There has been a lot of talk about remote work and its potential for growth. No need for me to mention here that no one thought it would become a necessity in 2020. While some organizations have returned to normalcy, others still have their doors closed, and this also includes the hiring of personnel.
In light of this, how do executives and managers view the process of onboarding into an organization? Do you remember your first day of work? Now, imagine having to do it through a computer screen, and the truth is, it's not an easy task.
Without a doubt, that welcome should be aimed at providing as much information as possible and making the new person feel like a part of the team. And the faster you do it, the sooner you can showcase the qualities that made you want to hire them!
There are ways to simplify the process, and here I offer you 7 tips for incorporating remote employees when everyone is at a distance.
Adapt Your Approach
Here, the only thing that works is to get down to work. Design the onboarding process you currently have, write it down, add some color... and then ask yourself and your team, "Where are the obstacles and how should we adapt them?"
Thinking ahead is your greatest ally.
Focus on the Basics
What is the most important information we want to convey on the first day?
There's a natural connection with virtual communication, so the focus can be on the organization's values, goals, and objectives. Establish a team-oriented mindset and then delve into essential details.
Leverage Technology
It's inevitable to use technology, so make it work for you. Platforms like Zoom, Google Meet, face-to-face interaction during onboarding is vital. With this option, you can introduce new employees to multiple team members or conduct individual discussions.
We might not be able to shake hands right now, but there are still many ways to personalize the work experience and, in particular, those first few days for a new employee.
Diversify Training Process
People appreciate diversity. Managers and executives need to be involved in onboarding their employees, and training needs to be multifaceted. None of us want to spend 8 hours staring at a PowerPoint.
Perhaps a longer presentation followed by a quick meet-and-greet and virtual team-building.
Overcommunicate
This, now that nobody's listening, is a bit of a "Holy Grail" for me during onboarding: communication, communication, and communication. Real-time communication is vital.
Set aside time outside of meetings to ask how things are going. It's worth the time and will be appreciated.
Be Adaptable Along the Way
Just as teachers adapt their lessons, we too need to do so in people management. Embrace this mindset in your onboarding process and don't hesitate to adjust in real-time. Transparency with new employees is the best approach.
The virtual world is still an ongoing adjustment for all parties involved, so there's nothing wrong with changing your swing if the ball isn't leaving the field.
Prepare to Prepare Properly
In times like these, nobody is ever fully prepared. If you prepare too much, you'll be aiding in properly preparing your employee.
Having a treasure trove of informative presentations, activities, meet-and-greets, and team-building sessions at your disposal is extremely beneficial. It's recommended to divide these aspects of the onboarding process over several days. And having backup plans or agendas like "If we finish this, we'll move on to this" is never a bad idea. Overprepare? More like optimizing.
In Conclusion, in a time when we are navigating a new and unfamiliar world, having efficient and optimized onboarding practices will contribute to the future success of organizations.
