Onboarding is universally acknowledged as a crucial phase for fostering employee motivation and commitment in an early stage. However, most companies fall short by limiting their onboarding programs to a mere two to four weeks.
In a traditional on-site office setup, this timeframe might suffice. However, the reality is that new employees, unless a perfect match for the role, require more than a month to be fully up to speed. It's not surprising that only 37% of companies ensure their onboarding programs extend beyond a month.
The rise of remote work and the growing trend of forming international teams have amplified the challenges of onboarding. Companies now grapple with the task of integrating locations, navigating time zones, and sometimes even bridging language gaps.
Redefining the role of onboarding for remote teams
The advent of remote work has challenged traditional notions of onboarding. In this digital context, where physical proximity is no longer a precondition for collaboration, redefining onboarding is imperative.
The absence of face-to-face interactions needs a reimagining of how colleagues connect and collaborate. Onboarding, in this context, needs to pay attention to the subtleties of creating meaningful connections because the casual chats by the water cooler have shifted to online channels and tools.
A major hurdle in remote onboarding is establishing a cohesive company culture. Conventional approaches like in-person orientation sessions and team-building activities are no longer practical. Instead, companies need to use virtual methods to instill their values, goals, and identity. This begins with a
Times have shortened and that means that in the accelerated context of remote work, turnover processes often overlap with onboarding processes. For example, 22% of workers leave new jobs within the first 45 days, with the first six months being a critical evaluation period for those who stay.
Various factors contribute to this escalation in turnover levels, including mismatches between employees and company culture, dissatisfaction with leadership, and inadequate recruitment processes. A correct onboarding strategy can help smooth out at least two of those factors.
7 effective strategies for remote onboarding
The secrets of how to make a new hire
1. Pre-boarding. During the waiting period between accepting a job offer and the official start date, organizations can optimize the pre-onboarding phase. This involves proactively sharing information about the new employee's role, available resources, and tasks to facilitate a smoother transition into responsibilities. Sending necessary documents in advance not only expedites administrative processes but also saves valuable time on the first day. Also, it is a good idea to share exciting company activities, giving them a glimpse into the company culture and creating anticipation for their new role.
2. Involve the team beforehand. Typically, new hires step into roles or teams with some existing context. They may be filling a vacancy or taking on tasks previously managed by an overwhelmed employee or team. This demands organizing documents, clarifying task responsibilities, and ensuring seamless knowledge transfer preparing guidelines, and organizing folders and files. It's crucial to have all these preparations completed before the new hire's first day, guaranteeing a smooth transition and setting the stage for a productive start.
3. The welcome kit. The welcome kit is not just a collection of "nice-to-have" items. While those are important, it is also important to understand that remote workers need digital goodies equally. The primary objective of a welcome kit is to ensure that new employees have all the essentials to kickstart their work, ranging from computer and office equipment to necessary software licenses. It should include not only the well-known box with a nice cup and notepad but also a ready-to-use email account and introductory documents, setting the stage for a smooth start on the first day.
4. Onboarding buddy. Providing new members with a mentor can help the new employees through their first few days and help make their integration with the company's culture easier. A work buddy will work as a point of contact so they can connect on a more personal level if they have questions, concerns, or simply want to talk.
5. Establish onboarding objectives and a follow-up strategy. This is where onboarding overlaps with preventing turnover. Employees often leave within their first year due to two main reasons: either they face challenges with their team or manager, or the job doesn't match their expectations, reflecting a mismatch or role confusion.
Instead of waiting until after training, take a proactive approach by having new employees set goals in their very first week. This immediate involvement helps them make a meaningful impact early on, highlighting the importance of goal-setting in the company's culture. Establish a follow-up strategy in that same meeting, making them feel a part of the process.
6. Set training needs. Identifying precise training requirements customized to each role's responsibilities not only charts a course for skill development but also fosters a sense of purpose and personal growth. These training sessions should include onboarding essentials, such as team introductions, and extend to personal development expectations for the future.
7. Check in regularly. Onboarding extends beyond the initial team introductions and initial training. It's a continuous process that needs regular check-ins, be it weekly, monthly, or quarterly. It's crucial to recognize and appreciate their contributions during these sessions and inquire about any additional training or support they may require. Consistent check-ins play a pivotal role in determining whether an employee becomes a long-term, productive asset or decides to leave early in their tenure.
Embracing the future of onboarding
Redefining onboarding in the era of remote teams demands a departure from traditional methods and an embrace of digital transformation. It's not about adopting complex virtual office platforms (that haven't proved to work) or forcing everything into virtual face-to-face meetings just to seem welcoming. Instead, the focus should be on understanding how digital relationships work, using online collaboration tools effectively, and finding creative solutions for building a common culture across different locations.
