While we believe in remote work and aim to help remote teams grow and develop, we also understand that it can be challenging to make the transition from an in-office workspace to managing a remote team, more when your onboarding process is virtually. Every manager and every employee will face their own set of challenges when navigating that passage, but we are here to try and make the process as seamless as possible.
If you are an employer tasked with the job of onboarding a new remote workforce, here are a few things to remember in order to ensure a smooth transition for both you and your employees.
Send a Greeting
This may seem obvious but it’s important; the way you welcome your remote workforce sets the tone for your working relationship moving forward. This is a great opportunity to lay the groundwork for their integration into your working culture, and it’s a perfect space to start managing expectations.
It’s vital to personally reach out and establish that their point of contact will not simply be a robot. You are there as an actual human person to lend support during their onboarding process and to make sure they know how to access company resources.
Make Sure They Have the Necessary Literature
Along the lines of company resources, be sure to send any literature relevant to your company and/or their role within it. This could include IT and software manuals, company brochures, outreach materials, codes of conduct, contact lists, and, of course, contracts.
Making sure that your workforce has the necessary documents is important for their smooth transitions but it is also vital for your own liability, as well as potential conflict management later. Having these materials ready can ensure that you and your workforce are on the same page from the beginning, and all of you can use them for reference as needed.
Keep Them Updated on Software Changes
This one is true from the get-go but it is also necessary to remember moving forward. If you manage both in-office and remote employees, it may be easy to “forget” about your remote workforce; especially if they work more independently.
Anything that pertains to in-office functionality should be sent to the remote team as well. This includes things like software updates, changes to in-office workflow, restructuring of payroll, staff turnover, etc. Even if the update may not particularly apply to your independent remote workers, it’s still better practice to keep them over-updated rather than under-appreciated.
Add Them to Communication Platforms
Office-wide communication platforms are vital to accessible connections in the workplace, so it’s crucial that you add your remote workforce to chatting and messaging environments like the one we can create for you at RootLo. Through such messaging platforms, everyone in the company can get in touch with anyone within the company directory. This is helpful for quick fixes, conversational threads, and check-ins.
The bottom line: it’s up to you to make your remote workforce feel like integrated players within your company landscape. By remembering to welcome them, send company literature, and introduce them to company software, you’ll be setting everyone up for smooth onboarding processes.
If you are on the flip side of this coin and are a soon-to-be-onboarded remote worker, it’s helpful to keep these same tips in mind as well. Are you being cared for as a new employee? Do you know the person to whom you should directly report? Who is your point of contact? Have you received company literature and are you up to date on company software? Have you filled out the necessary paperwork and signed the necessary contracts? Do you have access to company messages? Do you have a clear idea of your expectations as well as your employer’s expectations?
If the answer to any of those questions is “no” or “I don’t know,” then be proactive about rectifying that. Reach out and state your case; send a list of the things you require in order to smoothly integrate into the company. That way, you don’t have to waste any time wondering when (or whether) you’ll feel like a part of the team.
Onboarding is a two-way process and its success depends on the employers and managers as well as the employees. Be attentive, be engaging, and always remember to check in with each other for a steady, healthy transition into a new working environment.
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