We’re talking a detailed training schedule for the first month down to the hour. Why? Rigid adherence to a training plan communicates that you value them as a new employee and you want to get them up-to-speed as quickly as possible.
Onboarding Remote Team Guide
When onboarding as a remote organization – or even just for a remote position – it proves paramount to give employees every opportunity to succeed with highly selective hiring, proper onboarding and thorough training.
Because when done well, it may take more time and effort on the front end – but the returns are well worth it.
Here’s how to do just that.
GATHER HOLISTIC, CRITICAL AND MULTIDIMENSIONAL TRAINING ELEMENTS.
- Online courses
- Required reading
- Time for self-study, paperwork, and more
- Your core values, mission, values, services, culture
- Position logistics and tactical training for technologies, processes and more
MAKE AN EXTREMELY DETAILED TRAINING PLAN
- Be scheduled day-by-day and hour-by-hour, using our template to get you started
- Include in-person meetings when possible
- Be devoid of any guesswork
- Be consistent so every new employee goes through the same, consistent experience when they start with your company
PREPARE FOR DAY ONE.
You want them to know you’ve planned for them with intentionality. This includes ...
- Collaborative efforts between HR, IT, and the Hiring Manager
- Setup within all necessary systems
- Training modules prepped
WELCOME THEM ON THEIR FIRST DAY.
Whether in a weekly staff meeting, email or similar, be sure that ...
- Both you and team members schedule one-on-one video calls with them
- Your new employees meet the leaders of your organization
- They see your leadership as approachable
- Your leaders communicate the vision and the “why” behind what you’re doing
- They understand the company’s values and where the organization is headed
SET CLEAR EXPECTATIONS AND GUIDELINES.
This is especially critical in a remote environment to let employees know from the
beginning exactly what your expectations are of them and their role.
These should included communicating...
YOU DESERVE THIS. AND YOUR EMPLOYEES DO, TOO.
After four intensive weeks of onboarding your remote employee, you should both feel more comfortable allowing a little more space between you.
Encourage them to be in the driver’s seat to start running with tasks – giving them a week or two to get their sea legs – and when you both feel like the time is right, continue your cadence of handing tasks over, checking in, offering feedback and support – wash, rinse, repeat.
In no time, you’ll have a well-trained, integrated and independent rockstar remote employee ready to help you conquer the world.