Just how important is it for new hires to get off on the right foot? Positive experiences early on have been linked to increased engagement, loyalty, and retention. And the icing on the cake? Companies with outstanding onboarding can expect to nearly double their corporate revenue growth and profit margins compared to counterparts with only average onboarding.
Remote employees benefit from thoughtful, thorough onboarding just like their on-site colleagues.
Get these crucial remote employees comfortable and up-to-speed with these five measures designed to promote engagement during training:
1. Be prepared.
Onboarding should not be an afterthought. Develop formal, consistent procedures to follow with every new hire. A checklist of equipment, materials, and login information to send should be part of the plan; nothing discourages a ready-to-contribute worker more than lacking the tools to do the job. Attentiveness makes new employees feel welcomed and valued.
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2. Avoid overload.
A steady stream of forms to fill out gets old fast, as does trying to learn too much all at once. Some businesses provide a deadline for when documents need to be turned in and study units completed but let telecommuters set their own schedule and pace. Such an action encourages trust and time-management skills.
3. Vary the format.
Video modules, podcasts, online simulators, games, books—modern training is filled with a variety of options. Break monotony by mixing things up. To further encourage attentiveness, keep units short. Follow the teaching of a skill with a chance to put it into practice. Such activity promotes retention and develops the connection between knowledge and how it gets used.
4. Assign a helper.
No law states that a mentor must be physically present. Spare your new remote hire the frustration of not knowing where to turn for help by providing a “buddy” to answer questions about training material or other aspects of company life. Such a peer also can serve as a social connection, which will aid the newcomer in feeling like part of the team. (While you’re at it, facilitate an introduction to someone specific in tech support. That contact info is both reassuring and bound to be used sooner or later.)
5. Communicate.
Without witnessing visual cues, it may be difficult to discern how new employees feel. And not wanting to come off as needy or bothersome, they may hesitate to call you with concerns. So if you want to know what your new telecommuter is finding helpful or confusing, just ask. Seeking feedback from the get-go sets a good tone for an honest, caring relationship that will remain strong long after the training period ends.
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