All around the world, leaders and managers are currently welcoming new starters to their teams remotely. As such, the onboarding process is being done entirely from home – this is unchartered territory for most, and interestingly, it’s a scenario that will likely become more common, with hybrid teams set to become more prevalent in the next era of work, post-crisis.
These new joiners have probably been through enormous emotional upheaval in the past few weeks – whilst experiencing the normal mix of excitement and trepidation that comes with starting a new role, they have also been faced with huge uncertainty about job security and a very different, remote onboarding experience. So, if you have someone new joining your remote or hybrid team, what can you do to help them get off to the best start possible?
If we think about on-boarding as the first few months in a role, it’s critically important – done well, it helps the person to hit the ground running and to want to stay. Great on-boarding achieves two core things:
These goals are the same whether you’re talking about a team that’s always located in the same office, a totally remote team, a geographically dispersed or a hybrid team. The difference is that when people aren’t working together you have to be much more proactive – you have to consciously make sure that you’re doing everything right, because you won’t be having the same mini-check-ins together as you grab a coffee, pass their desk etc.
So, here are five actions you can take to achieve these goals:
Doing these things will help your new team member to quickly achieve that sense of belonging and be able to start making a contribution. As they become more established, you can carry on doing lots of these actions, but the focus will change as you continue to engage and motivate your team.
Maggi is an experienced consultant and coach with international experience across a wide range of sectors including professional services, financial services, retail and FMCG. She is a Chartered Occupational Psychologist and combines research and practice to develop practical solutions to drive business improvement. Maggi has been a consultant for over 20 years, specialising in talent strategy and talent development. She has a reputation as an insightful consultant, helping clients to reduce the ‘noise’ around an issue so they can focus and act on key issues which will make a difference. Maggi is on a mission to help organisations, leaders and individuals to liberate talent. Her first book ‘From Talent Management to Talent Liberation’ has recently been published.