How to Onboard New Employees Remotely
by Susan Peppercorn
While the coronavirus pandemic has caused significant disruptions to the economy, many companies have continued to hire to meet evolving business demands. Onboarding a new employee to an organization that is operating fully or mostly in a remote environment presents unique challenges. New hires must be quickly brought up to speed about their responsibilities, get familiarized with the company’s culture, identify and meet their key stakeholders, and grasp expectations – all through a computer screen and without the benefit of traditional in-person orientation and onboarding. To make the virtual onboarding process easier for employers and employees alike, here are some tips to smoothly integrate new hires into your organization:
Educate managers on the importance of one-on-one time with new direct reports.
Studies have found that up to 20% of all new hires resign within the first 45 days of employment. When the onboarding process is conducted remotely, it’s even more critical to get the experience right.
One way to do this is to educate your managers on the value of making time for one-on-one meetings with their direct reports. It could make a huge difference in the success of onboarding programs. In a recent study, 72% of employees surveyed said one-on-one time with their manager is the most crucial aspect of their onboarding.
The onboarding process can be very overwhelming, especially for a new employee who is going through it online. Employers should ensure that managers are prioritizing frequent one-on-one video check-ins with their new hires to see how they are adapting. These check-ins will not only make a new hire feel supported and cared for but will also allow them to ask questions they may not feel comfortable raising in a group setting.
Pair new hires with mentors.
Getting new hires up to speed on the company culture can be much easier if paired with a current employee who can help them get familiar with every aspect of the organization. Assigning an existing employee to guide a new hire can help the new person adapt more quickly and get answers to questions they may be uncomfortable asking their manager. These mentors should encourage new employees to ask them any questions they may have and use them as a resource. When deciding which employees to use as mentors, make sure their schedules permit them to check in with new hires frequently.
Help new hires set realistic goals.
Manager check-ins provide new hires the opportunity to establish performance goals and metrics for the critical first six months to a year of their tenure. Helping new employees develop accurate goals and identify quick wins builds the employee’s confidence and assures the manager that the new worker is adapting and doing well in their new role. Frequent meetings also allow managers to review current metrics and work with employees to ensure they’re learning and feeling challenged while making sure they don’t get overwhelmed.
Streamline the number of processes.
According to research, the average new hire has 54 activities focused on processes and paperwork to complete during onboarding. The sheer number of these activities could slow down an employee’s ramp-up period, making it tough to learn the skills and build the relationships vital to succeed in their job.
Be realistic and streamline the number of administrative activities so that the onboarding process puts them on the path to long-term satisfaction and engagement. While administration is important, it’s critical to balance it against employee motivation, learning, and professional development goals.
With thoughtful planning, onboarding new employees virtually can result in new team members feeling welcomed and excited to be part of your organization. Prioritizing frequent communication will ensure that new hires are ready to be effective as quickly as possible.
ClearRock can help equip your leaders with the mindset and skillset necessary for successful onboarding and ongoing management. And we can help set your teams up for success through our talent optimization consulting services. Reach out here to learn how.
