Group programs provide an easy way for new team members to get to know their fellow employees quickly and can feel less intimidating than meeting people face to face. This can be particularly helpful in the case of remote employees when working away from the office for extended periods, or even indefinitely, can often lead to a feeling of isolation. A feeling of isolation remote onboarding best practices can easily remove a remote employee’s sense of belonging and, even worse, their productivity. Unless you have access to physical offices where they can spend their first few days, team lunch breaks and welcome drinks become nonexistent, which is a real shame from a team-building perspective. That’s why it’s your job to clarify what it means to do well at your organization.

It’s an excellent way for new hires to connect people and personalities to all the names they’ve only virtually interacted with. Having all this configured beforehand can help lighten the load when new employees are likely to have plenty of job-specific information to digest. It’s also important to explain your organization’s communication etiquette, such as the best channel to ask questions through, or when it’s better to send an email instead of an instant message. 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. Panopto automatically uploads recordings to your secure corporate video library where information can be found with a simple keyword search.

Revisit Your Onboarding Process

This article discusses three useful tips to help you with the onboarding process for new employees. The real work of integrating new team members into your company culture and system begins with onboarding. No matter which option you choose for providing equipment when onboarding remote workers, have a plan in place to ensure that new employees receive all the equipment they need before their first day of work. There’s a lot to learn at the start of any new job, and even fairly simple tasks require more time and effort when you’re learning the new tools and who to contact for different needs or issues.

best practices for onboarding remote employees

Addressing learning and growth in a remote workplace may be difficult, and firms must engage in growing remote personnel from the start. Making professional growth a priority shows a dedication to long-term success. This means leaders need to be extra conscious of how their remote teams are doing and take proactive steps to promote employee wellbeing. Collaboration traditionally looks like everyone in a room brainstorming and meeting together. During the first week, set up virtual introductory calls with team members and other leaders to help them get to know who they will be working with and start building those relationships from the beginning.

What are the five Cs of employee onboarding?

Yet during a remote onboarding process, establishing clear goals and expectations provides a roadmap to success. A well-thought-out plan can make all the difference in how successful your remote onboarding process is. The plan should cover everything needed to ease the new remote hire into the company in their first weeks. In common with other processes relating to remote teams, onboarding requires more documentation to ensure that it runs effectively versus more traditional on-site programs. The reason for this is that there will be less opportunity to tune and tweak the program ‘on the fly,’ so great planning is a must.

  • WorkBright’s digital onboarding solution removes the headache of new hire paperwork and gets employees ready to work BEFORE their first day.
  • However, good organization and strategic use of technologies, such as robotic process automation (RPA) and autofill forms, can trim down the time needed to complete the steps.
  • This obviously isn’t possible with remote work and can significantly hinder how a new hire makes a personal connection at work.
  • You can also make it an opportunity to obtain feedback from them on how they are adapting to their new work role, learn about any training requirements, and discuss future plans.
  • Not all managers are used to working with and onboarding remote employees.
  • Shadowing may also make it easier for them to meet all types of team members.
  • Surveys play a crucial role in understanding your remote employees’ needs, preferences, and unique challenges.