The way we work has completely changed. World Economic Forum’s Future of Jobs Report projects that the number of global digital jobs that can be performed remotely will rise to around 92 million by 2030. With remote and hybrid work models becoming the norm, HR departments and team leaders need to adapt their strategies, especially when it comes to onboarding new employees. In-person welcome lunches? Office tours? We hardly knew ye!
Today, truly successful onboarding requires a fresh approach—one that embraces our constantly-evolving digital landscape and caters to the unique needs of remote and frontline workers. Let’s explore the nuances of employee onboarding for remote workers, so you can build a strong foundation for their success.
Why remote onboarding matters
Well, because remote employees can easily feel disconnected from their colleagues and company culture—and who doesn’t want to jump into a new role on the right foot? A well-structured remote employee onboarding process is so important because it directly impacts:
- Employee engagement: A comprehensive onboarding process helps new hires feel connected, valued, and part of the team from day one.
- Retention: According to a Jobvite survey, 30% of new employees leave their job within the first 90 days of getting hired. By investing in a strong remote onboarding program, you can avoid early attrition (and reduce turnover costs).
- Productivity: A study by Brandon Hall Group found that companies with robust onboarding practices boost productivity by over 70%. When remote employees are equipped with the right tools, knowledge, and support from the jump, they can reach peak productivity that much faster.
Challenges and considerations for remote onboarding
Remote work has its perks (hello, autonomy and sweatpants!), but it also presents unique challenges for new hires. For one thing, remote workers lack the immediate benefits of an office environment, like face-to-face interactions, spontaneous collaboration, and a readily available support network. Working remotely can also lead to communication barriers; getting everyone on the same page and ensuring timely responses is sometimes tough when people are so spread out. Likewise, navigating new software, hardware, and tech tools can be overwhelming for new hires who aren’t in the same room.
But hey, let’s think positively! After all, these challenges also present huge opportunities for success. By addressing them proactively, you can create a more inclusive and supportive onboarding experience for remote employees.
Best practices for successful remote onboarding
The time has come! Here are our top nine virtual onboarding best practices:
- Prime them with pre-boarding. Before their official start date, send new remote hires a welcome email, a personalized video message, and any necessary paperwork or resources. This helps them feel prepared and excited about joining your company.
- Craft a structured onboarding strategy. A clear and organized plan provides a roadmap for new hires, outlining expectations and milestones for their first 30, 60, and 90 days. Include a daily or weekly schedule of activities, tasks, and training modules.
- Prioritize technology setup and training sessions. New hires should receive their equipment (laptop, monitors, etc.) well in advance of their start date. Give clear instructions and dedicated support for setting up software and accessing essential tools like video conferencing, instant messaging, and project management platforms.
- Build camaraderie through virtual welcome events. Organize virtual meet-and-greets with team members, department heads, and HR. You might also consider hosting online social events or coffee breaks to encourage informal interactions.
- Assign a work BFF. Workplace mentorship is crucial for long-term employee development. Pair each new hire with an experienced employee who can offer guidance, answer questions, and help them navigate the company culture.
- Maintain frequent check-ins and feedback loops: Schedule regular 1:1 meetings to ensure new hires feel supported and have a channel for sharing feedback. Gallup research shows that employees who frequently check in with their manager are 3.8x more likely to be engaged. Tools like Engage365 can help facilitate better check-ins and performance reviews.
- Keep training programs remote-friendly. Offer a mix of live virtual training sessions and asynchronous learning options, like pre-recorded videos, online courses, and interactive modules. This way, remote employees can learn at their own pace and on their own time.
- Centralize your documentation and resources. Create an online onboarding portal or shared drive with easy access to necessary documents, FAQs, company policies, and step-by-step guides.
- Gather feedback (and apply it!). Regularly solicit feedback from new hires about their onboarding experience: What worked? What didn’t? Use this information to identify areas for improvement and refine your processes.
How does technology play a part in all this?
Technology plays a major role in facilitating a smooth and engaging remote onboarding experience. Onboarding software and HR platforms can streamline most of the process, from paperwork and scheduling to virtual introductions and collecting feedback.
Zensai’s Learn365, for example, provides a comprehensive solution for managing and delivering next-level employee onboarding programs. With features like automated workflows, progress tracking, and interactive content, Learn365 helps you create a seamless and cost-effective onboarding experience for your remote workforce.
Other valuable tools for remote onboarding include:
- Video conferencing: For virtual meetings, training sessions, and team introductions.
- Instant messaging: For quick chats and real-time collaboration.
- Project management platforms: For assigning tasks, tracking progress, and strengthening teamwork.
Measuring the success of your remote onboarding process
It’s one thing to implement an amazing new onboarding strategy—to gauge the effectiveness of it, you need to track three key metrics:
- Time-to-productivity: How long does it take new hires to reach full productivity?
- Employee engagement scores: How engaged and connected do new hires feel?
- Retention rates: How many new hires stay with the company after onboarding?
Conduct regular surveys and check-ins to gather qualitative data on the remote onboarding experience. This precious feedback provides valuable insights into areas of strength and areas that need improvement.
So, what have we learned?
A robust onboarding experience is an investment in your employees’ future and the long-term success of your organization. And Zensai is here to help.
Download your free employee onboarding for remote workers guide!
For more expert tips and insights, download our free eBook, The Hybrid Onboarding Playbook: 4 Best Practices for Digital Onboarding, your ultimate companion in navigating the challenges and seizing the opportunities of modern onboarding.
