What do you do if you need to onboard new team members remotely in product marketing?

Hiring and Onboarding remotely has it's own set of challenges. But before starting the process you need to have a clear communication around the scope of work, the KPIs, Goals, Working time and the expectations. Always share documents and resources that discuss the product in detail, what problem it's solving and the competitive landscape for them to grasp quickly. Provide them with the right tools and access to software they would need in their day to day work. Explain the primary and secondary mode of communication both for internal and external use. Always assign a buddy who can help them in knowing about the company more and tasks if required. Check-in on them periodically until they complete the probation period.

There are several things you can do: Pre-boarding: Prepare and send a Welcome Package: IT Setup: Ensure new employee has access to all necessary tools and software before he/she starts. Onboarding: Initial induction: Plan a video call with introductions, company overview, and product demos. Connect with the Team: Schedule one-on-one calls to foster relationships with the product/mrkting teams. Knowledge Transfer: Create online resources, video tutorials, or assign a mentor for product knowledge. For sure it is important to Maintain communication through video calls and instant messaging for support and feedback.

1. Plan a virtual onboarding schedule with video calls and interactive activities. 2. Set up Slack, project management tools, and video conferencing for easy communication. 3. Pair new hires with a remote buddy for mentorship and support. 4. Make training materials engaging with videos, online courses, and shared docs. 5. Schedule virtual team-building activities to break the ice. 6. Assign tasks for early wins to boost confidence and showcase their skills.

Onboarding should be aligned with outcome, not process. Instead of bombarding new PMM hires with a bunch of tools, choose instead to curb overwhelm by setting the goal on a quick win. When the new hire needs a tool, they'll ask for it. Incremental onboarding is better for everyone involved. Be supportive, quick to jump in, and easy to reach for your new hires getting up and running with the right tools.

Three approaches I found helpful: 1. If the new members are from a different industry, bring them up to speed on your industry by having them attend customer calls. 2. If the new members are within 2 hours' drive of you, try to meet up at a coffee shop in-between for a day and spend a few hours together in-between work calls. 3. Assign them a list of coworkers to setup intro calls with to introduce themselves.

When onboarding new team members remotely in product marketing, assigning a mentor or buddy is crucial. I have experienced both scenarios - onboarding without a buddy and onboarding with a buddy. Without a buddy, I felt lost and unsure, struggling to navigate team dynamics and product messaging. This led to a longer ramp-up time and feelings of isolation. With a buddy, my experience was entirely different. Paired with a seasoned team member, I received guidance, support, and a better understanding of the team's processes and culture. In fact, I consistently use this technique with my team to ensure that new members feel supported, valued, and equipped to thrive in their roles right from the start.

Product Marketing is a cross-functional discipline. A buddy will help the new hire feel welcome and supported. Further, a buddy within the key cross-functional teams the new hire will work with, will help create personal relationships that will help the new hire influence and execute.

It is not one particular factor but rather a multitude of factors that make a successful remote team: - Onboarding: New team members when getting onboarded need to be welcomed and made cognizant of the team ethos -Assigning a buddy/mentor: A buddy/mentor does the initial hand-holding and helps navigate the organizational complexities for the new team member to get accustomed - Virtual Tech: Are we providing the right tools for the team to collaborate and jointly work on deliverables? - Team offsites- Whenever time/opportunity permits, plan for offsites for strengthening the team camaraderie - Time Zone differences: Distributed geographical teams across time zones require the "Follow the Sun" model for effective handover of tasks

One of the most critical and often overlooked aspects of onboarding is helping people understand how their specific role helps to support that overall mission. In addition to providing training and expectations, help people see the larger picture of the organization and where they are headed. Everyone wants to be part of something, and engagement begins at onboarding.