5 Things to Keep in Mind to Ensure Smooth Virtual Onboarding

 

The business work has migrated online and myriad workers are now communicating through emails and video calls. Several businesses have nailed this transformation but one problem that people still need to master is virtual onboarding. Although this is a new challenge, the process remains the same. Companies need to develop new onboarding guidelines that cater to remote work. Some key ways you can accomplish this goal:

1. Hold meet and greets

With the help of employee performance management software, setting up social gatherings for new employees has become a lot easier. You can schedule a meeting so that they get to know their co-workers and CEO(s).

2. Regular check-ins

Managers should set up regular one-on-ones with new employees. In the meeting, discuss their goals for the first week and things they need to achieve every day. Furthermore, work with them to build a strong schedule and time management, as they are of paramount importance when you are working remotely.

3. Send them a welcome package

A thoughtful gift or even office equipment can make all the difference. Your gift can be a restaurant coupon or equipment that they require to do their job.

4. Use training videos and other marketing materials

Videos are highly useful and can act as a substitute for in-person training. Make sure that the material has lots of visuals to make them engaging. You can create introductory videos that can be used every time there is new hiring. If you have several videos with you, don’t send them all at once, that can be overwhelming. Instead, what you can do is send a few videos before they join as that can make the new employee feel more confident on day one. Then, stagger the rest out over the first few days.

5. Have virtual Coffee/Tea with new employees

Implementing virtual coffee/tea hangout sessions with the new cohort(s) can be a great way of getting to know them. You can check in on them, give them a chance to create their network, and stay connected with the group of people who started at the same time.

Conclusion

Spend time on employee training and relationship building on an ongoing basis. After the initial week, enthusiasm often wanes, but showing that you are interested in their journey will keep the new employees excited and help them learn.