What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
We’ve expanded our orientations with additional opportunities to learn more about the organization’s different business units and people. Last year, we launched our new webpage for new hires to better understand Stack Overflow’s history and the various departments within the business and fellow Stackers. Our Chief People Officer meets with all our new hires on a monthly basis called “Communitea” to learn about their onboarding experience and how we can improve future new hire orientation classes.
Can you share with us some of your best tips for remote onboarding employees?
It’s vital to ensure new hires feel welcome and start to learn about our resources and some of the tools we have at Stack Overflow. We learned having longer orientation sessions made it difficult to retain the information. We’ve created smaller sessions with more topics to cover to digest the information easily.
Check out the Stack Overflow careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
Since FSA’s workforce is nationwide, we have always onboarded our employees remotely. For nearly two decades, we’ve improved our processes with the goal of giving employees a smooth and positive experience. The biggest change for us has been the availability of bigger and better tools, specifically designed to improve communication and collaboration digitally.
Can you share with us some of your best tips for remote onboarding employees?
The best tip FSA can share is to focus on communication. When asked what they would add, our Hiring Managers and Supervisors recommended reaching out to new employees by phone on their first day; welcome them and make sure they have everything they need to get started on the right foot. Then, follow-up with a video call; engage the employee by mentioning a personal detail the employee brought up in their interview or identified on their resume and be sure to review expectations and requirements with them.
Check out the FSA Federal careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
Michele Green, Senior Managing Consultant of Beacon Hill Legal stated, “The biggest change to onboarding new employees in a remote work environment is making sure everything is completed correctly. Sometimes when you don’t have that daily face-to-face interaction it can be hard to articulate clear instructions on how to complete paperwork and make sure the setup for remote work is done correctly.”
Can you share with us some of your best tips for remote onboarding employees?
“The best tip for remote onboarding of employees is to be clear on instructions and have the patience to walk someone through the process and steps, remarked Michele Green. “It may be a new system for many and when being in a remote environment, you can’t easily walk over to their desk and show them how to finish this page or move on to the next step. I feel being available to talk to someone and go through the entire process with paperwork, explaining everything that needs to be handled, is the best way to successfully onboard an employee remotely.”
Check out the Beacon Hill Staffing Group careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
Classy Llama’s swift adaptation to the remote environment dramatically shifted the agency’s paradigm of the onboarding process. In the absence of standard “in-person” onboarding interactions, it became essential that both the content and events in the process must be intentional and centered around overarching themes. Classy Llama defined that the purpose of our onboarding is to establish, educate, and empower new members of the herd. Through this framework, we carefully identified practical and functional benchmarks to familiarize, guide, and mentor the new team members despite their geographic location. Specific practices include frequent pulse checks to assess the individual’s mental state and tie in a deliberate discussion point or training opportunity, build them a tailored calendar that includes them in standard community events, and the implementation of the organization-wide “Classy Podcast” which is a weekly event that provides a comfortable space to warmly welcome new Llamas to the herd by providing them a full ten minutes to introduce themselves to other team members. Through this approach, we have been tremendously successful in facilitating a quicker and more personal bonding experience with the rest of the team while overcoming the natural feeling of isolation that is inherent to remote employment.
Can you share with us some of your best tips for remote onboarding employees?
Whether remote or onsite, onboarding is the starting point for any organization that is serious about aligning their people to both the business and the culture while concurrently building a cohesive team of professionals who share the same vision. Due to the fact that more than half of the Classy Llama team is composed of remote team members who are geographically dispersed all over the world, one of the most important yet basic aspects of remote onboarding is being cognizant of the differentiating time zones. This type of careful awareness and flexibility speaks volumes about the organization’s culture and leaves a strong first impression. In addition, onboarding is a collaborative effort and requires that leaders within functional areas of the organization have a vested interest in the personal and professional success of their incoming team members. At Classy Llama, the first two weeks of onboarding are tightly followed-up by the People Team and culminates with both an onboarding survey to acquire feedback and a positive handoff to the designated functional leader who begins their discipline specific process, which incorporates overarching organizational themes. Despite the handoff, the People Team continues to make thirty, sixty, and ninety day pulse checks with the new team member to address any questions, comments, and concerns which compliments our organization-wide bi-weekly check-ins that aim to monitor the current climate of the agency as a whole.
Check out the Classy Llama careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
Since our founding, HashiCorp has always had a remote first approach. However, we used to host in-person onboarding in our SF Headquarters up until Covid-19. Instead of condensing onboarding into a week of live presentations, onboarding now takes place throughout a new hire’s first 120 days and we have filled it with different types of learning to ensure they have what they need, when they need it to be successful as quickly as possible. New hires now receive a Pre-Boarding website before they start at HashiCorp. They also participate in live workshops, watch self guided videos, play a slack scavenger hunt, take a Core Strengths assessment, and they receive an activity and reflection journal to support their learning.
Can you share with us some of your best tips for remote onboarding employees?
- Give new hires everything that they need to be successful on Day 1 (and send it multiple times). This will help to reduce their initial nerves/ stress so that they feel confident and excited to start. You also can provide managers with similar messaging to send to their new employee to highlight key information.
- Get creative about how you meet your onboarding program’s objectives. Think about what needs to be a live session, what can be a video, what can be an article, what can be an async game, etc. 3. Ask for feedback from new hires! Ensure that you have proper feedback channels in place to understand how new hires are experiencing onboarding.
Check out the HashiCorp careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
At Newfold Digital, we have noticed several changes in our onboarding processes since moving to a fully remote approach. We have had to work closer together internally through our recruiting, IT and HR teams to ensure the onboarding process for new hires is seamless and positive. One of the biggest impacts to new hires is the personal touch they felt when onboarding in an office. However, by onboarding new hires virtually through video calls with other new hires gives them opportunity to connect with a wider range of people and potentially build more diverse networks. Another change is the improvement of technology to allow employees to complete their onboarding tasks virtually through one system.
Can you share with us some of your best tips for remote onboarding employees?
Newfold Digital strives to provide an excellent onboarding experience for employees. Our Employee Experience team communicates with new hires prior to starting, as well as leading the onboarding orientation on their first day. We send new hires a comprehensive ‘Welcome Guide’ to provide them with information regarding their first day and what to expect as far as equipment and documents needed. The best tip is to constantly re-evaluate the onboarding process to improve the experience and make sure it is consistent for all our teams around the world. As an example, here at Newfold, we send out new hire surveys to receive onboarding feedback to advance our processes.
Check out the Newfold Digital careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
As a remote-first organization, symplr understands the value of connectivity especially as we onboard new employees. Our intranet allows us to share information and create groups based on individuals’ interests and affinities to create connections across the company with employees across departments. Our Core Values Program brings together employees who recognize and celebrate each other for living the core values that drive and help shape the symplr culture, including teamwork and delivering for our customers.
Can you share with us some of your best tips for remote onboarding employees?
A successful remote onboarding experience demands authenticity, positive energy and true passion. Acknowledge that beginning a new job can be equally exciting and uncomfortable and that onboarding topics, like benefits and compensation, can seem nuanced and complex. Reassure new team members that these topics are not off limits and encourage open communication. Encourage connection by making sure there are dedicated, knowledgeable points of contact for learning topics or HR-related questions. Intentionally schedule opportunities for new employees to engage with leadership to establish accessibility and promote networking. Invest in education by spending the time to elevate new employees’ industry knowledge as success in their role is highly dependent on this infrastructure. And finally, continue to promote engagement by providing a multitude of opportunities to build relationships and connect across the organization.
Check out the symplr careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
- 30/60/90 day goal planning: Hiring managers create 30/60/90 day goals in advance so that new employees understand what to expect in the first 90 days. Hiring managers enter these goals as a 30/60/90 day journal in the performance management system which is accessible to new employees as well.
- Daily check ins – Hiring managers plan a daily check in with new hires for the first 2 weeks to ensure that they are adjusting well to their new role and the company culture. This helps new employees feel supported and valued, and can also help employers identify and address any issues early on.
- 30 and 90 day engagement email – At the end of 30 and 90 days an engagement email is sent to new hires – congratulating them on their 1 month and 3 month anniversary and as a reminder that lists resources (tech and wellness programs & benefits) and ways to get involved at EnsembleIQ (such as joining DEI Council and PIVOT Culture Committee)
- Video conferencing tools: Meetings and orientations with new employees are conducted using video conferencing tools like Zoom and Google Meet. All employees are strongly encouraged to turn on their cameras so that the conversation is engaging and to ensure a more authentic human connection.
- Provide opportunities for social interaction: Employees are given the option to join various engagement committees such as DEI Council and Pivot Culture Committee. Our DEI Committee includes three task forces that are a pathway for engaging employees in our equity and belonging work. The PIVOT Culture Committee focuses on increasing fun, connection and team building at EnsembleIQ, with members creating in-person and virtual events and activities for employees.
6) New Hire Onboarding survey : Every quarter a new hire onboarding survey is sent to new employees who have been with the company for 30 days or more. The survey gathers feedback on their recruitment and onboarding experience. This feedback is used to improve the process for future hires which in turn demonstrates that we value their input and are committed to creating a positive employee experience. - Company swag – New employees receive tangible gifts such as water bottles and diaries, helping them to feel like a part of the larger company community
- New Hire Announcement – New Hire announcements are made on EnsembleIQ’s LinkedIn page with the new employee’s picture, their role, and department. In addition to this the announcement is also made on the company’s internal PeopleIQ newsletter and internal social engagement platform where we share a little blurb about the new employee as well.
Can you share with us some of your best tips for remote onboarding employees?
- IT onboarding sheet : Once an offer is signed / accepted, all hiring managers complete an IT onboarding form – this form is used to set up accounts, equipment, access to relevant platforms / programs / shared files & folders, and training for new employees
- A clear onboarding plan: A detailed onboarding plan is created in collaboration with hiring managers that outlines the steps new employees will take during their first 2- 3 weeks. This includes introducing them to key team members (who could give an overview of their department’s role coverage at the company and then help define/guide the new hire on how they will work together and interact), providing access to necessary tools and resources, and setting clear expectations for their role.
- New Hire Buddy program: All new hires are paired with seasoned employees who can share insights and be an additional resource for new hires aside from their managers and the People Team. The buddy can be from their team or someone from a different department that could be an asset in answering questions about systems and processes as well as general company questions.
- 30/60/90 day goal planning: Hiring managers create 30/60/90 day goals in advance so that new employees understand what to expect in the first 90 days. Hiring managers enter these goals as a 30/60/90 day journal in the performance management system which is accessible to new employees as well.
- Daily check ins – Hiring managers plan a daily check in with new hires for the first 2 weeks to ensure that they are adjusting well to their new role and the company culture. This helps new employees feel supported and valued, and can also help employers identify and address any issues early on.
- 30 and 90 day engagement email – At the end of 30 and 90 days an engagement email is sent to new hires – congratulating them on their 1 month and 3 month anniversary and as a reminder that lists resources (tech and wellness programs & benefits) and ways to get involved at EnsembleIQ (such as joining DEI Council and PIVOT Culture Committee)
- Video conferencing tools: Meetings and orientations with new employees are conducted using video conferencing tools like Zoom and Google Meet. All employees are strongly encouraged to turn on their cameras so that the conversation is engaging and to ensure a more authentic human connection.
- Provide opportunities for social interaction: Employees are given the option to join various engagement committees such as DEI Council and Pivot Culture Committee. Our DEI Committee includes three task forces that are a pathway for engaging employees in our equity and belonging work. The PIVOT Culture Committee focuses on increasing fun, connection and team building at EnsembleIQ, with members creating in-person and virtual events and activities for employees.
- New Hire Onboarding survey : Every quarter a new hire onboarding survey is sent to new employees who have been with the company for 30 days or more. The survey gathers feedback on their recruitment and onboarding experience. This feedback is used to improve the process for future hires which in turn demonstrates that we value their input and are committed to creating a positive employee experience.
- Company swag – New employees receive tangible gifts such as water bottles and diaries, helping them to feel like a part of the larger company community
- New Hire Announcement – New Hire announcements are made on EnsembleIQ’s LinkedIn page with the new employee’s picture, their role, and department. In addition to this the announcement is also made on the company’s internal PeopleIQ newsletter and internal social engagement platform where we share a little blurb about the new employee as well.
Check out the EnsembleIQ careers page here!
What are the biggest changes in onboarding new employees since the working model has shifted so much to a remote approach?
Prior to the shift in working models, the majority of our first day meetings and orientation activities were held in-person wherever we had offices. It was important to us to still offer this personalized experience and continue to provide value when transitioning to a remote onboarding model.
We moved our processes virtually, so Onliners (what we call our employees) still get to have key introductory touchpoints. This is supported by a beautiful Onboarding SharePoint site that new Onliners are walked through on their first day and that they can continue to refer to as long as they need to.
Before COVID, we would welcome Onliners on their first day with a “Welcome to Online” sign in our reception area. We still want our new team members to feel welcome in our virtual world, so we send a “Welcome Onliners” email on their first day and also post it on Slack so others can welcome them.
Can you share with us some of your best tips for remote onboarding employees?
This includes a detailed agenda to ensure they feel comfortable and prepared on their first day as well as a link to our Culture Credo so they can learn more about our culture.
Prior to their first day, they are sent a branded backpack and coaster that lists our core values along with their hardware. They also receive a personalized orientation where they meet with various Onliners, including members of our senior leadership team, who cover a range of topics (e.g., culture initiatives, goal setting for career development, career path potential at Online, organization structure, and much more). We also ensure they are sent any recent announcements about upcoming training and social activities as these are great ways to get connected.
Finally, every Onliner is assigned a Career Mentor, not only to help with career development, but also to be that important link back to the company in such a remote world. New Onliners have lunch with their Career Mentor during their first week whether in-person or virtually, so they can begin to develop that important relationship early on.