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The unprecedented advance of COVID 19, has led many companies and HR leaders to rapidly transition to a new remote work model that requires remote employees to be incorporated into the corporate culture and evaluated for ways to increase productivity.
This also changes the way employees feel engaged, informed, and become part of organizational culture or organization.
Changes caused by the new coronavirus are so significant that our workplace has shifted from an office setup to complete work from home environment.
In addition to changing the way they also changed the way we manage and teach new employees, organization are coming up with a new hands-on experience that mimics direct training and communication through virtual mediums.
There are many aspects to doing this, but here is an overview of the most important things that the organization can do to create a seamless onboarding process.
Proper Communication and Interaction:
Due to the fact that the teams are separated and are working from home, we need to act more purposeful and focused. This means being able to schedule appointments, have coffee chats and interact with each other, ask for any help, meet deadlines, work on team projects.
As a part of the remote board boarding process, develop an online tutorial that includes dates, topics, job descriptions, and an indication of expectations and progress demanded from the new joinee.
These activities can be accessed online collected via video or group chats or google drive link, as well as a training library that allows your new remote workers to easily find the information they need.
Regular shade-to-face meetings using video chat with key team members and leaders also help new joinee to understand the role of each member, get clarity of whom to approach and sort out any dependencies and deadlines for the project.
Be creative with engagement:
One of the challenges with joining the virtual workplace is employee engagement. Your virtual boarding group session should be participative as well as cooperative.
Encourage participants to ask questions and share their experiences. Create an experience that feels personal and gives your employees a space to ask questions and get to know one another more.
Engage your team and get them to work together with virtual team-building activities. Sites like https://escapely.com offer various activities for groups of any size, all virtually, allowing you to connect your team no matter where everyone lives.
Your CEO can introduce your company culture to your wider new group of employees, then schedule breakout sessions with your team leaders or managers based on your new hire teams.
Since this is critical to the success of on-site programs, it is also important for managers and team leaders to be aware of the importance of scheduling one-on-one meetings with live reports. In fact, 72% of employees surveyed by Inborder said that once with their direct managers, it was an important part of any pre-boarding or onboarding process.
Use automation technology
To notify about employee handbooks and other important employees document. When choosing the right onboarding technology, it’s important to choose a user interface that is simple, task-oriented, and works with your organization’s internal workflow.
For example, some onboarding solution provides a real-time view of current and past background checks and provides a customizable dashboard that allows the HR team to easily manage tasks related to the recruitment process.
In addition, remote applicants can complete onboarding documents such as employment applications and direct deposit forms, to name a few.
ONboarding software also provides new joinee to submit important documents online and track each step in the onboarding process.
Take frequent feedback:
using online surveys, one on one, and team level meetings ask for employee feedback on the virtual onboarding process, training and the transition from office to remote setup.
Without feedback information, there is no way to gauge the success of your onboarding program, the increased investment you have to spend on your onboarding team, or departmental success.
One of the most obvious (and beneficial) ways to improve your onboarding program is to check your new recruits after 1, 6 and 12 months of new appointments from your remote employee.
Use these survey data to identify working program units that need improvement and need to be included. This data can also help figure out the problem that is arising due to remote setup and ways you can work on improving your productivity.
Contact the onboarding schedule and expectations to your new employee:
Setting expectations is important to help overcome feelings of confusion and extreme anxiety and distress among the new joinee.
Creating their employee profile in your internal employee’s system while accepting them internally is a quick way to generate trust between the organisation and new employee.
For incoming remote employees, it should be the goal that the technology used by the company (such as performance tracking applications, core hr and communication tools), company value, and the standard operating procedures you need to know about working for your company Remote Employee Expectations should be provided beforehand while joining the organisation.
Partner with IT:
HR’s biggest collaborator in the new remote workplace is IT, team, to ensure employees get a real-world view, but they also have timely access to technology, including system access and VPN, including email and employee laptop. This way they are equipped with all the technical resources as well as preventing them to use external set up which increase the chance of data theft and loss.
Conclusion:
After all, in recent times, onboarding has been perceived as a single program rather than a continuous process: new employee passively participates in one or two days of acquaintance and catchups.
They learn about policies and procedures, sign paperwork and contact their supervisor. Today’s skilled economy requires forward-thinking asking companies to think about how they can bring distant employees into their company culture and give them momentum so that they can be productive as soon as possible.
With the virtual onboarding model, you can extend the onboarding period so that the basics of your new job can come out quickly and start working with general team members as well as hiring managers Regular check-in is done with your HR onboard team and make sure proper facility is provided for new joinee regarding training, feedback and important discussion.
