Onboarding Best Practices for Remote Teams

When remote work is considered the best way to accomplish your company goals, it’s important to know how to onboard remote employees so they, too, can reach their potential. Studies show that 69% of employees are likely to stay if they receive great onboarding, so how can you deliver accordingly? 

Benefits of Remote Onboarding 

Think of the onboarding process as a way to build a developmental foundation. New hires are given the opportunity to connect with their coworkers and make an impact on the organization. 

• Attract top talent: when employees have a great onboarding experience with your company, they can share it on sites like Glassdoor. 

• Reduce turnover costs: research shows that the average cost-per-hire is $4,129, and it can take 42 days to fill a position. 

• Increase productivity: strong onboarding programs can improve employee productivity by more than 70%.  

Onboarding Best Practices for Remote Teams 

#1: Rework Your Existing Onboarding Process 

Studies show that effective onboarding strategies create 2.5x the revenue growth. Analyze employee handbooks and onboarding materials to consider new ways to implement remote work policies. For example, there may be different policies for contractors vs. employees. 

#2: Set Them Up For Success 

Before the remote employees’ start date, ship their equipment so the IT team can help with any technical onboarding. Add the new hire to team communication channels, working files, or onboarding folders to help them navigate more seamlessly on Day 1.  

#3: Build a Team Connection 

While remote work can be more productive, it’s not always as social! Find ways to create more team connections during the onboarding process. Some examples include virtual meet-and-greets, staff meeting introductions, or activities like mini-golf—if your team lives in the same city. 

#4: Share the Organization’s Mission, Vision, and Goals 

Leaders can set the tone for the entire organization when onboarding. Give remote trainees perspective into the company’s history, direction, and goals so they can understand how their responsibilities fit into the context of the larger organization and why they matter.  

#5: Set Clear Expectations from the Start 

Don’t leave remote employees in the dark during their first week. Be clear in sharing performance expectations and work plans so they can catch up to the rest of the team as quickly as possible. Encourage them to ask questions if anything is unclear! 

#6: Conduct One-on-Ones with Employees  

As the remote hire settles in, hold daily check-ins for the first two weeks. Stay in frequent communication until the trainee is ready! After the first two weeks, stay in the habit of integrating one-on-ones into your schedules to create a great rapport. 

Now that you’re ready to onboard remote hires, why not look for your next opportunity to do so? Start searching now! 

To continue building your skills in the digital world and beyond, keep reading: Should You Let Your Manager Follow You on Social Media?, How to Develop an Executive Presence (Remotely and In Office), and ​​Is AI the Right Tool to Solve Your Problems at Work?