How do you successfully onboard remote employees?

1 Define your remote onboarding goals and plan

Before you start onboarding remote employees, you need to have a clear vision of what you want to achieve and how you will measure it. What are the specific skills, knowledge, and behaviors that you expect from your remote employees? How will you assess their progress and provide feedback? How will you align their goals with the team and the organization's objectives? Having a well-defined and structured remote onboarding plan will help you communicate your expectations, track your outcomes, and adjust your approach as needed.

3 Schedule regular check-ins and feedback sessions

Another key aspect of remote onboarding is building trust and rapport with your new employees. You should schedule regular check-ins and feedback sessions with them to monitor their progress, address their concerns, and recognize their achievements. You should also encourage them to ask questions, share their opinions, and seek help when needed. Use a variety of communication channels, such as video calls, phone calls, emails, and instant messages, to suit different preferences and situations. Be responsive, supportive, and empathetic in your interactions.

4 Connect them with their team and the company culture

Remote employees may feel isolated or disconnected from their team and the company culture. You should facilitate their integration and engagement by connecting them with their colleagues and introducing them to the values, norms, and traditions of your organization. You can organize virtual team-building activities, such as icebreakers, games, quizzes, or social events, to foster camaraderie and collaboration. You can also invite them to join online communities, groups, or forums where they can interact with other employees and learn more about the company's vision, mission, and goals.

5 Assign them a mentor or a buddy

A mentor or a buddy can be a valuable resource for your remote employees during their onboarding process. They can provide them with guidance, advice, and support on various aspects of their role, such as technical skills, work processes, or performance expectations. They can also help them navigate the organizational culture, network with other people, and cope with any challenges or difficulties. You should choose a mentor or a buddy who has relevant experience, knowledge, and skills, as well as a positive attitude, a willingness to help, and a good rapport with the new hire.