How to virtually onboard new employees

With the rise of COVID-19 cases across the globe, including here in the UK, many companies have implemented remote working plans, including hiring. As a result, millions of employees have suddenly had to create home offices.

With a nationwide lockdown in place and the population being told to work from home if they can companies are having to virtually onboard employees. Organisations which have equipped themselves with remote and collaborative working tools for on-boarding will find be finding the transition more smooth.  We have the following tips to ensure success.

1.  Establish A Roadmap For Success

Establishing a personal connection should not be forgotten just because there are no physical offices. Since personal connections are an integral part of onboarding, employers should take advantage of virtual meetings. By use of virtual meeting tools, introductions can be seamless and effortless, just like ordinary offices. Employees can also assign an existing employee as a welcoming friend. The employee who has gone through a similar onboarding process can advise the recruit on operating remotely.

2.  Schedule regular meetings

Daily or weekly meetings for the new employees will help them identify other individuals from other departments. It will also help them create an internal network while still working remotely. Regular virtual meetings will allow them to talk to other individuals and understand their roles and history.

3.  Virtual Mentor

Assigning a mentor to the new employee can be a great way to customize learning and speed up the onboarding process. Customized learning at the initial stage for new employees and a virtual mentor’s help on any additional educational material will set them up for success. A virtual mentor can also be helpful with feedback and advice when evaluating the new employee.

4. Establish A Learning Journey

Information can be overwhelming to new employees, especially when working remotely. Consider establishing a road map for continuous but slower pace flow of information. Giving information to employees at a spaced outpace will allow them to absorb and ask questions.

With this pandemic, employees can have a hard time balancing home responsibilities and working from home. Let your recruits know that they can read through the company’s information at their own time. Provide links or social media pages where new employees can regularly read the current and previous posts.

5. Document Onboarding Challenges

Documenting challenges faced during the onboarding process by project management will help managers design a more knowledgeable remote onboarding guide.

While the world is transitioning to working from home, things can turn more ambiguous. But with documented roles, challenges, and responsibilities, things can be a little easier for the onboarding process in the future.

Build an engaging virtual culture

Remote working does not necessarily mean company culture and traditions vanish. It is even more critical during the transition to remote working. But for new employees, it may pose a challenge explaining general organisation behaviour and company values. Therefore, you need to do the following:

1. Establish Regular check-in

By establishing a regular check-in from the manager or CEO, employees will be motivated, engaged, and connected to the company. Smaller companies can opt for office-wide or departmental virtual meetings, where the project manager has a daily or weekly engagement for reports and virtual office celebrations. The purpose of the check-up is to make new employees do not feel isolated.

2. Establish groups virtual environment

Encouraging new employees to join established virtual group environments will give significant insight into the company and employees. The groups create a comradeship atmosphere for all employees, including new hires.

3. Highlight achievements

Weekly or monthly achievement can be a positive way of maintaining new hire moral and a positive working culture. Traditionally offices have always had team building events to mark achievements, but with the new normal, the management will have to be more creative.

Conclusion

Successful onboarding of employees creates a clear path in which they can follow without much guessing. Even with this pandemic, the shift to home offices should not deter companies from traditional office practices. Every company should prepare to onboard more employees in remote settings. By doing so, business operations will go on despite the unpredictable times.


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