5 Tips for Effectively Onboarding Remote Employees

5 Tips for Effectively Onboarding Remote Employees

Only 12% of employees believe their company is doing it well. This is despite the fact that only 20% of companies pay sufficient attention to employee onboarding. It’s evident that onboarding is essential for employee retention and company productivity. A successful onboarding experience can increase employee performance by as much as 15%. This means that employees are nine times more likely to stay with the company.

Our company supports companies around the globe with remote onboarding. This article will highlight some Onboarding Practices we found helpful both in our own team as well as when supporting other departments.

What does remote onboarding cover?

The standard employee onboarding process covers all steps required to make a new employee successful in the company. This includes hiring new members of the team and providing training and equipment to ensure that employees are equipped with the necessary tools.

Remote onboarding requires that the process be done virtually. This may reduce the human element, which can make it easier for employees to feel comfortable and welcome. We recommend these steps to make remote hiring a success:

1. Master “preboarding”

Preboarding refers to all the steps involved in setting up a new member of your team before you begin formal employment. This includes:

  • Verify that all contracts and other documents (such as Non-Disclosure Agreements) have been signed
  • Documents and policies that are essential to the company, such as the code and health and safety policies, should be provided
  • Making sure the remote workstation has everything a new hire needs to get started (e.g. the company laptop was dispatched and accounts with all the necessary remote work software have been created)

Nailing the preboarding process ensures that the employee can start building momentum in their new job from day one.

Also read: 8 Most Popular AI-powered Tools for Human Resources

2. Apply a culture of documentation

It is easy for new employees to ask questions about the work of other staff members in a traditional workplace environment. Remote-first environments don’t allow for this casual approach. Many prefer to work asynchronously, so may not have unlimited availability. Zoom fatigue means many want to keep meetings to an absolute minimum.

The company’s collective knowledge must be easily accessible and documented. This knowledge should go beyond the process (e.g. how to access the employee HR portal or change passwords) and be specific to certain roles (e.g. sales scripts or answers for common customer queries).

Documentation culture is:

A secure repository (we found Confluence to be a good tool for keeping the information in a familiar structure, the ‘wiki’).

Regular updates are necessary so that documents can be trusted.

Access privileges allow employees to view and edit any documents they need, but not to access sensitive information.

3. Take cybersecurity seriously

Remote work increases the organization’s “attack surface”. Employees are more likely to work from unsecured locations and connections. This could mean that they are putting the company’s IP and customer personal data at risk, or opening up the organization for phishing or other cyberattacks.

Onboarding remote employees for cybersecurity requires more than just reading the company’s security policies. It also involves implementing online learning and setting up controls to ensure those processes are being followed. The most important steps are to use two-factor authentication (2FA), require password resets at regular intervals, and allow employees access via a VPN.

4. Make sure new employees are welcomed and feel included

Onboarding managers must be deliberate in making new employees feel like they are part of the team without the benefit of social events and in-person introductions. You might have team members create introduction videos (Loom is a great tool) or establish virtual coffee breaks with key members.

This is a way to ensure that new employees are part of all community-building initiatives: Make sure that they have access to Slack and Teams, which are socially-oriented channels, and are invited to company events.

It’s a great idea to welcome new employees with “swag”, such as stationery, coffee cups, and company hoodies.

Also read: Top 10 Employee Engagement Apps for 2022

5. Implement “buddies” for all onboardees

Remote onboard should be assigned a ” buddy”, to whom they feel at ease asking questions about the company or their new role. A mentor or supervisor is not the same It can be beneficial for the buddy to be a peer to the onboardee. Buddies are encouraged to volunteer for this role and are able to understand the company and its processes well and enjoy a great reputation within the company.

When you implement a buddy system, It is vital to check in on the system regularly and ensure it is being improved based on feedback from buddies and onboarded.

Onboarding new employees are difficult in Remote-first environments. Remote work tools are available for those who don’t live close enough to the office. Employees can find it harder to succeed in their new roles if they are inclined towards asynchronous work. Companies must be strategic in employee onboarding. They need to ensure that all new employees have the support and tools they need to succeed in their new roles.

You May Also Like

About the Author: The Next Trends

Leave a Reply

Your email address will not be published.