The main goal of your onboarding process is to set up your new staff member to succeed. This means helping them quickly learn the basics of their job, understand workplace culture and begin building relationships across the organization.
Here’s a checklist of topics to cover to make sure your new hires feel welcome, supported, highly engaged and prepared to do their job.
Nuts and Bolts
Partner with your IT Department for all office-required equipment, ensuring clear instructions, network/Internet access and other tech items are ready to go from the start.
First Week Excitement Email
Send those essentials in a first day informational email. Include those need to know items such payday schedule, welcome newsletter, department organization charts, holidays and vacation and/or sick accrual processes.
Enthusiastic Welcome Aboard
Schedule a “New Hire Orientation” on their first full day. The new hire will meet with an HR team member to discuss work place policies, benefits, culture, etc. Then, conduct a virtual “meet and greet” to introduce them to both remote and in-person employees.
Partner each new hire with a current team member that can help them through their first few weeks on the job. Essentially a mentor or “go-to” in addition to their formal job training. The “buddy system” is extremely beneficial for a remote new hire. This designated buddy serves as another outlet for the employee to stay connected with on their team.
You’ll want timely training focusing on processes, tools and other technology used. Continue to get feedback from both the new hire and the trainers throughout the process. You may need to reinvent some aspects of training for a work-from-home employee. This process will require different needs so give this careful thought and planning.
Make sure they receive an up-to-date Employee Handbook and/or access to all the essential need-to-knows about our organization. The guide or guides will help new remote hires (and others) stay informed on company policies, procedures, pay schedules, holidays, contact information, organizational charts, etc. We recommend an online handbook located in a place that is easy to update and share.
Encourage Work-Life Balance
Assist in developing structured routines, clear expectations and support a good work-life balance. This is especially important for remote employees who are essentially “living” in their office. Hearing the emphasis on work-life balance from the start should encourage them to recharge when needed enabling them to give their best performance.
Good Team Communication!!
Prioritize this. Be available and check in regularly to help them stay motivated. In addition to a work buddy, having dialogue with their manager is key in providing information/feedback regarding work assignments, the organization, the “big picture” and feeling valued as a member of the team.
Remember, the onboarding steps outlined above are meant to help all of your new hires get up to speed quickly and create a culture of connectedness. It starts and ends with clear communication. This is a must if you want to create a workplace where all your employees — whether working remotely or on-site — feel like they are valued members of your team.
All of our service area leaders have dozens of years of experience. These are protips they’ve picked up along the way that you can use right now to solve common issues.