It’s safe to say that the COVID-19 pandemic has not only affected the global economy but also caused populations worldwide to adjust their day-to-day operations.
In past global economic crises, including The Wall Street Crash of 1929 (and subsequent Great Depression) or the financial crisis of 2007-2008 (which sparked the Great Recession), afflicted industries had no choice but to make changes in order to adapt to new realities.
Organizations had to learn how to mitigate hard times with flexible and easily implemented strategies. And while changes are never easy, they can also be seen as opportunities for companies to re-evaluate their internal processes in order to do things better. This is what is often referred to as the silver lining of dark moments, and these trying times in 2021 are no different.
Many companies have been forced to adopt remote working structures to keep their businesses afloat. In fact, many experts believe that remote work will remain the norm. Although hiring has significantly decreased for some industries—some of which have even seen unprecedented unemployment rates—other less affected sectors, like within the online grocery industry, are seeing activity rise with companies needing to hire new employees. And so, hiring managers are now having to rethink the traditional onboarding experience in order to create engaging, personal and positive onboarding experiences remotely.
Remote onboarding differs from traditional in-person onboarding most of us are accustomed to, as it requires a different approach and skillset—the lack of face-to-face interaction greatly affects the dynamic, pace and scale of the whole experience.
One of the challenges can be the disconnect with the company’s culture, given that new joiners do not have the opportunity to be in physical surroundings that embody a company’s spirit and values.
Companies who are pivoting towards remote work and hiring systems have to take these factors into account and make sure to compensate for these gaps by building connections in different ways. Continuing to set new joiners up for success, HR managers have to be creative and leverage new technologies to ensure a full and genuine remote onboarding experience.
In this article, we take a look at key stages of onboarding adapted to the remote work setting, and provide recommendations in order to help HR managers better design great onboarding experiences to suit the “new normal”.
If we remember the basics: onboarding is the practice of welcoming and integrating new joiners within an organization. In our previous article, 4 Essential Onboarding Checklists for New Employees, we highlight the positive impact that great onboarding experiences can have for both short and long-term employee dynamics—ultimately benefiting an organization’s continued financial and structural stability.
Bonusly notes that 87% of HR leaders believe that improving employee retention rates will be critical for business survivability, especially within the next five years. In the context in which a physical workplace is not accessible (due to social distancing practices), providing a positive employee experience remotely is now more important than ever.
Establishing a strong first impression when welcoming new joiners to the team, which has been proven to help increase levels of employee engagement, is just as critical now as it was before—except that it may require more effort and finesse since now executed at a distance.
Remote onboarding can be considered a longer process as it requires a longer preparation period. Given that now, most new joiners are not physically entering a company’s offices—and, by default, cannot be immersed into a cultural environment organically—HR managers need to put a little more elbow grease towards creating an engaging initiation, where remote employees can feel just as connected to their employer and peers as if they were there in person.
Below, you’ll find ways in which HR managers can adapt the key stages of onboarding to be more sensible and practical when it comes to the remote onboarding experience:
Rethinking the Ideal Candidate: Each role to fill tends to come with a specific and required set of qualifications. In the era of COVID-19, it is critical to reconsider the typical profile of the ideal candidate to ensure they not only have the right cultural fit and skills, but also are naturally resourceful, adaptable, and have a propensity to thrive working from any space.
– Equipment Support: Before remote onboarding even begins, it is imperative for new joiners to have all the tools required to set up a home office. This includes equipment (from laptop to headset) and software. To ensure a seamless work-from-home experience can occur, hiring managers have to anticipate these needs, arrange for all necessary materials to be shipped at least a week prior to the start date of employment, and provide clear and concise instructions regarding installations.
– IT Assistance: Now that a lot of business activity has been forced to transition online, it is worth it for companies to invest in tech support for their employees. To ensure seamless access to company resources needed on the first day of employment, hiring managers should make sure that new joiners are provided with the right contacts for any help setting up equipment, softwares, logins, and so on. This added layer of employee care will help reassure new joiners and reduce any first-day stress related to connectivity issues.
– Employee Access: HR managers have to determine which company resources will need to be accessed by new joiners and ensure all information pertaining to this is shared beforehand. Managers need to grant employee access prior to the start date of employment, to avoid any login issues and troubleshooting on the first day.
– Two-Week Schedule: Managers should build a detailed agenda outlining meetings and one-on-one moments—including all activities new joiners are to partake in, such as training sessions with videos and appropriate links, as well as ice-breaker meet-and-greets to balance out the days. Having a clear and concise formula to follow will not only reduce the stress levels new joiners can face but also help avoid the feelings of confusion or unproductivity as they are still getting familiarized with company processes.
– Mentor and Buddy: To enhance the integration process of new joiners alongside their peers and within the company culture, matching them up with a work mentor as early as the pre-boarding stage is a good tactic. Ideal mentors should be senior within the company. To help make new joiners feel more supported within virtual onboarding experiences, mentors should touch base with the new joiner monthly in order to discuss their growth, project opportunities and pain points—acting as a company guide and coach. When assigning a mentor, HR managers look for certain qualities, such as being an active listener and enthusiastic teacher.
– E-Documents and Training: To help familiarize new joiners with the company directory and network, the hiring manager can provide a list of all key members within the organization that the new joiner might eventually need to get in touch with. This list can include—but is not limited to—direct reports or supervisors, mentors, peers part of the same team or project, and representatives of key departments (such as the IT department).
Because of the lack of in-person connection, it is helpful if the list also includes photos of each person and a brief description of their role within the organization.
Since communications are done electronically, hiring managers need to ensure that all important company documents are easily accessible (like via a library, which Softstart offers!) including the employee handbook, code of conduct, policies and procedures.
As for the training, hiring managers can prepare virtual training sessions where employees can complete modules independently. Tracking a new joiner’s progress is important and, once training is completed, hiring managers can check in with new joiners to answer any questions they might have and make sure the proper information has been retained.
– Health and Safety: Even if the employees work remotely, transparency and consistent communication is important to retain employee trust. One way of doing so is to organize a company-wide e-seminar to discuss the ways in which the company is adapting to suit remote work, and the procedures that will be followed should offices open again. HR managers can also keep an eye out for online health seminars, so employees can feel more empowered and to which they can register for free.
– Virtual Face-To-Face Introductions: As previously mentioned, the reality of working from home means that employees do not have the same opportunities to meet and connect face-to-face organically as they would have in an office setting, while grabbing lunch or bumping into each other at the coffee machine.
One way to overcome this gap is by making an effort in scheduling introductory calls for every new joiner to e-meet the colleagues they will be working with. This will help add a feeling of human connection behind screen names and email signatures.
– Connect people: Besides having a mentor, it is always beneficial to assign a buddy to a new joiner—or, in this case, an e-buddy. This system pairs new joiners with existing employees who have been with the company for under a year. Given that both have lived through similar experiences in a relatively close time frame, it tends to be easier to build employee rapport through such pairing.
For example, GSoft has created an ambassador community of volunteer buddies, responsible for facilitating the integration of new joiner. Positive relationships between peers within the workspace is proven to increase employee engagement.
– Check Ins: HR and team managers should always be in close contact with new joiners throughout hiring and onboarding, but especially so when remote. Short virtual meetings can be a great way to touch base and make new joiners feel supported within a new setting.
A good practice would be to organize weekly check-ins during the first month, bi-weekly check-ins for the second and third month, and monthly meetings thereafter. These meetings should be conducted separately from performance evaluations, and are solely done with the intention of establishing an available support system for the new joiner.
Cultivating a sense of connection during a period of social distancing is extremely important for all humans. While employees are physically separated from their team and office environment, it can be easy to feel disengaged or bear the emotional tax of self-isolation—especially for new joiners who have not had the chance to forge organic relationships with their colleagues and experience the company spirit first-hand.
Below are a few additional practices HR managers can adopt for an uncompromising onboarding experience, even if remote:
– Virtual Socials: Informal virtual gatherings are perfect occasions for new joiners to meet their peers. Sharing a lunch break with colleagues is a cornerstone bonding activity within any work space. Managers can also host a virtual cocktail hour with the team on a periodic basis, where new and current employees can get to know each other in a more relaxed setting.
– Open-Screen Policy: Working in an office at close proximity, most managers adopt an open-door policy, especially for new joiners who tend to need more guidance. Since this method does not work in a remote setting, managers can reserve several 15-minute time slots throughout their weekly schedules, inviting new joiners to “pop up” on screen and connect within any of those allotted times.
– Tech Upgrades: Leveraging new tools and technology can help in a time where businesses are transitioning all activities online and becoming increasingly reliant on virtual communication. In a recent article by Espresso, the benefits of using augmented reality is highlighted. AR is an extremely interactive platform and can be used for training, interactive onboarding experiences and tutorials.
Another interesting tool is Miro—a collaborative online platform ideal for team brainstorms and project mapping. If your company has yet to adopt such tools—now is the time to upgrade.
– Making up for Lost Proximity: While video conferences and virtual hangouts are a partial solution to help establish more human interactions, they still come with limitations. By working from home, new joiners won’t have the same opportunities for casual banter with colleagues, which is important for employee bonding—from suggesting a lunch spot to complaining about the morning traffic. Managers can help humanize virtual meetings even further by allocating time to personal sharing. This doesn’t have to take up much time—five minutes before or at the end of each meeting to allow peers to share their weekend plans, for example, can really make a difference.
These small yet impactful moments show consideration, help bridge the omnipresent digital divide, and allow new joiners to gain a deeper understanding of their colleagues’ personalities.
GSoft encourages connections with colleagues outside of their core teams in a similar fashion, with a simple questionnaire for new joiners to fill out—detailing their personal passions, past experiences, and funny anecdotes—which is in turn shared internally on the day of their arrival.
Now more than ever, well-thought-out onboarding is especially important for remote employees, given the physical limitations and lack of opportunities to organically bond with peers and integrate within the company culture.
Adapting to new realities, no matter what they are, is never easy and team leaders have the responsibility to uphold a solid stream of communication in order to make new joiners feel a part of the day-to-day, even remotely.
At the end of the day, the key is to build engagement with new hires and help them establish positive relationships with the team by leveraging creativity and technology, and adopting the right digital communication tools to facilitate this.
While these times may feel uncertain, remote onboarding experiences don’t have to be. With proper planning and by establishing smart strategies, the challenges brought on by working from home can be overcome. A way to make remote onboarding easier and stress-free is with Softstart—an onboarding platform that supports every step of the way. Make sure to sign up today!