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Direct managers should then use the results to better tailor the remote onboarding experience to the individual’s needs. Set up 30-minute virtual coffee chats with other new hires and subject matter experts. A company hosts an orientation program to welcome a group of new hires to an organization. In a remote work environment, an orientation program can be a virtual webinar that introduces employees to a company’s vision, goals, culture, and history. Many of our tips have to do with integrating your new remote employees into your company culture.

remote onboarding

But it is fair to say that remote onboarding programs for workers tend to be slightly longer than traditional programs in order to deliver comprable content. In this article, we take a deep dive into best practices for remote onboarding processes. An organized and itemized onboarding checklist ensures that a new employee completes everything they need to, while also providing them with concrete tasks to complete and feel like they’re making progress.

What is Remote Onboarding?

This is why it is vital that your company has a clear onboarding plan to aid remote employees through the onboarding process. Use this remote employees onboarding checklist as a guide to schedule the first week’s events and tasks. But don’t forget that you’re still onboarding in general – this how to build a new onboarding process guide and this onboarding new hire checklist will help you succeed. The goal of the remote onboarding process is to make new employees feel welcome and included in the company. It is thus vital to customize the remote employee experience and ensure that everyone in the company is openly and freely embodying the fundamental values you advocate.

5 tips for seamless remote employee onboarding – Hr Morning

5 tips for seamless remote employee onboarding.

Posted: Tue, 07 Mar 2023 08:00:00 GMT [source]

“This allows them to gain maximum insight and information of the work culture and expectations of them through someone who is experienced in the same field,” he said. “This quickly changed their perspective, and we didn’t land this person as a result.” “You have to get to know the individual you are bringing on board and the management style they need,” Simpson said. “One of my first tasks is finding out” how the new team member prefers to work. For example, let’s say a new employee will have 15 clients to manage, and for each client they will have responsibility for 1) strategy, 2) meetings, and 3) reporting. Book a demo call of Factorial to find out how HR Software can speed up your HR processes.

Remote onboarding is the process required to integrate a geographically distributed employee into the company.

The goal of the training worksheet is to provide accurate information on the employees being trained. When working remotely, it’s easy for employees to have the impression that they’re working alone. Even if they don’t receive the informal feedback (smiles, high fives, and “good jobs” in passing) that we take for granted in office contexts, clear expectations give them meaningful benchmarks for their performance. This colorful flow diagram template can help to relieve stress by displaying the critical milestones that must be completed before the onboarding process can be completed.

Remote working offers increased autonomy, which is great when employees know what they need to do and communication is clear. But if your communication channels aren’t effective, your new hire can quickly become confused about what they need to do and how they should be doing it. Remote onboarding gives your new hires a taste of what it’s like to work in this type of environment. But in-office work was the norm for most businesses until the pandemic forced everyone into their homes and they needed to adapt to working remotely.


It’s an immersive experience, allowing remote employees to feel the ambiance, witness office dynamics, and even participate in virtual team-building activities. For example, let’s say you’re onboarding remote employees for a customer service profile. You can set specific metrics like ‘performing a product demo’ or ‘achieving an overall score of four out of five’ after their first month. The final step towards a successful remote onboarding program is measuring the success of your program using specific productivity metrics. We touched on team bonding above, but it’s important to plan virtual events that are interactive and immersive, plus mix formality with informal chat. Socializing in a structured and unstructured way will help your remote employees feel more engaged right from the beginning.

They provide a comfortable space for new hires to ask questions and express any concerns or thoughts. We send everyone a $20 Grubhub gift card and use this meeting to get to know each other outside of what was on the resume. We ask questions like, “If you could eat one thing for the rest of your life, what would that be?” We may also play two truths and a lie.

Last but not least is making sure all the trainings get scheduled so nothing falls through the cracks. Remote workers need to be as well prepared as possible, since they are working solo and their access to prompt assistance is more limited than in a traditional office setting. Though takes place virtually, the process is inherently the same as face-to-face onboarding. At the beginning of an adventure, you’re greeted by someone who’s happy to have you. They help you find your seat and get acclimated so the flight will be comfortable and you’ll get to your destination safely. Having clarity and good communication from the get-go creates an invaluable foundation for new hire success.

  • As remote work gets more and more essential due to the global pandemic, employers need to update their processes and tools to allow for interviewing and hiring candidates offsite.
  • This is made possible with digital tools, including dedicated onboarding software and videoconferencing platforms.
  • While certainly a challenge, it doesn’t have to hold you back; use this as a chance to push boundaries and rethink your existing strategy.
  • Employees can also snap photos and videos completing different “challenges” that center around company culture, socialization, learning, and acclimation.
  • Tell them about their new colleague, what their statement of work will be, and share their start date.
  • During training, if a new hire gets stuck or has a roadblock, they should be encouraged to ask questions and give their feedback on the process.

It’s also a good idea to put your new employee in touch with their manager as quickly as possible. If this isn’t a scalable option, consider introducing the new team member to a colleague who can be an informal mentor. A manager can create a list of top stakeholders, including information about how they’ll work with them and why they’re important to meet. Then, introduce them via a Slack message or email, prompting them to get together and have a coffee chat. For example, if your team typically communicates non-emergency out-of-office time 48 hours in advance and adds those dates to a team calendar, make sure your new team members are aware of this practice.

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