Onboarding New Remote Employees
WELCOMING REMOTE EMPLOYEES
Send a welcome email wishing the new hires all the best with their new career at your organization.
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.
Give a virtual tour of your office showcasing the facilities available to the new hires when physical work resumes.
ORIENTING THE NEW HIRES
Schedule a video conference to introduce the new hires to their team members.
Bonus tip: Make sure to allow quality time for the new hires to speak and connect with their colleagues.
Arrange a one-to-one session with the immediate supervisor and the HR Manager.
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.
Review the onboarding schedule with the new hires to ensure they are prepared for it.
Discuss the career objectives, communication preferences, working styles, and the challenges faced by the new hires.
Explain the sources of support available to the new employees to perform their job successfully along with their contact details.
ROLE CLARIFICATION
Clearly explain the tasks, duties, and responsibilities of the remote work position.
Introduce the first assignment and give them a chance to attempt simple tasks.
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.
Communicate precisely what your organization expects from the new hires.
NEW HIRE TRAINING
Commence the online training sessions to enhance job-related knowledge and skills.
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.
Provide specific tasks to complete at the end of each training program with the opportunity to receive feedback from the trainer.
TASK DELEGATION
Assign work to the new hires with deadlines to complete.
Provide a comprehensive and precise overview of the performance review process including the measurement criteria and the Key Performance Indicators (KPIs).
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.
Devise a networking plan that matches the personality of the remote employees. Below are some ideas that you can consider.
An in-person event with the team such as a dinner, or a coffee out.
Virtual team-building games.
Job rotation across departments.
PERFORMANCE APPRAISAL
Have regular manager check-in meetings to examine and assess the new hires’ job fit and organizational fit.
Communicate the impact that new hire’s responsibilities have on the organizational outcomes.
Have a formal interview to provide constructive feedback to the new hires and to review the performance objectives.
New Client Onboarding
Welcome
Send welcome letter
Send new client questionnaire
Connect on social media platforms
Information Gathering
Create dropbox or Google folder for storing internal client documents
Create shareable folder with client
Ensure you have necessary assets of client - logo, colors, design guide
Establish billing information
Obtain primary email address for your newsletter
Obtain primary address for postal correspondence
Update CRM with client information
Internal Orientation Meeting
Assemble members of your team
Assign roles/tasks
Schedule the initial client meeting
Gather client materials
Kick-off meeting
Determine attendants for both the client and firm
Plan for meeting (conference room, food, cleanliness, etc.)
Schedule the meeting
Prepare materials and coffee/snacks
Post Kick-off meeting
Follow-up phone call next day
Schedule 2-week follow-up phone call
Onboarding a New Software Developer
Before Day One
Review internal wikis to ensure all tool and internal process explanations are up to date.
Prepare physical equipment the developer will need, such as:
Create accounts for the developer on any external services, such as:
Create accounts for the developer on any internal services, such as:
Send the developer invites to team meetings
Assign a developer or project manager to guide and mentor the new developer
Day One (and possibly Day Two)
Gather employee information for payroll and other benefits
Introduce the developer to everyone on their team (the whole team, if it’s small, or their specific product team), including remote members, and make sure they know what each person does
Introduce the developer to any company resources, such as tech support and human resources
Introduce the developer to daily standups or scrums and explain how to participate
Take the developer out to lunch with their team (the whole team, if it’s small, or their specific product team) or arrange a team bonding time over video call

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