One of the primary goals of an onboarding process is to help new hires acclimate to the social and professional expectations of their new work environment so that they can succeed in their roles. As remote workers are now becoming increasingly common, companies must create an effective onboarding process for virtual employees. It can be difficult for remote workers to acclimate to company operations and culture. When onboarding remote employees, consider their skill set and responsibilities, and how they would fit into the team.
Onboarding remote employees is a very different process than onboarding in-house, full-time employees, and requires a different set of methods in order to ensure that new remote workers feel welcomed to the team, understand what is expected of them, and are not being treated in a way that could lead to potential employment practices liability insurance (EPLI) claims.
If time and resources permit, it would be beneficial for the remote employee to meet at headquarters for the first week of orientation. If not, the use of video conferencing can develop recognition of coworkers so new hires are more comfortable in conversations that create personal bonds. Video conferencing allows employees to make eye contact and observe facial expressions that are important to interpersonal communication.
It’s important that virtual workers be included in team meetings. Video conferencing eliminates the expense and stress of travel. Virtual tours also give remote workers a sense of the company that employs them. A virtual walk-through that allows remote workers to meet and be welcomed by the rest of the team helps to reduce feelings of isolation.
Expectations should be clearly communicated before new employees begin work. Onboarding employees with a clear picture of their duties is the basis for successful hires. Remote workers should be clear on company values, team objectives, and individual goals. Create time frames for training, reviews, and milestones.
Confirm that new employees understand their tasks and the systems they’ll use in their work. Discuss upcoming projects, organization leaders, and access to shared employee resources. New hires should be given documentation of the onboarding process so that they can reference it.
Working remotely can be a unique challenge for some. The hiring manager should ensure new virtual hires feel comfortable enough to share their thoughts. Remote employees who feel a connection with your company will be more motivated to make a positive impression.
It’s important that new employees become a functional part of the team. Introducing them to other team members, and where to turn for help, builds relationships that are important to job satisfaction and performance. New employees should be connected with veteran team members to mentor them in business goals and values.
For each new process implemented, review its impact and results. Document and evaluate how both existing and new employees react to the onboarding process. Find out what works best for onboarding remote workers by consulting those who’ve had similar experiences. After new remote workers have been at their jobs for a while, ask them the value they received from the onboarding strategy. Remote hires bring special challenges, so staffing insurance solutions through WWSPI are there to have your back. Contact us today to learn more!
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.