The pandemic has certainly made us review the way we conduct business, interact with people and ensure that productivity is maintained. It has certainly challenged the rigidity of “you must be seen to ensure things are getting done” mentality that some businesses stuck by.
There are many publications that have suggested working from home has had no negative impact to productivity, and some suggesting that with no travel time, office banter and mini breaks productivity may have also increased. Whilst this has all unravelled from an unplanned experiment, it has opened plenty of opportunity for both employers and employees; and the trend certainly appears to be moving in the direction of a hybrid style work arrangement where a working week is split between home and corporate HQ/ a third location.
Work life balance, reduction in business expenditure such as real estate and outgoings, an improved carbon footprint of the workforce are some of the seen benefits, but lets not forget the removal of geographic limitations. Employers are empowered to expand their talent pool and get the right person for the role who may not necessarily reside in the same state/ region. This is also a big win for remote candidates.
With this fundamental shift taking place worldwide, employers need to make sure the right onboarding and engagement strategies are in place to ensure a seamless start. Our top things to consider include:
Having equipment that is sully setup with software, security, accounts and passwords delivered well before their first day will ensure they can hit the ground running and ensure they are not left feeling isolated or helpless.
This along with a starter park or online information portal will allow them to access all the information they require.
The first week at any new job can be daunting, having to do this remotely can add to this. Setting up meet and greets or virtual lunches for a new starter creates inclusivity from the beginning. It can also provide ice breaker opportunities and allows them to meet the team and key personnel in a more casual setting.
A great way to enhance the onboarding experience is by creating a mentoring system where a new starter is aligned to an established team member. This team member serves as their primary contact in the initial weeks to assist with company procedure, culture etc. This also provides an opportunity to built friendships and gain a better appreciation of the culture and people they will be working with.
Have a clear and well defined set of tasks to focus on will empower new starter. Giving a sense of purpose and ensuring they are off to a good start with direction.
Ideally this should include collaboration across the business, allowing familiarisation of various departments and process’.
The plan should also include targets/ plans for the upcoming months. This can be a rough plan that is added to collaboratively so expectations can be set.
Frequently checking in on a remote new starter is extremely important in the first few weeks. It provides an opportunity for them to express how they are settling in, any gaps they are experiencing and for them to ask for assistance. This is especially important if your business has a probationary period.
Providing feedback and asking for feedback is also a great way to build transparency and rapport.