The pandemic has reshaped our routines, significantly impacting how we work and, crucially, how we onboard new employees. Remote onboarding has emerged as a vital business function. Engaging new colleagues and making them feel welcome and part of the team – all through a screen, potentially without physical interaction – requires careful planning and execution. People are different, with unique personalities and traits, making this process more challenging than it seems.
The Essential Checklist for Remote Onboarding:
1. Alleviate Anxiety with Structured Weekly Plans
New remote employees often miss the cultural immersion of being physically present in the office. They lack spontaneous interactions and informal chats. A well-structured weekly plan with multiple meetings (at least 3-4 per day) and clear agenda descriptions, including video links, can significantly reduce anxiety. This structure provides a clear path, minimizing stress and unnecessary questions. Ensure the plan introduces the new hire to the team, processes, and projects effectively.
Advice: Balance work-related activities with social interactions. Fostering a sense of inclusion in the team and its culture is paramount for building confidence and openness.
2. Align Expectations with a “Let’s-Get-Started” Project
Startups operate at a rapid pace, sometimes lacking established structures. Founders often juggle numerous projects, which can be overwhelming for new employees. To combat this, assign new hires relevant and meaningful tasks during the onboarding phase, ensuring they remain engaged while not in meetings or virtual social events. Keeping them actively involved is key.
Advice: Develop a collaborative two-week plan to align expectations for the role and guide the employee on what needs to be accomplished. Avoid overloading them; the goal is to build confidence in their initial tasks.
3. Introduce Cohort Onboarding to Combat Loneliness
Startups demand efficiency and maximizing output from limited resources. Onboarding new employees in groups is a lean strategy for successful growth, fostering a sense of community among new hires.
Advice: Assign each cohort a host or squad leader responsible for creating an optimal environment for learning, collaboration, socializing, and cultural immersion. Ideally, the squad leader should be a team leader, such as the Head of Marketing or Head of Customer Success.
4. Prioritize Personal Connections and Social Interaction
Prepare your team to actively participate in onboarding new employees and welcoming them on a personal level. Encourage team members to reach out and establish connections from the start. Building relationships during the first week is beneficial for all involved.
Advice: Schedule team lunch hours on Zoom to overcome the barriers of “normal” social interaction in a remote setting.
5. Solicit Feedback from New Hires
You may not be an experienced remote team manager, and encountering challenges is inevitable. To improve, rely on the new hire as your most trusted source of feedback. Don’t hesitate to ask about their onboarding experience and potential areas for improvement. This feedback will lead to better outcomes for both parties and future hires.
Key Takeaways: Embracing a Joyful Onboarding Experience
Hiring a new team member signifies company growth, bringing fresh ideas and perspectives. Onboarding should be a positive experience. While it can be daunting for the new employee, you can boost their confidence by allowing them to prepare at their own pace and providing remote support.
Efficient onboarding can be enjoyable, easy to implement, and yield substantial long-term benefits for your organization and employee morale. Ultimately, a well-executed onboarding process contributes to a more engaged, productive, and loyal workforce.
MORE RESOURCES
Tools like Trello can be utilized for onboarding checklists. There’s no shortage of dedicated tools for startups.
