What You Should Know About Remote Onboarding

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 proponents 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.

Hope this helps!

Tip 1. 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.

Tip 2. Build an onboarding strategy with your boss.

Your boss most likely has an onboarding plan figured out.

If not, make sure to plan one with them ASAP.

Ask questions like:

  • 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?
  • What is the culture like? Do people prefer Slack, email, Microsoft Teams, Zoom? When is one software more appropriate than other?

Tip 3. Start introducing yourself to key people.

Don’t wait for people to come to you. Be proactive.

Once you've talked to your boss, you should have a clear idea about the people and departments you need to meet.

Send them an email or a message on Slack/Microsoft Teams/etc.

Here is 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.

XYZ

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

People who struggle with remote work shy away from it and instead sit around and wait for people to tell them what to do.

Instead, take the initiative to meet people, figure out how to become valuable, and grab a shovel and start digging!

Tip 4. Recognize that remote onboarding is hard.

We know it can be scary and intimidating to start a new remote job. Especially if you haven't done it before.

Everybody we've spoken to felt uncertain about their performance and sometimes lost and confused when they first started a remote role.

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

Don’t shy away from asking questions. Get the information you need to be successful.

Don’t worry about “looking dumb” or incompetent.

Ask the questions you need even if you feel that you should already know the answer.

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

Tip 5. Get an easy win by documenting your onboarding process.

Making the onboarding process easier for future hires is one of the easiest "quick wins." You know better than anyone what it's like to start a new position.

Did you struggle with anything? Write it down for future hires.

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 will not only help your future colleagues, but you will also make a strong first impression on your manager and team if you create an onboarding checklist based on your own experience. Especially if they're an early-stage startup.

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