Start On The Right Foot: The Ultimate Remote Employee Onboarding Checklist.
Now, more than ever, our world is embracing the benefits of having fully remote teams. After all, remote work has increased employee satisfaction while also increasing productivity. It’s a win-win as long as leaders do not let culture and collaboration fall by the wayside.
Culture is Critical
Before getting to the actual checklist, we have to recognize the value of culture for remote teams. Before we hire new employees, we need to retain our current workforce and ensure our business practices foster success – this starts with culture.
Here are five essential elements of a healthy remote culture.
Provide transparent communication that is timely and frequent to ensure all employees feel included in the company goals, successes, opportunities, and problems.
Trust employees to get their work done without micromanagement. Productivity and project success will be proof of the employee’s work.
Foster work/life balance by letting employees have some control of their schedule and the ability to indicate online/offline status in the remote setting.
Support the employee onboarding process with a series of organized actions for seamless integration into the company and team.
Focus on ways to incorporate fun into the culture: As flexible as it is, remote work can be extremely isolating too. You’re staring at a screen for hours a day, every day, with no other humans around.
The last ones more important than you think. Share personal anecdotes, crack jokes and play games virtually to keep things lighthearted and enjoyable for your remote team. Offer to pay a monthly allowance for co-working spaces, so the team members have the opportunity to get outside their homes as well.
When you know you have the right culture to support your remote employees, you’re ready to grow your remote workforce.
One way to ensure employees feel like a part of the team from day one is to have a robust virtual onboarding process, which will help a new employee integrate into the company and acclimate to the team.
This onboarding process is key to long-term retention. In fact, according to SHRM, 69% of employees are more likely to stay with a company if they experienced great onboarding.
The right onboarding process can help your employees find their sense of purpose and commitment to your organization.
Remote Employee Onboarding Checklist
Consider an onboarding process that includes actions for the first six months of an employee’s career. SHRM reports that 90% of employees decide within the first six months if they will stay with an employer; this is your opportunity to show you care about their success.
Offer Resources in Advance
Employees will feel more prepared for their first day if you offer essential resources before the first day to get them ready. Consider sending a welcome video or an e-mail that outlines the itinerary for the first few days. If your company has apparel or swag, send a gift to help them feel pride in their new role with the company.
Get the Tools for the Job in the Employee’s Hands
If you are offering a computer, phone, or any other resources required for the job, make sure you coordinate a way for an employee to access those materials before the first day.
Nothing is more stressful than logging into remote orientation events and not having your technology in working order. Be proactive in supporting the tech needs of remote employees.
Have Employee Data Set Up
Remote workers require access to specific websites, passwords, and access to a company email address. Either give your employee all of this before day one or let them know when they will receive it.
Offer a Virtual Social Gathering on Day One
If your culture is a balance of work and play, let that shine right on day one. Start or end the day with a virtual gathering that is a bit more informal. Consider ways to include virtual games or conversation starters that help every person get involved.
Host a Formal Orientation on Day One (And Any Necessary Following Days)
It’s not enough to point new employees to a list of online resources that need to be read. Interact with employees and host meetings to go over essential elements of the company. Ensure your orientation includes recounts of the company history, mission, vision, organization charts, employee handbook, company policies, and individual work responsibilities.
Week One: Host Essential Department Meetings
During the first week, ensure your new hire meets with the most crucial departments and personnel. HR should ensure the employee knows all benefits options.
Technology should offer training on company software, tools for the job, and tech safety protocols.
The employee’s immediate team lead should spend significant time with the new hire in the first week to form a connection and define expectations.
The team with which the new hire will collaborate should be incorporated into several aspects of the first week. It’s essential that the new hire feels like part of the “work family” and is aware of critical projects.
Month One: Peripheral Department Meetings
Just because the new hire won’t work in collaboration with some departments does not mean their role in the company should go unexplained. Help your new hire see how all departments work together and give them a thorough understanding of each department’s function by setting up meetings with key staff members.
30/60/90-Day Plans
Create action plans and touchpoints for the 30/60/90-day marks. This will help you bring the new hire into the fold of the team’s projects at a carefully planned pace. At each touchpoint, you can evaluate the new hire’s work competence and opportunities for support. These check-ins should be two-way to allow the employee to ask questions or seek assistance, too.
Month Six: Essential Check-In
By month six, the new hire should have a formal check-in with HR and the team’s leader. Check-ins like these meetings can help employees offer meaningful feedback on what is working well, where they need support, and what ideas they may have to improve workflow.
Likewise, team leaders can play a meaningful role in responding to the employee’s thoughts and offering additional feedback to help the new employee prepare for long-term success.
Continued Retention
After the first six months, your role in supporting employees should shift to retention. See if there are areas you can help an employee further their knowledge, and then help develop an action plan for career development.
Consider how you can pair a new employee with a mentor or offer hands-on training within their work responsibilities. You can even discuss opportunities for tuition reimbursement or third-party course options.
If you invest in your employee’s growth, they’ll feel a greater sense of purpose and commitment to their work. In turn, that leads to better job performance.
Be Prepared with Text Blaze
When it’s time to integrate that next new hire, ensure our handy checklist list is at your fingertips. Text Blaze is your solution to save any piece of communication and put an end to repetitive typing. With Text Blaze, you can simply save this checklist as a keyboard shortcut and insert it into Google Docs anytime you want.
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