Onboarding a Remote Workforce - American Society of Employers - Sheila Hoover

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Onboarding a Remote Workforce

onboardingAccording to research by Glassdoor, great employee onboarding can improve employee retention by 82% and boost productivity by more than 70%.  Employee performance improves and turnover is reduced, which gives organizations a key advantage over their competition.

Onboarding is essential to acclimating the new employee into the company culture.  In today’s world of remote work, onboarding is more challenging than ever.  By making strategic efforts to enhance your onboarding process now, you have a competitive advantage of hiring, and retaining, the best talent. 

To successfully implement a virtual onboarding program, ensure your staff has the right remote tools and they receive training on the software and procedures. Strategic onboarding includes a full schedule inclusive of the pre-start date up to the employee’s one-year anniversary.  Consider the tips below as you design your virtual onboarding program.

Focus on job description and role clarity.

Create clear expectations for what your desired outcome is for each employee's first 12 months of employment. This will ensure that your employee knows the tasks and goals they are expected to achieve.

"This is something we always do, pandemic or not, but it is much more important during the pandemic since the new team members are working from home and don't have the natural interaction that occurs in the day to day of working together in an office setting," stated Mike Lantz, chief people officer at Quontic.

Engage new hires prior to their first day.

Employers should be deliberate and intentional about creating an inclusive and engaging experience for each new hire, even before they officially join your company and especially when you are hiring remotely. 

It is important to engage with the new employee since they are not yet fully committed.  Many companies are sending welcome packages that include a letter with the employee’s onboarding schedule, a company notebook, pen, shirt and/or a book that embodies company culture for them to read ahead of starting.  Some companies are even sending a welcome package to the employee’s family, welcoming them to the team as well.  It is also important for the supervisor and/or mentor to connect ahead of the start date to touch base to see how they are doing; it will show true connection and dedication. 

Create virtual face-to-face interactions.

Think of everything you would typically do when onboarding a new employee in person and find a way to do it remotely. When onboarding a new hire, it is important to create a professional environment that makes the employee feel as though you are interacting in an office setting.  Be sure you give the new employee all of your attention with no distractions.  Include a zoom lunch; maybe have lunch delivered to their home on their first day. 

Ensure virtual introductions are scheduled with the essential members of your company.  The leadership team and departmental peers should all be included to make sure the new employee feels connected.

Overcommunicate and over engage.

"Overcommunication is especially important for new hires," said Lantz. "They have joined a team, where in most cases they have never met any of their co-workers, except through video chat. It is important for new hires to feel included and a part of something.  To ensure engagement with a new hire and existing associates, it's smart to consider creating a mentor program so the new hire feels engaged in the company and its culture," said Lantz. "The mentor should be someone whom they can be transparent with and connect with outside of the office as well. This person can introduce them to the ins and outs of the company they are joining."   

Try to create the same experience as if everyone was in the office.  Schedule virtual events to introduce team members, a virtual happy hour, lunch, or bingo game for example.  This will also help introduce your new employee to the company culture.

Facilitate intentional onboarding. 

Intentional onboarding is crucial, especially during a time when everyone is working from home. It is important that you follow a strategized onboarding plan to ensure that each new hire is getting the most they can out of their training and introductory period.   

"The learning that a new hire gains from overhearing discussions or water-cooler conversations when everyone is working in the same building doesn't occur when everyone is remote," said Lantz.   While onboarding virtually, certain fundamentals should remain the same.  According to HRDive, “The organization should begin with the broader company overview and then provide a more specific briefing on the department where the employee will be working.  The content usually includes a briefing of the overall business; company structure, overview of services and/or products and an introduction to key leaders and important resources available to employees across the company.” 

There are also some items to avoid while virtually onboarding a new employee.  Avoid assuming the way you used to hire and onboard is the only way. Be innovative while creating your virtual program.  Don’t assume your current managers know how to interview and onboard using remote tools. HR & IT can be great partners by ensuring your team is ready to use the new technology.  Avoid delaying hiring and onboarding – the talent is available and ready to work now.

Finally, make good on your promises.  Be consistent, and make sure you deliver on what you promised.  New employees are putting their future in your company’s hands.  You want to start the relationship in a way that creates trust, not regret.

 

Sources:  HR Dive & Business.com

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