You're onboarding new employees virtually. How do you ensure company culture and values are maintained?

If we are onboarding new employee virtually we should focus on strong employee orientation which should be conducted virtually, where can discuss about company's Mission, Vision and introduce the team as well.

Onboarding is the tip of the iceberg when it comes to imparting company culture and values. You want to have a great remote onboarding experience for your hire where you communicate that culture (side note - also send a welcome gift), but then you really want to bring them into the fold by making sure there is an open invitation for them to all company events, that they have a new hire buddy, that you have at least one yearly in person "all hands" meeting that all employees attend, so that they meet everyone, etc. What I'm also alluding to is making sure there is a travel budget for your remote employees so that meeting other members of the team in a social environment is possible.

In my experience as a recruiter, be sure to monitor the effectiveness of the orientation process by getting feedback. Online company training can be provided during orientation, and reminders and information can be sent regularly via different e-mails. Communication is important to teach company culture and values. Be sure to maintain regular, open communication with the new employee.

In my experience onboarding new employees virtually, maintaining company culture and values requires intentional planning. Start with a comprehensive virtual orientation that highlights company values, mission, and cultural norms. Utilize video calls for interactive sessions, allowing new hires to meet key team members and ask questions. Incorporate virtual team-building activities to foster connections. Provide accessible resources, such as a digital handbook or culture guide, and encourage regular check-ins to address any issues and reinforce cultural alignment. By being proactive and engaging, you can effectively convey your company’s culture in a virtual setting.

At the time of joining of new employees, a Virtual view of whole company is a easiest way to introduce new employees to the company, we can also made a presentation of all department person where they will came to know every person as know at the time of induction. This will save time and prevent for safety to as they were new for the working floor.

Producing videos that highlight your company's culture and values can significantly enhance virtual onboarding. These videos can include leadership messages, employee testimonials, and footage of company events or traditions. They provide an engaging method to share the essence of your company's identity and values, helping new hires connect with the organization’s purpose and community from their first day.

During our onboarding process, we utilize videos which highlight the culture of our company. A more impactful piece is when our CEO makes a point to personally make an appearance via video during the first day of onboarding. We also follow this up with an in person visit from our local sales leaders in an effort to continue to instill our company culture.

Genera contenido que remarque la cultura, tipo tutoriales o entrevista a otros trabajadores en las cuales se resalte la cultura organizacional. De esta forma el nuevo colaborador se empezará a empapar de esta cultura de forma gradual.

Wichtig ist, dass diese Videos authentisch sind. Alles andere kommt cringe rüber. Zu viel Skript und zu viel Vorbereitung k?nnen das ganze Video nach einem auswendig gelernten Text aussehen lassen. Besser mit Stichpunkten arbeiten und Spontanit?t walten lassen.

Culture videos are a great start, but take it a step further by including interactive elements. Incorporate quizzes or prompts that encourage new hires to reflect on how they can contribute to the company's culture. You can also create a virtual tour of a typical workday, showing real-life scenarios and interactions. This not only reinforces your values but also provides practical insights into daily operations. By making these videos interactive and relatable, you help new employees feel more connected and engaged right from the start.

Induction sessions should not be one-sided. It's crucial for new joiners to feel comfortable asking questions. As HR, facilitate this by asking them about their passions and hobbies to help them open up. Listen carefully and create an environment where asking questions is encouraged and welcomed. This approach will make new employees feel more comfortable and engaged.

A) Arrange virtual meetings with key team members, leaders, and other new hires. This helps build relationships and allows new employees to understand different perspectives within the company. B) Interactive Training Modules: Use engaging and interactive training materials to convey your company's values and culture. Incorporate videos, interactive quizzes, and real-life examples to make these concepts more relatable and memorable. C) Include activities that reflect the company's culture. For example, if your company values innovation, host virtual brainstorming sessions where new hires can contribute ideas. If community is important, organize virtual team-building exercises or social events.

Interactive sessions with team members and leadership play a vital role in virtual onboarding. By organizing live Q&A sessions, virtual meet-and-greets, and team-building activities, new employees can engage with their colleagues in real-time. These interactions help build relationships and give new hires a chance to ask questions and understand the company's values and expectations in a more personal and direct setting.

It is imperative to the success of the new employee to schedule follow up interactive sessions with individuals from different departments. This will allow for adequate follow up on any item(s) the new employee has questions on as well allow for additional training when necessary.

I've spoken with many hiring leaders since the expansion of virtual/remote and they all say that the most important part of introducing culture is reinforcement. This is achieved through consistent interaction with individuals within different business functions throughout the organization so that they consistently experience the company's culture and values. It also helps to establish relationships throughout the organization, which creates a greater sense of belonging. Develop onboarding processes that focus on engagement with HR, sales, operations, etc., so that new hires learn about the company and resources, experience the culture and values, and build lasting relationships.

Assign each new employee a mentor or buddy. I worked with a company where each person is assigned a buddy and a mentor - both who is a seasoned team member. A buddy who guides newcomer, answer questions about company culture, and help them navigate their new environment while a mentor who would help them professionally in projects or provide guidance on growth within team.

We do assign each new employee with an onboarding concierge that is with them for the first 90 days of their employment. This mentor is there to answer any questions the new employee may have and to also hold them accountable for completing certain onboarding requirements.

Clear communication will help with managing expectations for your mentoring relationship. Mentors can take the lead in clearly defining their roles. Mentees can take the lead in determining and prioritizing their goals and needs. Working together, mentoring partners should determine how and when they will meet at the outset. In addition, take time to make sure you are both comfortable and familiar with the technology you will be using to connect.

Un onboarding guiado con un mentor siempre da mejores resultados que sin mentor. Más que una suerte de charla semanal, lo mejor es preparar actividades y casos prácticos para que el nuevo colaborador entienda y asimile la cultura de la organización.

This is crucial as everyone needs a go-to person in a new environment. Select the right mentors and outline what needs to be covered during the first few days to help both parties. Provide mentorship training or a guidebook for mentors. HR should track progress both formally and informally, ensuring that mentees have the right attitude to learn and mentors are attentive and dedicated. The process works best when both are aligned, so allow mentors and mentees to select each other through organized meetings for better results.

Continous Feedback if handled properly is an excellent tool. The tone of delivery and body language is very key as if not handled properly, could demotivate. Feedback can be a basis for articulating a personal development plan or for setting development targets. However, it has to be well handled.

Onboarding new employees virtually is super efficient, yet shouldn't just be a one-and-done. Having scheduled interactions that occur throughout the year where the mission and vision are reiterated can help increase retention and enhance effective collaboration. Consistent and explicit messaging directly from leaders can also help your team stay more aligned with the mission and values. Team members that hear from those directly at the top also stay inspired for LONGER, which positively impacts retention and your bottom line.

Maintaining a feedback loop is a great way to “kaizen” your processes and let the new hire know that they are heard. It also helps to point loopholes or any areas of confusion which would be addressed by the onboarding specialist or assigned buddy/mentor.

Incorporating continuous feedback into the onboarding process is essential for fostering alignment with company culture and values: 1.Reinforcing Company Culture 2. Addressing Concerns Proactively 3. Guiding Development 4. Building Confidence and Engagement 5. Promoting Retention 6. Facilitating Smooth Integration navigate their new role successfully.

Feedback is the single most important way of achieving employee engagement. If you don’t know how your people feel, you won’t know what’s working and isn’t. That means you’re at a high risk of losing great talent over something that is probably easily fixed. Create listening lunches in small cohorts from mixed departments, create anonymous feedback sessions and even have a suggestions box. Not everything you do will work for everyone but it’s important to give your people the space to communicate with you and to know how your people feel.

Have a pre-boarding program in place which should be implemented before they start. This step provides them with the details of the resources and documents needed to work with the organization before they start. This is the time give them access to tools, employee handbooks, etc.

Das ist bestimmt eine ganze tolle Sache, aber Startups und KMUs haben zum Teil gar nicht das Budget oder die Ressource, um ein solches Portal einzurichten. So nutzen viele Unternehmen bspw. Notion als Wissensdatenbank oder legen sich im MS power automate o.?. eine Datenbank an.