Remote employee onboarding

Can you provide 5 or more tips for remote employee onboarding focusing on how can organizations best support new employees going through pre-onboarding, orientation and introductions?

• Many concepts related to remote onboarding are similar to those of in-person onboarding. The remote experience represents your company and how you work, even if you plan to return to an office at some point.
  • Focus on connection. Have the leader reach out before the start date to say hello and check for any pressing questions.
  • Streamline administrative tasks and get them done in advance as much as possible.
  • Assign an onboarding buddy to help answer random questions along the way.
  • Use video as much as possible.

• Virtual orientations can still be fun!
  • Stick to the critical topics, provide context for your business, and help your new hires align their passion to what you do.
  • Conducting orientations casually, in small groups, can help drive the conversation and build relationships right away. Remember — the orientation should be just as exciting and polished as any externally focused presentation. This is your chance to make a solid first impression on the people who will execute your company’s strategy!

• The key to introductions is variety.
  • Build the introduction plan holistically. Send basic information up front so people do not have to repeat their background speeches; set up virtual coffee meetings in small groups; assign certain individuals specific topics to cover; and challenge new hires to learn one interesting fact about every other person on the team.
  • Depending on the situation, consider suggesting new hires do introductory calls while taking a walk or sitting outside. Find a way to energize people through introductions, rather than zap energy.

What is the best way to go about sending equipment to a new hire and having them e-sign documents?

• Mailing equipment to a home address is often the best way, especially if it can arrive prior to the start date. The faster a new hire can access and navigate systems, the sooner they can engage in learning and interactions related to their role. If it isn’t possible to manage the administration beforehand, set aside time on the first day for e-signatures.

What are some best practices for welcoming new employees into the company culture, first assignments and ongoing support?

• Every time a new employee joins the organization, the goal should be to give that person the best possible welcome, regardless of the circumstances. If you would normally provide the employee with company swag, send it to their home. If you would normally take them to lunch on their first day, schedule a virtual lunch.
• The best way to introduce company culture is to demonstrate it through your behavior. It helps new hires understand their fellow team members are happy to answer questions, that their leader will respond to texts, and that their stakeholders will be understanding if unexpected circumstances arise, such as needing to reschedule a meeting because your dog or child is sick. While organizations talk about culture in the selection process and at orientation, demonstrating that culture is what makes people feel connected and empowered to do great work.

Can you explain why the process may take longer (if accurate) when the employee is remote?

• In many circumstances, the remote process does not take any longer for virtual employees. Setting up any new hire for success takes planning and investment from the organization -- but doing so remotely does not necessarily add additional time to the process.