Accept it or not, most of us had never heard of anything called ‘Remote Onboarding’ till this year of unpredictability started raining on us. It forced organizations to quickly adapt their onboarding process for the remote environment. The ones who were more digital-ready shifted with considerable ease and that made all the difference.
According to statistics shared by Financesonline.com, 22% of organizations don’t have a proper onboarding program and 36% don’t have proper technology intervention in their onboarding programs. But companies should keep in mind that employees with good onboarding experience are 18X more likely to feel highly committed to their companies.
Not to worry, HCMguru has created a complete checklist of onboarding practices customized for the current times including all the three stages of hiring new resources– Pre-boarding, Onboarding, and Follow-up.
PRE-BOARDING: Let the welcome be grand! An employee who feels welcomed, is far more likely to start putting effort from day one. Other than sharing the hardware and helping them get familiarized with company goals and policies, the HR team should remember that newbies need constant handholding. Reaching out to a colleague is easier in a normal office set up but in a remote onboarding situation, it can be a little daunting. The buddy concept is a savior, but the buddy should also be aware of the responsibility. Sessions on feedback, personalized training, tasks, and socializing activities should be held at regular intervals.
ONBOARDING: The induction is usually busy with formalities, actions, orientation, and familiarization. In a remote set-up, a tech-enabled interface will replace the friendly personal exchange, but the warmth cannot be compromised. To make the new entrant comfortable, plan to start the day with warm welcome messages and include activities with the team members that can be done online. Make sure the employee knows all the key stakeholders in their joining process like the IT team, accounts team, Buddy, and the other team members.
FOLLOW-UP: Follow-up sessions planned at regular intervals will help keep the new team member focused on their progress and will keep them motivated. Plan and initiate a professional and personal development plan replete with personalized training by identifying skill gaps.
Establishing open channels of communication, continuous assessments and feedback, and aligning requisite training for higher productivity are essential to enable new joinees understand their role, achieve high productivity, and be motivated. You can check out a more detailed onboarding checklist supported with insights of an award-winning learning solutions provider, GCube – here.