While none of us saw the complete curveball that 2020 threw at us, 2021 is shaping up to be a different story as it becomes more likely that our working situations will resemble pandemic-style normal for a significant part of this year.
Perhaps one of the hardest hit elements of employment throughout our shift to more isolated working models has been recruitment – by default, a primarily in-person function of business that we’re now having to retool.
In an economic climate so uncertain and ever-changing, we must do everything we can to effectively and creatively facilitate, manage, and celebrate the entry of new employees into our organizations through all means available.
Here are 6 considerations for how to actively strengthen employee onboarding within your organization for 2021 and beyond.
1. Keep remote connection frequent from the outset.
Organizations can’t lose sight of the fact that many employees are flying blind into new jobs from their kitchen table. Eliminate any opportunity for awkward guessing games related to programs and processes required for the job, pace of work, or even team expectations from the get-go. Ask your employees: is there anything that you need to help make yourself more productive during the day? Staying in touch and anticipating employee needs will help ease nerves, boost confidence, and set-up a smooth entrance into the organization.
2. Strengthen digital onboarding efforts to reflect the in-person experience.
Day one of any new job frequently includes any necessary introductions, meetings with core team members, and some form of a welcome pack or orientation before jumping in. Go the extra mile and send both a physical and digital copy of any packs or forms so the employee has something tangible to review. Better still, an on-brand toolkit for new talent with some treats goes a long way in helping new employees get excited about their new employer.
3. Review and update your Employee Handbook
The new year is a perfect time to review and update your employee handbook. Update any out-of-date policies, paying special attention to company health and safety, and rules for remote working. If you haven’t already, think about how and where this information lives going forward - the lunchroom may no longer be the best spot - and aim to make it as central as possible for all employees to access from wherever they are, when needed.
4. Assign a Buddy
One of our favourite remote onboarding tips is to assign each new hire with a buddy - someone who can be a point person for the new hire when they have questions, problems, or concerns. This person can be a teammate or peer who has experience working within the company and can guide them through all their questions over the first several weeks.
5. Ensure new employees exist in the company tech ecosystems to avoid lag in ramp-up.
A no brainer, but not uncommon, be absolutely sure that your new employees have active profiles, emails and digital access to any and everything they need to begin work on their actual start date. There’s nothing more frustrating than chasing up connectivity issues with busy IT teams for a first-week employee.
6. A personalized experience is a pleasant one.
Like most things, the more personalised an experience is the more enjoyable it is for the individual. Yes, we’re doing things from afar, but that doesn’t mean we won’t eventually come face-to-face with new employees later on. Consciously work to find a balance between personal and professional rapport. Ask questions around individual interests, motivations, and even their home life to get a better sense of what makes them tick.
