Onboarding New Remote Employees

6 sections 27 steps
1

WELCOMING REMOTE EMPLOYEES

  1. Send a welcome email wishing the new hires all the best with their new career at your organization.
  2. Conduct an online meeting to give an overview of the organization, how it started, where it is heading, the culture, organizational chart, work ethics, as well as the HR policies and procedures.
  3. Give a virtual tour of your office showcasing the facilities available to the new hires when physical work resumes.
2

ORIENTING THE NEW HIRES

  1. Schedule a video conference to introduce the new hires to their team members.
  2. Bonus tip: Make sure to allow quality time for the new hires to speak and connect with their colleagues.
  3. Arrange a one-to-one session with the immediate supervisor and the HR Manager.
  4. Bonus tip: The initial meeting could focus on understanding the new hires better so that the orientation program could be customized to enhance its effectiveness.
  5. Review the onboarding schedule with the new hires to ensure they are prepared for it.
  6. Discuss the career objectives, communication preferences, working styles, and the challenges faced by the new hires.
  7. Explain the sources of support available to the new employees to perform their job successfully along with their contact details.
3

ROLE CLARIFICATION

  1. Clearly explain the tasks, duties, and responsibilities of the remote work position.
  2. Introduce the first assignment and give them a chance to attempt simple tasks.
  3. Bonus tip: Start with simple assignments and go over them step by step. This will make them more doable and interesting, thereby uplifting the confidence of the new hires.
  4. Communicate precisely what your organization expects from the new hires.
4

NEW HIRE TRAINING

  1. Commence the online training sessions to enhance job-related knowledge and skills.
  2. Bonus tip: You can get different organizational members to conduct the training so that the new employees would not get bored. This would also grant the new hires an opportunity to meet and interact with different employees.
  3. Provide specific tasks to complete at the end of each training program with the opportunity to receive feedback from the trainer.
5

TASK DELEGATION

  1. Assign work to the new hires with deadlines to complete.
  2. Provide a comprehensive and precise overview of the performance review process including the measurement criteria and the Key Performance Indicators (KPIs).
  3. Assign a mentor to support the new hires with job-related tasks and to address any challenges they might face in adjusting to the organization.
  4. Devise a networking plan that matches the personality of the remote employees. Below are some ideas that you can consider.
  5. An in-person event with the team such as a dinner, or a coffee out.
  6. Virtual team-building games.
  7. Job rotation across departments.
6

PERFORMANCE APPRAISAL

  1. Have regular manager check-in meetings to examine and assess the new hires’ job fit and organizational fit.
  2. Communicate the impact that new hire’s responsibilities have on the organizational outcomes.
  3. Have a formal interview to provide constructive feedback to the new hires and to review the performance objectives.

About this workflow

As the economy shifts to more Remote Workers, workflows and processes need to shift to ensure every new employee is onboarded flawlessly, so they feel connected with the organization and their peers. The effort spent on the onboarding process can provide significant returns moving forward, much of which are from lowering employee turnover.

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Sections 6
Steps 27
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