3 tips to ace remote onboarding
The world was already becoming increasingly digital, and COVID-19 sealed the deal. Fortunately, innovations in digital tools make it possible to facilitate a great onboarding experience for your remote employees.
As a general rule, you can employ the same strategies and roadmaps to virtual onboarding. However, remote onboarding might require some additional tools and tactics. Use these tips to ensure remote onboarding achieves all the same benefits as the in-person alternative.
Embrace digital collaboration
Even in a digital environment, collaboration is key. Especially without face-to-face contact, new hires need extra support to learn from, work alongside, and bond with co-workers.
Virtual meeting software like Zoom and Google Hangouts are great for distributed teams, but you can have too much of a good thing. We wholeheartedly recommend an asynchronous-first model to foster collaboration without all the Zoom fatigue and wasted time.
Asynchronous communication and productivity tools like Trello, Asana, and a collaborative learning platform can help you bring new hires into the huddle without demanding hours of unnecessary virtual meetings.
Check in and reach out often
Starting a new job behind a computer screen can make you feel invisible. You never meet your colleagues face-to-face, have spontaneous check-ins in the hall, or get a reassuring wave from your manager when you arrive at the office. As a result, new remote employees can feel out of the loop, unsure of how to spend their time, and afraid to ask for clarification.
Go the extra mile to personalize your outreach and provide as much clarity as possible. At 360Learning, for example, we use Trello to give each new hire specific course recommendations, goals, and checkpoints. This helps new hires stay on track and provides that extra sense of security that they’re not missing something.
Here’s a quick, personalized nudge you might see during remote onboarding:
Establish clear metrics
Another way to help new hires stay on track — a particular challenge if you’re not sitting in the same office — is to provide consistent progress and comprehension checks.
At 360Learning, apart from setting quarterly OKRs, our onboarding courses include knowledge and satisfaction checks. We want to make sure each training session has a clear payoff and that the new hire walks away with a solid understanding of why they just spent time taking the course.
Employees can earn badges and high scores and track their progress over the course of onboarding: