The global market for onboarding software is expected to be worth $1.7 billion by 2026. That’s…a lot of zeros. And while fancy software can be helpful, it’s not the only way to onboard your remote employees successfully.
In fact, you can create an amazing onboarding experience without breaking the bank (or even opening your wallet!). It all starts with the right approach—and avoiding these common pitfalls.
1. The Ghosting: Skipping the Onboarding Process Altogether
We get it. You’re busy. Deadlines are looming, clients are calling, and the coffee machine is acting up again (oh, the horror). But amidst the chaos, don’t forget your new hires.
Great onboarding of remote employees can make employees stay by 82% and work better by more than 70%. Think of it as an investment—a little time upfront pays off big time in the long run.
The Fix: Roll Out the Red Carpet (Virtually, of Course)
- Welcome wagon 2.0: Kick things off with a personalized welcome message. Bonus points for a fun video from the team.
- Buddy system: Pair your new hire with a seasoned employee who can answer questions and offer guidance.
- Onboarding roadmap: Provide a clear checklist of tasks and resources to help them get up to speed.
- Virtual coffee breaks: Schedule informal video chats for your new hires to connect with their colleagues.
2. The “Where’s My Laptop?” Debacle
Need we say more? For every hour that your employees cannot work, you lose money in productivity. If a laptop does not arrive in time for day one, your new hire may resort to using their personal device while they wait.
However, using personal devices poses major security risks. A delayed device means a delayed start, and that’s not a good look for anyone.
The Fix: IT Asset Management to the Rescue!
Consider a solid IT asset management (ITAM) system as your secret weapon against the chaotic scramble of onboarding; the first step to a streamlined process that guarantees this combination: the right devices, the right recipients, and the right time. Below are some of the tasks ITAM helps streamline:
- Inventory accuracy
- Procurement planning
- Shipping and tracking
- Bring-your-own-device (BYOD) policies
3. Ignoring the Socially Awkward
The Myers-Briggs company said that in 2020, 56.8% of people worldwide preferred Introversion. And with 98% of workers wanting to work remotely at least some of the time, relying on your current team’s social skills won’t help at all.
While some people thrive in a virtual environment, others might struggle to connect with their colleagues. Don’t leave them flapping in the wind.
The Fix: Foster Connection (Without the Awkwardness)
- Tech-enabled communication: Nothing can replace interpersonal communication, so don’t hesitate to invest in the right instant messaging, video conferencing, and project management platforms.
- Team-building activities: We’ll say this once and for all: Employees can have fun while working remotely. Host games and quizzes, or you can even schedule a remote happy hour (just note that not everyone drinks alcohol).
- Cross-departmental collaboration: You can encourage interaction beyond immediate teams, as this sets the tone for your new hires. Do so by creating opportunities for quick catch-ups and introductions.
- Don’t just rely on HR: Supporting the new team members is an effort that comes from everyone in your company.
4. The “Lost at Sea” Syndrome
Setting no expectations at all for your new remote onboarding hire is like giving them a treasure map with no “X” to mark the spot. They’re adrift in a sea of uncertainty, unsure of what to do or where to go.
The Fix: Chart a Course for Success
- Crystal-clear goals: Verify that your new hires understand the tasks and system, upcoming projects, organizational values, team objectives, and individual goals.
- Structured schedule: Work out a schedule for them in a way that allows them to attend team meetings, allowing them to get a clear picture of their duties.
- Regular check-ins: Provide consistent feedback and support, especially in the early days.
- Mentorship opportunities: Connect your new hire with a mentor who can offer guidance and support.
New hires need to find the sweet spot between jumping in headfirst and hanging back. Too much too soon, and they might overwhelm their new team. Too slow, and they could be seen as ineffective.
5. The “Culture Shock” Surprise
More than 90% of employees who get company culture training feel connected to their workplace. But you have to do more than just show a PowerPoint presentation or a few videos about company culture.
Your remote workforce wants to understand why the organization they chose to work with is different from others and whether it resonates with their values.
The Fix: Infuse Culture into Every Interaction
The way you brand yourself for your employees is how they understand your culture. Here’s how you can do it:
- Walk the walk! Your company culture should be evident in every interaction with your new hires.
- Share anecdotes and stories that illustrate your company’s values and personality. Just make sure you don’t take up their breaks or bug them after hours.
- Host online gatherings and don’t let it be those simple meetings where some people would feel excluded.
Wrapping Up: Teamwork Makes the Dream Work
Onboarding remote employees is not a task of a single department (or even two). Everyone from HR to IT should collaborate to help onboard your new hires. Start with the right ITAM practices, and you’ll surely lay the foundation for a better, inclusive onboarding process.
After all, when well-onboarded hires are happy, you’re helping your business thrive!
Still unsure where to start?
Contact us today at Dots, a SOC 2 and GDPR-compliant provider of ITAM and even automated remote onboarding and offboarding.
