How to Onboard Remote Employees Effectively

When onboarding remote employees, hiring managers must alter their approach and cater to the virtual environment. Individuals who work from home lack the in-person interaction and office support that they would gain from working in an office setting, so it is vital that hiring managers take the necessary steps to ensure a seamless integration virtually. Remote employees should feel accepted and comfortable from day one and having an effective onboarding process is the first step. After all, the onboarding process is all about welcoming the candidate into their new role and the company as a whole. 

Below, we outline how to onboard remote employees in the most efficient and effective way. 

Ensure all individuals, documents, and technologies are ready. 

Before onboarding begins, it is important that all parties are prepared. On the human resources (HR) side, make sure all documents, presentations, forms, etc. are complete. Has the employee submitted all the necessary documents? Are the onboarding presentations and sessions finalized? Does the employee have all the information they need before their first day? The list goes on, but most importantly, does the employee have their technology set up and ready for use?  

For remote employees, technological struggles can, and do, contribute to a lot of stress. To avoid any hiccups, have IT reach out to each new hire to help set up their technology and any additional resources (applications, platforms, software, etc.) prior to their start date. Not only will this minimize stress and any technical issues, but it will increase their level of confidence and comfort as they enter their new role.  

Set clear expectations. 

Whether a new hire is working in-person or remotely, expectations should be clear from the start. The individual should have a solid understanding of their responsibilities and how their work will impact the overarching company goals. Onboarding is the company’s chance to lay a foundation for success, regardless of how the individual’s role may evolve over time. Along with setting expectations, new employees should understand how they can manage these expectations as well.  

While manager and employee relationships vary, check-ins are especially important for remote employees. Taking a hands-on versus hands-off approach will depend on the individual and what management style will help them perform best. Are they independent or do they need constant check-ins for guidance and motivation? Are they traditionally independent but appreciate checkpoints for reassurance when working from home? Managing expectations ultimately boils down to what is best for each individual employee, and the sooner the expectations are set and supervised, the better.  

Create a sense of belonging and provide room for growth. 

One of the most important aspects of the onboarding process is laying out the company’s culture, mission, and values. Most companies pride themselves on being tight-knit and supportive, and the ways in which a company welcomes a new hire can either support or discredit this claim. Remote workers, in particular, lack the organic, in-person relationship building that comes with going into the office. To ease the transition, ask existing team members to reach out to new hires and introduce themselves or even set up a virtual welcome-to-the-team meeting. 

Additionally, advocate for open conversations and networking. This will help new hires meet and mesh with others in the organization. Encouraging new and existing employees alike to engage in formal and informal conversations with colleagues will increase their community involvement while building their network. 

Foster internal communication and collaboration through community groups. 

In any industry, organization, or position, communication is key. Communication and collaboration help create a sense of community, which is especially important to keep remote workers connected and engaged. When onboarding employees, it is best to create a cohort; onboarding a larger group at once will not only save the company time and money, but it will create a unified group of employees. Being a new hire can be overwhelming, but approaching the situation with another new hire, or several new hires, may help ease any anxieties.  

Furthermore, arrange different channels of communication for these individuals. Whether that be on Slack or Teams, providing new hires with an outlet for friendly conversation, questions, and more will foster a sense of community. For example, there could be a channel for all individuals that began onboarding on the same day, a channel for all remote employees on the East coast, a channel for all employees working on specific projects, and so on. Having community groups for remote hires will not only help with the transition into their new role, but it will help them feel connected to and seen by other individuals in the company. 

Encourage and welcome feedback. 

Hiring managers should always ask for feedback throughout the onboarding process. Everyone learns differently, especially in a virtual setting, so understanding how to cater to different learning types can take time. New discrepancies may, and most likely will, arise now that remote onboarding is becoming a staple across companies. A new hire’s experience entering their role should be memorable and exciting, but also comforting and welcoming. For any questions related to onboarding or staffing, our team at BCTG is ready to assist you.