Remote Onboarding Checklist For Virtual Employees For 2022

This helps you to identify any issues or shortfalls nice and early, increases new hire engagement and motivation. When new hires are learning remotely, a little tailored message at the right time can make all the difference and can help people stay on track. This also helps the course author improve and iterate on the courses, continuously improving the quality of the course content. Another great way to encourage collaboration is to host virtual team building activities. After great pre-boarding, the second most important step in remote onboarding is collaboration. Our pre-boarding modules also include detailed guidance and information on key aspects of company culture, like our communication preferences.

To build confidence before any real work has to be done, prepare a few easy tasks for your new employees to complete early on. Have them fill out HR paperwork, watch a short video, set up their company email/Slack/PM software profiles, etc. Now you’re fit to take your virtual onboarding process to the next level. These could be related to their new job, your company culture, operating practices, etc. This is where your new employees can digitally sign any HR documents, learn about benefits, and set up any accounts they may need access to.

Dont Overwhelm With Learning Material

The sudden and unexpected rush to go remote hurried digital transformation, and many organizations created interim plans. No matter what happens in the world, your onboarding process needs to keep going. These metrics help learners to be clear on what is expected of them, even if they’re learning and working at home. It also helps you to monitor the performance of your onboarding process overall and to track learner satisfaction. It also lets your new hires know you’re paying attention and helps you to improve your onboarding process by iteration – even remotely. Be sure to check in with your new hires about their onboarding experience. Try to understand how the process is helping them, what’s working, and what needs work.

This will help you create the perfect ID card for your business. Using a brightly colored background contrasts with the dark content of your data, making it more noticeable. In order to give the template a polished appearance, the data is divided into sections that are clearly visible.

remote onboarding

Once your new remote employee has completed your excellent virtual onboarding training, it’s time to schedule the meet and greets. Make introductions to your team and other stakeholders during the first week of the new hire’s employment. Zavvy’s remote onboarding tool is designed to support you, every step of the way. With customisable templates and training programs, it’s become easier than ever to automate your entire onboarding plan, resulting in a smoother employee experience, and a higher retention rate. Introduce new hires to their designated HR from whom they can learn more about company policies and perks, or ask questions on sabbaticals and compensation. It’s good to have tools like HelloSign or DocuSign where all documents can be signed virtually at speed.

Employee Training Worksheet Template

One way to do this is by creating a company handbook or employee handbook through your google drive or a product like Notion or Basecamp. This will be the source of truth for any questions a new employee might have or a place of reference for current employees. You can break it up into sections based on projects and departments and ensure all the important processes and procedures are there. With a new remote employee, there will always be a learning curve for familiarizing themselves with the company.

Their platform helps you save time in the onboarding process and set up automated triggers to send unique new hire kits whenever an employee joins your company. When your organization’s remote onboarding processes aren’t defined or optimized, it can lead to glaring omissions, disgruntled new remote employees, and tremendous liability. When it comes to compliance, it’s mandatory to follow state, local and federal regulations, as well as SOC 2 Type 2 and GDPR regulations.

remote onboarding

You need to create new, innovative methods of helping onboard remote employees. If you want a truly effective onboarding experience, building a strong connection is critical. Your remote onboarding process should achieve some very specific goals. On the one hand, you want to make sure your remote employees are up to speed and start being productive as soon as possible. Roll out a comprehensive program that includes various elements of this onboarding checklist with Zenefits. New hires will be prompted to complete different types of challenges and tasks like snapping photos, taking videos, answering questions, providing feedback, scanning QR codes and more.

Q: How Do Companies Normally Onboard Remote Employees?

You can catch up on our conversation in full here, or download our comprehensive ebook, below, for the full picture. That’s why it is typically a good idea to ask new employees how comfortable they are with meeting and chat tools such as Google Hangouts, Zoom, Slack, etc. – before their first day. The point of remote onboarding is to make it as seamless a process as regular onboarding. This is especially true in a hybrid work context when you want to make sure that every new employee has a similar, exceptional, and efficient experience. Create a survey to let employees give open-ended, anonymous feedback on every aspect of their onboarding experience. Solid work relationships boost retention and job satisfaction.

remote onboarding

Also, Microsoft Teams allows you to add new hires to teams to promote interaction and participation. The COVID-19 crisis even underscored the significance of building proper remote processes for work and onboarding.

First Week

By now, you’ve undoubtedly given your remote workers some objectives and goals, but now is the time to delve into more detail and offer them an opportunity to ask questions. Setting up onboarding reminders or using your preferred project management software can do this. When it comes to learning, there is nothing more motivating than seeing how far you’ve come and how much progress you’ve made. Use checklists of onboarding activities and don’t be afraid to give employees a little nudge to keep them on track. Being a new employee at a large corporation may be a terrifying experience.

Just visiting the friendly, intuitive platform will help new employees feel like part of the team. They can browse past recognition to see what your company values and, with just one touch, recognize a new teammate that answered a question or provided needed help. These tools could be the only way remote employees get face-to-face connections.


During the onboarding process, new recruits get to meet their coworkers and the culture of the firm, as well as learn about the policies and practices that govern their workdays. A remote employee’s onboarding process is identical to a new employee’s onboarding process at the office. An estimated $37 billion is spent every year in the US and the UK to retain employees who are incompetent and fail to understand their role. This is a result of inefficient training during the onboarding. Introducing new hires to essential tools, team workflows, and engaging courses will pave a way to effective learning. When you consider the requirements of new hires in the first week, role-specific training sits at the top. You now have six best practices for your upgraded virtual onboarding process.

  • Have them deliver their intro on a video call, Slack channel, or in person.
  • Provide a meeting agenda ahead of time and send a digital copy of your employee handbook and any onboarding documentation they may need.
  • These may be as short as 15 minutes every other day, but these 15 minutes allow you to clarify any unanswered questions and concerns.
  • Planning for a remote onboarding is not necessarily any easier.

Then, explain who on IT can support technical issues or provide them with troubleshooting resources. Send your remote hires company swag to make them feel welcome and excited to join the team. Assure them that they are part of your community no matter where they are.

Establish learning objectives for the first seven, 30, and 60 days on the job, so the new hire has something to work for and assess their progress against. Before your new hire can dive into their first project with clarity and confidence, they need to understand your company workflow. Give the new hire a detailed outline of your internal processes. By your new hire’s second day, they should feel more settled in and ready to start the real work. This is a good opportunity to align on expectations and set the groundwork for a strong working relationship. Job training should be spread out over your new hire’s first month, but core systems and tools should be taught as soon as possible. Send the new hire any training videos supplemented with written material for future reference.

If someone was promoted from the new hire’s position, have that person discuss their growth experience. Have company leaders or top performers tell their stories and share experiences in a Ted-talk style video or a blog post.

Creating both a strong core network and a broader network across the organization will allow the executive to be more successful long-term. To do this, create a blended series of informal and formal experiences that aim to create community and build in touchpoints.

Juro’s co-founder and CEO shares his experiences creating a great experience with offer letters. A virtual onboarding is more prone to miscommunication than an in-house one. To ward off any isolation creeping in, create opportunities for your remote new hire to collaborate with a team member. Unfortunately, it isn’t that straightforward for a remote employee. It is your responsibility to ensure your new hire’s first day isn’t plagued by these factors. Since they will be working remotely, a new hire will require unperturbed access to training modules, email accounts, company wikis, etc. More importantly, it is vital that you send them the necessary hardware and devices to work without any apprehension.

To ensure that your remote employee has the tools available to work efficiently, you should send a quick survey to understand their current workstation. The survey should ask where it is located, their current computer setup, and what furniture they are using. You can then provide them with a stipend to fill in any gaps.

There is so much to take in, and doing it all remotely can sometimes be harder. This is why it is vital that your company has a clear onboarding plan to aid remote employees through the onboarding process. Give new employees peace of mind by outlining a communication plan for their onboarding process, even if your human capital management software can automatically trigger events. Include key tasks to be completed — such as filling out forms or participating in an informational session with the head of HR — and provide points of contact for each item. Additionally, designate a liaison to the finance and tech teams in case new hires have specific questions regarding their onboarding in each department. One of the biggest advantages to remote onboarding is automation. You can seamlessly implement learning management systems to automate training sessions and foster culture initiatives.

What Do New Hires Want From An Onboarding Program?

There are not only many challenges to onboarding by itself but also technical and communicational challenges of being online. But by providing the resources for employees to educate themselves and creating a comfortable environment, it is not so hard to achieve. It is also important to note that a short remote onboarding best practices process isn’t necessarily better or worse than a longer one. Collect feedback from your new hires and use their insight to improve your remote onboarding program as you go. Doing so will help you spot issues before they derail the process and enhance the experience for future new hires. Every new hire you train will have a slightly different learning style. There are visual learners, auditory learners and even kinesthetic learners.

If you’ll be providing any hardware, make sure you are prepared for it to arrive early so your employee can be ready for orientation. Consider having someone from your organization serve as an onboarding “buddy” — someone to welcome and go through the process with them. They’ll also be able to answer questions that come up as they transition from one part of the process to the next. With remote onboarding, this communication is even more important – you want your new hire to feel plugged-in to the workplace, even if they can’t be physically present. Your new hires need access to your systems, including email or chat, project management, time tracking instructions, learning modules, and anything else they’ll be using from day-to-day. This might sound like a no-brainer, but access issues are one of the most common first-day problems. But onboarding employees has suddenly become trickier than ever.

And use this time efficiently in answering questions, and connecting on a human level. 37% of HR professionals and 56% of employees surveyed by BambooHR advocated for a mentor or buddy program. It’s remote-inclusive and has been updated to include new guides to navigate remote work.

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