Since COVID-19, remote working has become an alternative set-up to working in the office, with company executives indicating that hybrid models of remote work for some employees are here to stay. Therefore, it’s now more important than ever to achieve a smooth onboarding process for all new remote employees.
With employee retention set to be one of the biggest challenges for UK companies in 2022, it’s more imperative than ever for companies to make sure that employees are being looked after from the start.
How does a company refine their onboarding process for remote employees?
Don’t make employees regret their career choice
There’s nothing worse than an employee sitting behind their computer, feeling unprepared and regretting a career choice. This is why it’s important they are made to feel prepared and welcomed into your company from day one.
Before their first day, send your new employees a welcome pack to introduce them to your company. This could include role-relevant information and documentation.
Introduce them to their new teammates on their first day by arranging welcome videos or emails created by their colleagues, which could include tips or advice that may help them get settled.
Consider all learning types
Everyone learns in a different way, so it’s important to consider this.
Employees may learn by either seeing, hearing, reading or writing, so make sure to offer different types of materials to make the process easier for them, as well as helping them to feel welcomed within the company.
Be organised with onboarding basics
For an organized onboarding process, you’d want to have all necessary devices and documents at your disposal. For example, if you’re undertaking the task in a rural location, you could arrange network boosters from weboost or a similar site. You will similarly need to ensure that the candidate you’re about to interact with has the right equipment for their remote desk before their first day. Further steps generally include:
- Arranging online meetings first thing in the morning and at the end of the first day. Sometimes, meetings prior to the official first day can be arranged if any details need to be discussed
- Scheduling an informal virtual team lunch chat for the new employee, giving them a chance to get to know their teammates
- Setting them up with performance software to check their overall progress and achievements throughout their role
- Supplying them with information/web links to educate them about the company’s history and mission
- Letting them know when and how they can contact you online if they have any questions.
Make onboarding fun!
Onboarding is one of the most crucial practices that HR oversees.
The onboarding process can sometimes be too formal, and employees will be put off by overly serious companies. So why not make onboarding fun? This could be anything from informal chat to playing an online virtual game to break the ice.
Use performance management tools to help develop employees
Setting employees up with an online performance management tool not only supports their wellbeing but also improves work performance and gives employees the chance to self-reflect and give feedback.
Technology software company Clear Review believes in “empow er ing peo ple man agers and enabling employ ees to bring their best selves to work.” Clear Review’s continuous performance management software focuses on features that will improve and develop employees whilst still providing the most important measurements that companies need to make business decisions.
Most other performance management software tools work the other way around – they are 80% about measurement, which doesn’t lead to improved employee performance, and usually results in poor user adoption.
By following some of these tips, your new hire will understand what is expected of them in their new role, and help them to envision their future within the company.
