Dos and Don’ts of Remote Employee Onboarding

As a response to the COVID-19 outbreak, remote work has become the norm for numerous companies, with some shifting their entire operations online. Flexibility and remote work had already started to gain popularity pre-pandemic, but the current situation has expedited the transition to remote working.

When shifting to a work-from-home setup, a well-planned remote onboarding checklist is vital to guarantee a smooth transition. This kind of checklist should be designed to guarantee that all the required steps are undertaken to transition the onboarding process to an online format.

Would you be able to give a rundown of the onboarding procedure for remote workers? Let’s explore the detailed aspects of remote onboarding together.

Employee Onboarding Checklist Available for Download

Convey the Company Culture Effectively in Virtual Orientations

Establishing a company culture should be the primary concern when it comes to learning how to onboard new employees online.

When working remotely, the absence of in-person interactions with colleagues may cause remote workers to experience loneliness and a sense of invisibility. Developing a secure and interconnected company culture, on the other hand, can aid in making employees feel valued, connected, and committed to the success of the company. Learn more about how job satisfaction is linked to the remote work location in our blog post here.

Making time for social interactions can facilitate the development of the desired company culture. Why not inquire about everyone’s weekend plans during the Monday morning meeting? Arranging virtual gatherings for staff to interact and build relationships can promote a more positive work environment. Establishing a structured routine that allows for both work and leisure activities is a crucial first step in the process of remotely onboarding new employees.

Encourage Regular and Transparent Communication

Encouraging open dialogue is crucial for fostering a work environment in which employees feel at ease expressing their opinions. This is especially true when personnel are situated in close proximity, such as working in the same office building. For remote onboarding, the significance of creating a secure and comfortable space for transparent communication becomes even more critical.

Empowering remote staff to express their opinions and ideas to management can establish a culture that promotes their involvement in the organization’s growth. To instil a culture of open dialogue, it is crucial for employees to feel at ease giving constructive criticism to their managers when appropriate, as elaborated in our blog post on how to prevent programmer burnout. Managers should adhere to the same guidelines, allowing them to reap the benefits of constructive feedback. Learn more about recruiting and managing teleworkers in our blog post here.

Virtual Staff Onboarding: What NOT to Do

Avoid Assuming Candidates are Familiar with All Tools

Providing remote employees with access to all the resources at their disposal is critical. Employers must invest the required time and resources to train and educate their remote workers on the available tools, which is essential for effective communication and collaboration. Failing to provide adequate training on these tools could prove detrimental to their productivity.

Incorporating the latest software and hardware into the training process is crucial. However, it is not sufficient. While apps like Slack, Zoom, and Asana may be user-friendly, it requires more than just a basic understanding of these tools to enhance efficiency. As a result, investing in thorough training for remote staff on how to use their available tools is highly recommended.

Avoid Replicating the In-Person Orientation Process

Avoid: Trying to recreate the in-person experience for remote workers, instead we should aim to create an environment that is tailored to their remote work style and needs.

Distinguishing between an in-person and virtual workplace is important, and a major argument against transitioning to the latter. Trying to replicate the in-person experience for remote staff can be time-consuming and ineffective. Instead, it is recommended to acknowledge the differences between the two environments and use appropriate methods for virtual onboarding.

It might not be practical to assume that a centralized office environment is the only option, and thus replicating traditional on-site onboarding experiences may not be appropriate for remote work. On average, an on-site employee works for only two hours and fifty-three minutes per day. Given that we now need to work remotely, should we still aim for this limited productivity? The current global crisis has undeniably brought about a lot of change, but it also offers us the chance to not only embrace new approaches, but to do so more effectively.

Experiencing Challenges with Onboarding? Contact HR

To compare the onboarding processes for remote and in-person candidates, one must alter their methods and approach. Our blog provides detailed guidance on managing a remote workforce and recruiting IT professionals globally. If you require assistance establishing an effective onboarding process for remote candidates, please reach out to us. We would be delighted to share our expertise and provide guidance.

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