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The pandemic has had a profound impact on the world of work in 2020, disrupting it in multiple ways. With most of the world operating remotely in virtual offices, we are now facing new challenges, such as the need to onboard new hires remotely and reboard the existing workforce. Follow these 3 tips for a successful remote onboarding to improve productivity ratios and retention rates.
1. Make newcomers feel “at home” and welcome to their remote teamsJoining a new organization with no office and working remotely could be a mix of feelings: excited about the opportunity and anxious to perform well in a new environment. In addition to sharing organizational guidelines and policies and providing all necessary information and training on systems and tools, focus on how to introduce the new hire into the company culture. Culture helps integrate new employees into the community and develop a stronger sense of belonging while best influence organizational change. Besides, promoting work environments based on open communication has plenty of benefits, such as connecting and engaging teams, increasing collaboration, and building a great work atmosphere: the foundations of high-performance teams.
- Organize a welcome video-call with other staff members and give them a virtual tour of the office. Optionally ask new hires to record a brief video of themselves, sharing a few facts about them, from hobbies to favorite local restaurants; coworkers could do the same.
- Provide newcomers a mentor/buddy who will be able to clarify their questions and doubts about the organization in an informal and trusted way. Onboarding buddies increase new employee satisfaction. Giving people mentoring new hires enough time helps them integrate employees into their new work environment and culture properly.
STATS:To create highly productive, engaged teams, promote environments of high trust and great culture: employees have 74% less stress, are 106% more energetic and 76% more engaged at work, 50% more productive, take 13% fewer sick days, 29% are more satisfied with their lives, and 40% have less burnout.
2. Communicate expectations and goals clearly and provide/receive continuous feedbackEnsure new hires fully understand the organizational goals and their own objectives and how these relate to the overall goals from the very start. Moreover, to be successful, managers should be extremely involved in the new hire employee onboarding process, building trust with ongoing bidirectional communication.
- Carry out weekly one-on-one meetings (30 min-45 min) to discuss the role and responsibilities, get to know the new hire better, his/her expectations as well as long-term goals, as well as share news and other matters.
- Run bi-monthly check-ins regularly to review progress and identify any issues; cover four simple questions: what did go well in the last period, what should the employee improve, what would be his/her focus in the next period, and how can you help the employee). Also, share a final evaluation, from 1 to 5, about the new hire´s performance during the last period.