Effective Remote Onboarding: Best Practices You Need to Know

With the right training, they’ll be able to learn how the different processes and functions in the company work. They won’t be left feeling overwhelmed or stuck when they do not know how to proceed with problems. On top of one-on-one meetings with team leads and other remote teams, schedule time for more informal coffee or lunch meetings. These casual video calls should include people from other teams and help to build connections between new employees and other team members. Remote employees can feel isolated and alone during their first few weeks, as they won’t experience organic social interactions the way you would in an office setting.

Best Remote Onboarding Practices to Adopt

This will help new hires to understand different business functions, help them see the bigger picture and bring your remote workforce closer together. Modern candidates are unwilling to put up with long and complex onboarding and application processes. You should then work to find your north stars – the long-term goals that guide your business – and create KPIs designed to overcome issues, and work your business toward those objectives. Build on this simplified view to map out your entire hiring journey; from the recruiter and candidate touch points to all the technology involved.

Build a remote buddy system

You need to check in with them from time to time and understand their experience. Talk to them to gather information for whether or not they need support, and how, in general, they feel about working in a remote team. To avoid such a scenario, it’s always better to adopt a consistent remote onboarding process and make it standard practice. This employee onboarding checklist is designed to help managers and HR cover all the necessary steps to effectively incorporate a new hire into their position.

  • To see the best results from your onboarding software, you need to choose the right one.
  • Setting up technology before day one is also important so new hires can hit the ground running when they join their team.
  • With no one around, one doesn’t know whom they should reach out to if they have questions.
  • One best practice for evaluating your onboarding process is to gather feedback from new hires and other stakeholders.

Where compliance was previously an in-person affair, many firms have pivoted to offering mobile-accessible forms. In a remote work environment, it can be challenging to create opportunities, but it’s not impossible. New hires may struggle to perform their job effectively without the right equipment, software, and training. In today’s device-centric world, the simple fact is that mobile access to your onboarding program has become a fundamental requirement.

Best practice #6: Check-in regularly

But no matter where or how you onboard new hires, your goal is to provide them with the support they need to fully integrate into the team so they can successfully tackle the challenges of their role with confidence. Ultimately, if you get your onboarding process right, it will save your business time and money in the long run. It sets the tone for how the team works together and communicates and it reduces new hire turnover. At Fellow, my team’s weekly remote onboarding best practices meeting agenda includes a section dedicated to showing work in progress so that everyone is aware of what’s going on and to promote a culture of seeking feedback from peers early and often. After I’ve recognized a new hire’s work, I invite them to share it during this period, even if a change is minimal. For those comfortable with it, it’s a chance to showcase what they’ve done early on and reinforces that the team cares about their work and impact.

And as mentioned in the previous point, group employee onboarding can definitely help with this. Instead, it’s better to clearly communicate what you expect from your new employee and then assign them to a relatively straightforward task where any potential mistake can be easily corrected. You should use the onboarding process to drive home what you expect from your new worker in their position. It is also important to note that it shouldn’t just be the manager who checks in. Someone from HR should also touch base and if your company is small enough, the Director of their department or CEO should take the time to check in, too.

Building Relationships with Remote Employees During Onboarding

Learn how to create a better onboarding experience for your employees, with our onboarding checklist, the tools to use, and a must-see list of 9 best practices. As you build purposeful solutions to tackle the challenges of remote onboarding, remember that the core of high-performing teams is trust, psychological safety, and collaboration. Wherever your team is working from, you can make these principles part of your team’s experience from day one. Even if you’ve established a healthy culture of psychological safety, remote new hires may not implicitly feel it right away. They won’t be a witness to their infallible veteran colleagues frantically debugging issues and coming to the realization that the issue was something small and obvious. When I first joined a company as a developer, I felt like the biggest imposter in the world.

  • Whether your company’s onboarding process lasts three weeks or three months, ensure new remote employees receive ongoing support.
  • This is important to ensure that your onboarding process is working right and that employees are progressing as expected.
  • Technologies such as VR and AI are playing a pivotal role in making remote onboarding solutions more engaging and effective.
  • Creating mutual trust between teammates early on is critical to maintaining a productive and healthy team.
  • You can also share an employee handbook with the new remote worker and their managers, detailing every step of the process.
  • Or, if you and your crew use video games for team bonding, you can ask your new hire to create a character and introduce the new player into the roster.
  • Tobi Lütke, CEO of Shopify, has described how the company actively assesses the “trust battery” between team members, and how this container of trust only starts off half full.

If you decide to choose a learning management system to host your training and onboarding, be sure to keep these things in mind when adding training modules. A solid remote onboarding process is more than a simple orientation or a one-day activity. Neglecting your employee onboarding processes is something you cannot afford to do, especially in a remote set up. It digitally tracks various onboarding tasks and monitors new hire progress to ensure they’re on the right track. The cloud-based software is also accessible on the go, making it a superb choice for remote teams. Seeking feedback from your new hires shows that you care about their experience and want to make it better.