Regardless of which approach you take, mapping out what the first few months on the job will look like for your new employees is a best practice that can set them up for success in your organization. For your organization, this could mean having documented 30, 60, and 90-day milestones for your employee or a robust custom onboarding plan that is updated for each employee. Remote employee onboarding is an involved process that must be done well if you want to keep your new hire around for more than 45 days.

Whatever orientation or training you offer, make sure you’re using the latest technology that makes it easier for remote employees to feel immersed in the company culture. When new employees are physically remote onboarding best practices distant from their team, you want them to feel included. The first day of work in a traditional office means acquainting yourself with a strange building, new rules, and dozens of unfamiliar faces.

Start early

These approaches can be especially beneficial for new hires with little experience working remotely. Remote hires depend on technology at every stage of the onboarding process. They’ll need hardware, software, and a secure internet connection to get started. Personalized training plans ensure that each employee gets the onboarding they need for their job role while tailoring the content and delivery to their specific needs and goals.

And it’s an indirect way of improving work collaboration between your remote and on-site teams. You can make your onboarding plan inclusive by understanding that different people learn in different ways. When you onboard remote employees, make sure you’re present and follow up in a timely manner. Managers should be nearly constantly available to answer questions and help set expectations for how the first day, week, and month will go. At this point, you’re probably ready to get started on building a remote onboarding program. Instead, think of it as an opportunity to be more deliberate about things you may have taken for granted in co-located workplaces.

Collect Feedback From New Hires

Remote training can also be difficult to structure in a way that engages trainees. It’s common to think that orientation and onboarding are the same process. A checklist can indicate visible progress and help new hires ensure they don’t miss out on any task.

Liam Martin is a co-founder of Time Doctor which is software to improve productivity and help keep track and know what your team is working on, even when working from home. Pre-boarding refers to everything that occurs between a new hire signing a contract to reporting to the new job on day one. If you haven’t already, solidify all of these details in a remote work policy to share with your current and future hires. You’ll have more luck finding remote-ready candidates on job boards that are geared toward remote, hybrid, and telecommuting positions.

Prepare the rest of your team for the new employee’s arrival.

That way they can come prepared with their own questions, requests, and feedback. Give them an opportunity to speak in the meeting as well, not just respond to questions. The contemporary business landscape reigns with transparency and authenticity as we see the rise of employee advocacy as a key strategy for…

remote onboarding tips

The COVID-19 pandemic has caused remote work to skyrocket in the past couple years. According to a 2021 Gallup survey, nearly half of US employees are working from home either all or part of the time. Furthermore, nine in 10 of those workers want to maintain some degree of remote work after the pandemic is over. Common ground is often harder to find in virtual workplaces due to the relative lack of casual conversations. Virtual onboarding activities like ties that bind form an instant connection between coworkers.

For remote onboarding, the welcome package should include any physical resources they need, such as laptops. Ask for anonymous feedback via Google Forms or another survey tool, and focus on impact rather than simply likes and dislikes. “Ask, ‘After your onboarding experience, what are you the most confident in? Be specific with how you define the purpose of each stage in the program.

  • Employees who know what to expect during their first day and first few months will feel more empowered in their role.
  • With Deel, you don’t have to worry about gathering tax information from your new employees or generating their employment contracts.
  • Giving them this information before they get started can keep the onboarding process running smoothly.
  • The more engaged each new hire is, the more successful they’ll be as a group.
  • For your team, that includes enrolling new hires in benefits, setting up accounts, granting access to company services and adding a new head to payroll.

Once the initial onboarding period is over, providing ongoing support for your remote employees is key. Regularly touch base to gauge their transition into the new role and to address any questions they may have. Inform them that you’re available to assist in any capacity as they acclimate to the typical day-to-day tasks. You’ll want to foster a sense of belonging through virtual social activities and team-building exercises remotely. Configure a video conferencing platform with breakout room functionality for conducting small group discussions. Organize weekly virtual hangouts or coffee chats where people can connect over shared interests outside of work projects.