1. Establish communication protocols:
Companies should create clear guidelines and expectations for how team members will communicate with each other, both virtually and when working remote. This could include setting a general response time to emails, organizing video conferencing or call times, or having systems in place to help manage tasks, such as Slack or Trello.
2. Create system accounts:
For remote employees, companies should create user accounts for the new hire that allows them to access any programs or applications they will need for their work. Make sure the new hire has all appropriate permissions and is familiar with the company’s network security protocols and policies.
3. Set up technology:
Ensure your remote employee has all of the necessary equipment and tools, such as a laptop, headset or phone, internet connection and any other relevant software tools needed to do their job effectively. It may also be beneficial to provide a guide on how to use these tools if applicable.
4. Prepare work environment:
Help ensure your remote employee feels comfortable in their workspace. This could include ensuring their home office is properly equipped with a desk, chair and other necessary items. Make sure they have all of the paperwork they need to complete their onboarding process as well.
5. Introduce team members/colleagues:
Make sure your remote employee has the opportunity to meet and build relationships with their colleagues from day one by setting up virtual meetings or call times when everyone can introduce themselves. This will help them feel included in the team and part of the larger organization.
6. Orient new hire on policies and procedures:
Be sure to review the company’s policies, code of conduct, benefits package, handbook or any other important details pertinent to working remotely at your organization.
7. Provide access to resources:
Provide remote employees with access to any necessary resources they may need such as online tutorials and educational materials, or a library of company documentation and policies.
8. Assign tasks/projects:
This is the stage where you can begin assigning tasks and projects for your remote worker to complete. Be sure to provide clear instructions and expectations so that the new hire knows what is expected of them. Set up a system for tracking progress and providing feedback throughout their onboarding process.
9. Schedule regular check-ins with supervisor:
Ensure new hires are given regular check-ins with their supervisor which should include more than just task updates – these meetings should also be used to discuss how the new hire is feeling about their role and progress.
10. Discuss performance expectations:
Establish clear performance expectations with your remote team member at the beginning of their onboarding process, and review regularly to ensure they are meeting them.
11. Establish chain of command for communication:
It’s important that remote employees understand who to contact when they have questions or need help with something. Establish a chain of command for communication so that everyone knows who to go to depending on the issue at hand.
12. Welcome new hire to the organization and review company culture, mission and values:
Make sure your remote employee feels welcomed into the organization by introducing them to other members of staff and providing an overview of the company’s mission, values and culture. This can also be done virtually as part of their onboarding process.
13. Celebrate milestones (i.e., 30 day mark):
Make sure to celebrate milestones such as the 30 day mark or completion of a project. This is an important step in helping remote employees feel part of the team and can help boost morale and productivity.
14. Provide feedback and support throughout onboarding process:
Make sure to provide ongoing feedback and support throughout your new hire’s onboarding experience. This will make them feel valued and empowered in their role, while helping to ensure they are on track to success.
15. Conduct exit interviews to ensure a smooth transition for the departing employee, if applicable:
If you’re replacing an existing employee, make sure to conduct exit interviews in order to better understand the needs and expectations of remote employees. This can help you identify areas that need improvement for future onboarding processes.
16. Evaluate onboarding process and adjust accordingly, as necessary:
Finally, It's essential to reassess your onboarding process and modify it whenever needed. Taking the time for this will guarantee that you are providing new remote hires with a remarkable experience, aiding them in excelling within their roles.