Remote work is growing more popular because it offers employers advantages including higher productivity, lower absenteeism, and lower turnover. This is especially true in light of the Covid-19 outbreak.
Since they can’t stroll down the hall to a coworker’s desk to ask a question, remote employees have distinct demands than office workers and require technologies that facilitate communication. and this also holds true for their onboarding. To familiarize with the business and get to know their coworkers and bosses, they will require the appropriate technology, tools, and resources. Employers run the risk of losing talented workers if the remote employee onboarding process is mediocre.
1. Send a warm welcome
11% of people have backed out of an agreement after signing it. A friendly welcome can help a prospective employee decide to accept your offer and can also create a positive atmosphere for employee engagement. Express your delight at their hiring and encourage other employees to get in touch with them via LinkedIn, Slack, Zoom, or email.
Share the following steps, along with details on staff onboarding. Some businesses fly distant employees to the corporate office for employee orientation. This should be communicated to new hires well in advance of the offer stage, and soon after the offer has been accepted, they should receive information about their travel plans and itinerary. Employees receiving remote employee onboarding should also be informed of what to expect.
2. Give remote workers the tools they need to complete their duties
On their first day of work, office workers often have a desk, chair, computer, and other accessories. Remote employees usually require the company to supply the standard office supplies because they may not yet have an office setup at home.
Consider allocating a certain amount of money for each remote employee’s home office setup. To make this process easier for your new hires, it could be useful to provide a list of office necessities. If you provide your new remote employee with the necessary office supplies on their first day, such as a company-issued laptop, phone, or other necessary office equipment.
Send detailed instructions on how to connect to the company server separately, along with the contact information of a member of your tech support team who can assist the new recruit with any difficulty.
To successfully onboard remote employees, it’s essential to give them access to email, webcasts, internal platforms, and other technologies right away. This shows your new hires that they are a priority and will help your business.
3. Encourage a supportive team culture
Early teammate introductions for new remote employees are a crucial component of an onboarding program. During the first week, a virtual team meeting can give new employees important information about how colleagues get along, what a normal day looks like, and how the company runs. To foster relationships and employee cohesion, schedule weekly or biweekly team meetings to discuss project updates and explore solutions to problems.
At the end of the second or third week, consider having a virtual lunch with the complete team. As a conversation starter, bring up issues like how team members are balancing work and life and dealing with the isolation of working from home. The interaction could reduce some tension for a worker who is still getting used to their new position and, in the process, show how supportive the workplace culture is.
4. Provide a list of principal stakeholders
It is advantageous for a new hire to meet people who make important organizational choices or other coworkers they might be working with if an organization has numerous departments. The hiring manager should compile a list of the most important stakeholders the candidate will work with in their new position and provide the new recruit with any relevant background information. They may be able to establish new connections within the company, feel a sense of community at work, and find their voice as a result.
5. Share your remote work policy
63% of employers have remote workers, yet only 43 percent have remote work policies. It’s time to draft one if you don’t already have one. In order to set clear expectations, review your remote work policy during the onboarding process. Your remote work policy may cover matters like the hours you expect employees to be available.
As a manager, creating routines and realistic schedules would benefit both you and the employee. Remind your new hire that keeping a harmonious work-life balance is a fundamental part of your business’s principles. Remote workers are more likely to allow themselves time to rest and contribute meaningfully when they are aware of what is expected of them.
6. Train your new remote employee
Great, you have made an excellent hire based on the applicant’s qualifications, experience, and potential contribution to your business. That does not mean they will be acquainted with your procedures, equipment, and technology.
Consider carefully what expertise the new remote worker offers and what training they would require to fill up any knowledge gaps. To make the learner feel appreciated, insist that the trainers arrive on time. Ask the individual for comments shortly after they receive training. Make sure each session is beneficial and aids them in carrying out their daily tasks.
7. Maintain a channel of open communication
Remote work can be isolating, so it’s crucial to maintain open lines of communication and provide people opportunities to ask questions and offer feedback. From the start, managers should seize the chance to establish a rapport with new team members. Plan frequent and routine video check-ins to discuss objectives, challenges and concerns. Discuss their professional priorities and goals as well as the job expectations in greater detail during your interactions.
Assigning a mentor would provide additional coaching and guidance, give the new hire a sounding board, and show the company’s commitment to professional development. New hires can learn more about the corporate culture, including how people normally interact and communicate, by being mentored.
8. Gather employee feedback
Employee feedback is important for designing and executing great HR programs. You will learn what worked well and where you could have done better by conducting new hire surveys.
Include a question to learn whether the respondent works onsite or remotely. This allows you to segment your data and learn what different groups of employees think of your employee onboarding program. It can also provide useful feedback to fine-tune your onboarding experiences for these two types of employees.
Remote work is becoming more and more popular as employers recognize its advantages. However, businesses are increasingly becoming aware of the need to modify people operations programs designed for office workers for this demographic. In particular, onboarding new employees establishes the tone for the entire employee experience.
When developing a process, think about how to make sure the talent you’ve worked so hard to hire is engaged and retained. After gathering input, make any necessary adjustments. This is an investment that will surely pay off.
You now have a better knowledge of how to onboard your remote employees more effectively. With Omni HR onboarding module, it would further enhance your employee onboarding experience. To find out how, schedule a demo with us.