The appointed representatives who handle the new-hire onboarding need to do their best to make the incumbent feel welcomed, appreciated and wanted. Without respect and transparency, there’s a high probability that the candidate may decline the offer and pursue other options that they have available to them. In a CareerBuilder and SilkRoad survey conducted by The Harris Poll, 68% of workers reported that they believe their experience as a job candidate directly reflects how a company treats its people.

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. Don’t forget to acknowledge any of their contributions and ask them if they need additional training or support. Regular check-ins can mean the difference between a long-term, productive employee and one who quits early on.

Why Employee Onboarding Is Even More Crucial Remotely

If you expect people to work to the best of their ability, they must be given an appropriate foundation from which to achieve this. It is the company’s responsibility to help its remote employees set-up a home-office that is conducive to individual efficiency, comfort and productivity. Many companies have been forced to adopt remote working structures to keep their businesses afloat. And so, HR are now having to rethink the traditional onboarding experience in order to create engaging, personal and positive onboarding experiences remotely. A well-ingrained company culture with a remote-friendly work environment is often integral to ensure the onboarding process succeeds. Request that your team reach out to new hires and introduce themselves in order to start building relationships from the first week.

As long as you pair a remote authorized representative with an excellent audit trail, your business should be able to withstand any audit thrown your way. If you know you’ll struggle with this, look for an onboarding solution with excellent customer service and easy implementation. Time and technical knowledge shouldn’t be a barrier to get you and your business where you need to go. This eBook discusses what to look for in a remote onboarding system and considerations of how your employees will use that system.

Company Info

Not only will you make them feel like a valued member of the business, but this email will help their colleagues get to know them a little better. Without the benefit of in-person introductions and social events, onboarding managers need to be intentional in helping new employees feel part of the team. This might include team members creating introduction videos for the onboardee (Loom is a good tool for this) and establishing virtual coffee breaks with key team members. But instead of meeting and training in person, everything happens online using video conferencing, webinars, and other virtual activities to welcome new hires and help them get up to speed. Looking for the right tool to help you onboard, upskill and retain remote employees? With little control over an employee’s environment and work conditions, managing remote workers can place enormous strain on the managers and the organization.

That being said, including some training in your onboarding is good practice – just be mindful of not getting too deep into the weeds in those first few days. Onboarding is usually considered separate from training – it is the initial process of introducing new employees to management and the rest of the team. Onboarding cultivates new hires to be “part of the team.” Done well, it can also supercharge new employee productivity by boosting motivation and job satisfaction from day one. 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.


The plan should cover everything needed to ease the new remote hire into the company in their first weeks. The virtual onboarding process only poses more challenges for your new remote workers, making the first month that much more important. Research shows that it’s more powerful to have a broad network than a deep network, especially as one becomes increasingly senior in an organization. Particularly when a new leader onboards, the organization should help him or her intentionally build a broad network, starting internally. Some companies set up a “shadow week” in which the new hire attends a wide variety of team and stakeholder group meetings, even those that may feel less directly relevant to that new hire’s core responsibilities. It’s important that this informal mentor be a different person from the person’s manager, so that the new employee feels comfortable asking any question, large or small.

Encourage them to build relationships with their colleagues and provide opportunities for team building and socializing. Continuously evaluate the onboarding process to identify areas for improvement and ensure that new hires are successfully integrated into the company. The key to efficiently onboarding remote employees is to create a detailed onboarding plan.

Continuous Support

If you decide to choose a learning management system to host your training and onboarding, be sure to keep these things in mind when adding training modules. In place for a physical work environment, you can use fun team meetings and video calls to welcome new hires. Be sure to list out the steps new hires need to take to complete the process to ensure they don’t get confused along the way. Also, strive to create informal moments to ensure employees don’t feel isolated. List down the interests and values you expect from employees and explain how the company supports those values. Like other employee resources, you should also ensure the statement is accessible to remote teams.

best practices for onboarding remote employees

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