Remote employee onboarding has become a ubiquitous challenge for many companies, including integration firms. Let’s take the guesswork out of it.
As integration companies battle through a COVID-19-depleted market, there is much uncertainty about what the future of the integration industry holds. One feeling, however, has been consistent throughout NSCA’s countless conversations with integration firm leaders: Even when the integration market enters its reboot and recovery phase, the “new normal,” as it’s often called, will be different. Integration firm leaders must prepare to lead a different type of company under different work circumstances and address their customers’ changing needs.
Future of Employee Onboarding
A little nervous about onboarding remote employees? No worries. It’s not as difficult as it may sound.
Whether you’re onboarding remotely or in person, the ultimate goal is the same: to help new hires understand their role and empower them with confidence and clarity.
The main thing to do is get organized. This way, you can help ensure that the process runs smoothly, which can minimize concerns new hires may have about learning their job. It’s worth taking the extra time to map everything out.
Not incredibly organized? That’s okay, too. Just follow these tips and strategies … soon you’ll have just what you need to help new remote employees:
- Gain clarity on their roles
- Fully engage in their work
- Effectively contribute to your team
Organize Your Remote Onboarding Team
Bringing on a new employee is definitely a collaborative effort. Having the right team in place can make the process easier.
Typically, you’ll need these three people to help support the new hire:
- An assigned HR professional to assist with HR-related questions, benefits options, etc.
- A designated IT representative to help ensure that the new hire’s remote office is in place
- A direct supervisor or manager to provide guidance that helps the employee quickly adapt to the organization
Implement a Few Pre-Employment Strategies
Because the process is remote, it’s a good idea for managers to go the extra mile when helping new hires get ready to start. Take advantage of this timeline, which highlights a few important touch points to make before the employee’s first day.
- Two weeks before start date: If providing office equipment, email the employee to let them know when it will arrive.
- After equipment is delivered: Contact the employee and find out if they received their office equipment.
- One week before start date: Set up a video call to say “hi” face to face. Also, make sure the employee can log into their computer and phone systems.
- Day before start date: Email them a short “see you tomorrow” message.
Consider a Welcome Kit
You want to show enthusiasm for the new employee’s arrival. A great way to do so is with a welcome kit.
Not sure what to include? Explore a few ideas:
- A printed, step-by-step guide to help them set up their office equipment
- Contact information for everyone they’ll need to reach out to: their supervisor, HR and IT support people, etc.
- A meeting schedule for their first week
- Company swag: a coffee mug, t-shirt, pen, etc.
Want More? — Future of Human Resources
Explore Tips for the First Day
Now that the first day is here, make sure you’ve set up a one-on-one meeting between the new employee and their supervisor. In addition, you’ll want to introduce the employee to their team members.
Have everyone meet over lunch. This will require ordering food for everyone and having it sent to their remote location. Then, everyone can eat and chat over videoconference.
In addition, if employees are typically taken on a tour of the office, you can simply turn on a video camera and virtually walk them through the building.
Onboarding remote employees may feel a bit awkward at first. But, with a little planning and creativity, you can experience a seamless and stress-free process.