Every week, ask everyone on the team how they’re doing with their tasks, especially those new hires. You’ll be promoting general feedback with the whole team, as well as a feeling of empathy toward recent members. Feedback will allow you to improve the process for future hires continuously. Depending on the role, you can consider pairing your new hire with mentors or buddies.
https://remotemode.net/ might be more relaxed mingling with other newbies. To create a comfortable environment for your incoming employees, you can create a digital new member lounge and library.
Create a buddy system for new hires
In a remote setting, you need to make enough room for one-on-one time of the new hire with their direct managers to strengthen their relationship from the very start. While there might be a lot of company-wide policies and documents to share, you want the training process to be as specific to the individual’s new job as possible. You don’t know you your coworkers will be or even where the bathroom is, but you’re still looking forward to the things you’ll learn or the opportunities you’ll have. For most professionals, a modern tablet is worth consideration as a replacement for a traditional work device. And for those use cases where a tablet alone can’t do the job, there’s TeamViewer remote access. The companies that take what they learn during this challenging time and apply it to their business operations moving forward stand to gain a competitive advantage.
- If your culture is social, schedule introduction calls, happy hours, or lunch-and-learns with new hires and employees from across departments.
- To combat this loneliness, some employers add all new employees to a Slack channel where they provide new hire instructional materials and then encourage collaboration amongst new hires to complete the tasks.
- So it’s not surprising that new employees struggle with information overload when dealing with multiple communication channels.
- Team building across the company is also important, so introduce the new hire to a few other key people.
- That’s why pre-boarding should be an essential part of your remote onboarding process.
- Develop contingency plans for employees with unreliable internet access, such as covering the cost of a coworking space.
The quality of the discussion is much more important than the choice of cuisine. During your call, the group can play team building games online, or you can engage in casual get-to-know-you discussions. Think about all of the small personal touches employees would usually experience in the office and bring them to life. Announce them to the organization on your organization’s staff calls to give them some face time. When they’re able to get familiar with your team and your business, they can feel more connected to the work they’re doing––something that can feel challenging the first few days on a remote job. Bringing on new team members when your entire organization isn’t in the office can pose some risks.
Include Metrics
A lot of companies are promising to stay remote even after the lockdowns have been lifted, or introduce a hybrid work-from-home plan that allows employees to come into the office just a few days a week. Actively seek feedback from new hires and incorporate their perspectives into future iterations of your program. Continuously look for ways to enhance the onboarding experience and stay abreast of evolving industry trends and best practices. Encourage new hires to ask questions, seek clarifications, and engage in regular dialogue with their team members and managers. Create spaces for virtual coffee chats, town halls, and one-on-one meetings to facilitate open and transparent communication.
