7 Best Practices for Training Remote Employees

Thanks to video conferencing tools, face-to-face buddy interactions can be as immersive as in-person communication. Pairing up a new joiner with a buddy provides additional context to what’s been written in your employee handbook such as insights into your company’s culture. According to a study conducted by Microsoft, 23% of new hires with buddies were more satisfied with their onboarding experience compared to those without one.

Making a video that welcomes new employees to the company can be a great way to create an immediate sense of belonging as part of the team. This eBook discusses what to look for in a remote onboarding system and considerations of how your employees will use that system. Digital Adoption Platforms, like Apty, are like swiss army knives for taking care of all these issues at once. They help you train remote employees in real-time with interactive software walkthroughs within the application. An effective approach to remote train employees is to focus on the end results rather than their screen time or other metrics. Recognize that a remote working environment differs significantly from an office one.

Make sure they’re a good candidate for remote work

Continual reinforcement of company values is critical in keeping the culture alive and relevant in your business. Matching a new hire with a peer mentor with similar experience is an effective method remote onboarding best practices of facilitating remote onboarding. When selecting peer mentors, make sure they have a stellar performance record, are team players, and have a successful track record in a remote environment.

  • These buddies will serve as their contact person in case they have any concerns or questions during onboarding.
  • A great onboarding experience starts way before your new hire’s first day.
  • “Reduce the overall amount of content you plan to cover in a single session, or break it out into a series of smaller sessions with clear objectives,” Smith said.
  • Gradually introduce information in each onboarding step to avoid overwhelming users.
  • Also, Microsoft Teams allows you to add new hires to teams to promote interaction and participation.
  • To onboard remotely efficiently, it is an excellent practice to help them complete the necessary paperwork.

This will help employees quickly understand the software and jump in to use it. Arrange necessary pieces of equipment like computers and other hardware well ahead of their onboarding day. While onboarding employees remotely, you must coordinate with the equipment shipping and logistics team to put a standard process in place. That way, the equipment will reach the new hires before they start their job.

Help your new hires complete the paperwork

Gather and analyze your new hire’s feedback so that you can determine the strengths and weaknesses of your current systems. This can help you come up with creative ideas to enhance your employee onboarding. A well-designed onboarding experience can significantly improve user retention rates, with some businesses reporting an increase of up to 50 percent in long-term user engagement.

  • As an HR professional, you’re probably trying to understand how you can create an efficient onboarding process.
  • Request that your team reach out to new hires and introduce themselves in order to start building relationships from the first week.

Some apps, such as Donut, allow employees to chat with a company representative through the internet. Onboard employees can also receive useful information about company resources, such as knowledge bases, training software portals, and cheat sheets. Incorporate peer mentoring, and ensure remote employees are equipped with all of the necessary resources.

Make an onboarding checklist for them

You can use the milestones that you included in your onboarding plan to assess the employee’s performance and address any potential issues as soon as possible. Checking in with new employees also provides you with a platform for getting feedback on the onboarding process. Having at least one off-site (i.e. not at the company offices) gathering makes it possible for new employees to meet other team members in person. This is not only vital to creating stronger relationships between remote employees and other team members, but it can also often make the difference between a high and low employee turnover rate. This is especially helpful in the case of remote employees when working away from the office can often lead to a feeling of isolation.

  • It would help to ask them if they have queries now and then so you know they’re following the new information well and not feeling overwhelmed.
  • Independent working is fundamental for remote workers, so fostering such skills is important.
  • Just because you are the employer doesn’t make it okay for you to be tardy.
  • Considering the super competitive global talent market, a bad first impression as an employer can be the difference between retaining new talent and losing it to a rival firm.
  • Follow-ups for employees can be as simple as an email or a message on your communication tool, like Slack.

You also may want to keep the questions organized somewhere so that future onboarding classes can reference them and see if their question was already answered. Remote work requires businesses to embrace digital transformation across all aspects of their operations. From managing their sales, human resources, and facilities, businesses are leveraging technology such as facility management software to digitize their processes. During onboarding, users need feedback to guide them on what they’ve done right or wrong and what they can improve. Even though the heavy part of the onboarding is the first time the user launches the app or website, it is important to update users with the release of new versions of the software.

Collaborative And Transformative Leadership: The Future of Team Dynamics

You should also cover the work culture and ethics, as well as your policies and rules that might affect their working experience. Once pleasantries have been exchanged and the ice has been broken, get straight to business and discuss your agenda. This will show the new hire that you are well prepared and not just winging the process. Just because you are the employer doesn’t make it okay for you to be tardy. Ideally, they should have everything received and set up before day one of their employment. There will probably be some paperwork that you will need your new hires to fill in.

  • Virtual onboarding can be a different ball game than physical or in-office onboarding.
  • Some remote employees get distracted easily and need help staying productive.
  • Because it is run online, you need to do what you can to keep your new employees engaged and allow them to learn everything they need to in an online environment.
  • In a remote setting, face-to-face interactions are limited or nonexistent, making it more difficult to establish meaningful relationships.
  • The process should help them quickly adjust to the performance and social aspects of the job to become productive members of your organization.

Onboarding new employees in groups can help to make the entire process much less stressful for both the employees and employers. Group onboarding provides an easy way for new team members to get to know fellow employees quickly and it is often less intimidating than meeting people one on one. Using an onboarding software designed for remote implementation ensures that things are encrypted and protected from unauthorized access.

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