5 Tips for Onboarding Remotely

Congratulations on your new remote position. You’re going to love it!‍

Remote work has shown to improve productivity, increase employee happiness, build diverse talent pipelines, and enable people to live and work from ANYWHERE -including more affordable areas!‍

We’re big fans of remote work at StaffGrabbers but recognize that being onboarded remotely is quite different.

Here’s how to make your transition easier with remote onboarding.

Take Charge of Your Onboarding Process

The best advice we can give for starting a new remote position is to take charge of your onboarding process. To survive and thrive in a remote role, you need to be an ACTIVE participant in your success.

This is especially true if you work for an early-stage tech startup, processes and procedures aren’t always “fleshed out” like they are in larger companies.

Instead of waiting around for people to tell you what to do – figure out how to become valuable, grab a shovel, and start digging! 

Ask the Important Questions

Ask your manager these important questions:

  • What people or departments will I work with?
  • Who do you think I should introduce myself to first?
  • What software or tools do I need to be successful?
  • Do you have any documents and/or documented processes created, that will help me onboard easier?
  • Who is our HR and payroll contact?
  • Who do I contact if I have system issues?
  • Is there anything I should be aware of about the onboarding process here? How can I be successful? Do you have any tips?
  • Do people prefer Slack, email, Microsoft Teams, Zoom? When is one software more appropriate than another?

Introduce Yourself to Key Stakeholders

Don’t wait around for people to introduce themselves to you. The people who thrive in remote roles aren’t afraid to take initiative. 

Come up with a list (with your manager’s help) of the most important people to reach out to. Then send them an email or message on Slack/Microsoft Teams/etc.

‍Here’s a template:

Hi Person,

My name is XYZ and I’m the new UX Researcher. I’ll be helping your department with ABC. I’d love to have a 30-minute virtual coffee chat to say hello and understand how user research can benefit your team.

It looks like both of our calendars open up later this month. I’ll send you an invite for Monday, 6/20 at 2pm EST.

If that doesn’t work just let me know. I’m happy to work around your schedule.

I look forward to meeting you.


This will make your onboarding process faster, easier, and less stressful.

Recognize That Remote Onboarding Is Different

Please recognize that it can be challenging and downright intimidating to start a new remote position, especially if you haven’t done it before. 

Everyone who starts a new remote position will feel uncertain about their performance.

 They’re not sure what to do, who to ask, or where to start. In fact, it’s extremely common to get buyer’s remorse when taking a new role, and potentially even regret the decision.

Recognize that these feelings are normal and will pass over time. Especially as you build up trust with colleagues, bosses, and senior executives.

Do you have a question? Ask it and then write down the answer so that you don’t need to ask them again. Don’t worry about “looking dumb” or incompetent.

Doing it RIGHT is better than doing it WRONG or not at all.

Get an Easy Win by Documenting Your Onboarding Process

Improving the onboarding process for future hires is one of the easiest “quick wins” you can have. This is because you know better than anyone what it’s like to start a new position there.

Did you struggle with anything? Write it down.

Did you have to compile your own contact list? Share it.‍

Did you spend time finding all the necessary software? Put it in a Word doc for others.‍

You’ll not only help your future teammates, but you’ll also make a strong first impression on your manager and make their life easier.  

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