. When you’re trying something new, it can take a while to get it perfect, so when you’re implementing remote onboarding don’t forget to get feedback from your new hires when they’re settled. It’s important to not rush the onboarding process, most companies might consider the first month to be enough time but research from the Career Builder suggests that it should be closer to three months.

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