How can you make remote onboarding feel like in-person orientation?

Starting a new role remotely can be daunting, so it's imperative that new hires know what's expected of them. By providing a comprehensive guide for their onboarding process, complete with schedules and platforms, they can transition seamlessly. Having a clear roadmap not only helps to reduce uncertainty but also helps them feel more in control and informed.

1. Send new hires welcome packets/kits via email & physically including company merchandise, with a personalized welcome letter and onboarding schedule. 2. Pair them with a seasoned team member who can guide them through the onboarding process, and provide support. 3. Host live video conferences for orientation sessions, allowing a good company connect. 4. Create interactive presentations that introduce the company's values, mission, culture, and history. 5. Introduce gamification elements - quizzes, or scavenger hunts, to keep new hires engaged and motivated. 6. Schedule regular one-on-one check-in meetings between new employees and their managers. 7. Organize virtual coffee breaks/Lunches, happy hours, or team-building activities.

It is always a great idea to organize a few icebreaker activities to help new employees introduce themselves and feel integrated into a team. Establishing a personal connection with coworkers is especially crucial for employees who are working remotely.

During the period between accepting the offer and starting it can be beneficial to send a short 'getting to know you' survey to the new starter. The survey can ask about their hobbies or interests and be shared with the existing team. This can help to build early rapport and give team members meaningful topics to talk about with the new starter - helping to avoid those stilted conversations that can take place when people don't know each other. The survey can also ask the new starter what they are most looking forward to or nervous about in the role. This can allow their line manager and buddy to create a tailored welcome and support package based on their answers, which can help the new starter to feel heard and valued from day one.

One of the most difficult task for an HR is to Create a aura which is based on experience and what better then the first day impression. The first day of an employees either makes or breaks the ice. For an organisation it is important to prioritise positive on-boarding experience. When the mode I'd virtual it becomes more a challenge. Thus the easiest way to get the new joined comfortable is to get him welcomed by a mail to all, arrange a session virtually with senior leaders and HR team, make them feel welcomed and attain to their queries. Making the arrangements with care will get the Employee feel the effect of seamless on-boarding

The initial impression sets the tone for the entire onboarding experience. While you can't shake hands or offer a tour of a physical office, you can still make the introduction memorable. Organizing a virtual meet-and-greet where they can interact with their new colleagues can go a long way. Sending a welcome package or digital card can also give a personal touch that makes them feel valued.

Making an employee feel belonged on the first interaction with the company is important especially in remote onboarding. Introduce them to the team, that they would be working with, personalize the orientation, have a virtual get-together, create a celebration around arrival of new member into the team. Acknowledge, respect and value the person for their decision to join the team. Recognition is always warm for every individual.

Creating avenues for organic interactions is key. Assigning a buddy, mentor, or setting up casual virtual coffee chats can help to replicate the camaraderie and interpersonal connections made during in-person orientations. These informal interactions can bridge the distance and help newcomers feel more integrated into the team.

Interactive training is pivotal for engagement. By utilizing various multimedia tools and collaborative platforms, you can keep the learning experience dynamic and engaging. Remember, variety can combat virtual fatigue and keep the process interesting.

Remote or not, professional growth remains a priority. Offering access to resources, courses, or coaching not only aids their development but also conveys that the company is invested in their future. Recognizing and celebrating their milestones, no matter how small, can boost morale and motivation.

Consistent check-ins emphasize the company's commitment to their well-being and success. Regular touchpoints can address any concerns early, ensure they're equipped with necessary resources, and gather feedback for improvements. Remember, the onboarding experience can always be refined, and who better to provide insights than those experiencing it firsthand?

When we talk about onboarding for a remote role, here are the most important things you need to consider: 1. Announcement 2. A warm welcome from the whole team (virtual card, Loom video, etc) 3. Clear expectations and well-guided steps 4. Explanation for some tools if the new hire is unfamiliar with them (prepare this earlier so it can be ready for onboarding) / create SOPs 5. Virtual coffee/tea with team members 6. Check the progress, show them you care about them, and be present if they need anything from you 7. Support them in their further work and provide materials if needed.

Hard question given it seems to stem from the fallacy that it should, in the first place, feel like an in-person experience. It never will. No amount of planning, gamification, cheering or coffee-breaks contribute to a resemblance. Online, our mindset changes. Simulating only 2 out of our senses to communicate and feel the environment entails we can’t tell if the meeting room smells like the flowers which decorate it. Nor taste the coffee and complain that it sucks. Nor hug or shake hands. We need meetings, invites, and even need to book our focus and lunch time. Accept it, with the inherent advantages it has, or don’t. But ultimately, no amount of seasoning will make it “feel” like an in-person experience. Adapt it so it feels positive.

Creating a remote onboarding experience that feels like an in-person orientation requires planning, attention to detail and an understanding of the challenges and opportunities that come with remote work. So, it's important to create an onboarding experience that is engaging, making new employees feel welcome and connected to the company, even when they're not physically present.