For remote workers, provide opportunities for new hires to access online courses during or after orientation and a stipend for the personal and professional development of their choosing. That concludes our deep dive into remote employee onboarding best practices. We hope you found some useful tips that can be implemented into your own programs. If you’ve already run a remote onboarding program, or perhaps are considering doing so, we’d love to hear your thoughts in the comments section.

• It prepares employees to fully commit to performing well and exceeding expectations.
• Taking this step allows your company to begin “an immediate personalized relationship” with new employees, which is a key element of effective leadership.
• Given their relative lack of know-how and expertise, micromanaging a new remote hire might be an easy temptation.
• Your onboarding program should just be the beginning of an ongoing developmental foundation that continues to strengthen your employees’ cultural alignment, relationships across your organization, and performance in their role.

Onboarding doesn’t end once your new employees have filled out their paperwork, met the team and completed training. It’s an ongoing process that requires weekly, monthly or quarterly check-ins. These check-ins serve as an opportunity to sit down with them to ensure they’re comfortable and happy.

Ask for Feedback: The Remote Onboarding Experience

Recruiting the right people is a tough thing to do and you should use all the help you can get. This step of the process will be based more on the skills and experience someone can bring to the table, while an onboarding program will help them thrive in a new environment and become a part https://remotemode.net/blog/10-best-remote-onboarding-practices-to-adopt/ of your company culture. By conducting frequent check-ins with your employees, you also provide yourself with a platform to get valuable feedback on your onboarding process. This feedback can then be used to refine your plan to the benefit of your company and its future employees.

Ron Stefanski is an internet business expert and marketing professor who has a passion for helping people create and market online businesses. To refine your onboarding process, you must review the impact and results of each new process that https://remotemode.net/ you implement. For instance, allow flexible hours, and whether your employees decide to put in the hours early in the morning or later in the evening should not matter, just as long as they complete the work in a timely and professional way.

Check-in after Onboarding Remotely

Personalisation has become deeply ingrained into our way of interacting with the world, from the way we shop to how we absorb information. We’re all consumers, and if 80% of us are more likely to buy if the experience is personalised, then new hires are likely to buy into your organisation’s ethos if you offer them personalised onboarding experiences. Whether you’re onboarding new employees individually or in cohorts, it is crucial to prioritise and strive for a seamless, effective, and efficient onboarding process.

Make employee recognition an integral part of your remote work culture and engagement strategy. Show appreciation for achievements big and small, both publicly and privately, so your employees know their work is valued. People want to know that they matter—and this doesn’t change when they work outside the office. But working remotely can make it easy for employee contributions to go unnoticed. By prioritizing culture and approaching engagement, you can better address barriers to remote work and ensure your talent initiatives align with the culture you’re trying to create.