Onboarding a remote employee: 5 steps to success

As online jobs gain more momentum, processes like hiring and onboarding are also being done remotely. At first glance, it seems convenient – employers do not have to organize a workspace and set up offices. However, remote workers often feel frustrated while joining remotely without a mentor at their side, which can greatly affect their productivity and willingness to work for a company.

How can employees be helped by on board remotely to treat? This step-by-step guide will help make the task easier for both new and existing team members.

A step-by-step guide on preparing a remote employee

Step 1: Begin with pre-boarding preparations

Pre-rising is everything that happens from the moment Recruit When a new employee begins their first day on the job. At this stage, your main task is to introduce this person to your company and its corporate culture, as well as to make your cooperation feel comfortable from the very beginning.

Therefore, before the first day of work, be sure to:

  • Submit all primary documents: contracts Electronic signaturescompany guidelines, employee manuals, etc. Consider including in this list everything you think might be useful to go deeper into your company. These documents can save HR staff and mentors many hours because it allows them to focus on more important tasks rather than explaining general matters.
  • 3 month formulation Onboard roadmap. You should outline key milestones for the new employee to successfully introduce you to your organization: calls with colleagues, tests, establishing lines of communication and performance goals. And don’t forget to conduct intermediate reviews during these months – they will help you assess the new employee’s strengths and weaknesses.

Pro tip: Create an introductory online course that includes welcome videos, materials about your company’s mission and culture, overviews of your products/services, and compliance guidelines. Quizzes and quizzes will help memorize all this information.

Step 2: Organize calls with colleagues

Depending on the department in which the new employee will work, your new employees should be introduced to specific people in the company. Most likely, prior to Step 1, talk to HR, the CEO, or the department team leaders/heads. Now is the time to get to know the other people your new employee will work with on a regular basis.

During these conversations, you can discuss business specifics as well as communication strategies. This is also a great opportunity for beginners to ask you some questions.

Step 3: Customize the setup and make it collaborative

Apart from sharing the educational content, your team members should also be participating in the setup process To reduce the learning curve for new employees. How can this be done? Encourage employees to ask questions in your communication channels and share experiences and recommendations. This will also improve relationships between colleagues.

Don’t forget to design the setup process By giving employees enough time and freedom to absorb new information and immerse themselves in tasks. Not everyone is a quick learner, so adjust your pace accordingly. To ensure that the person manages well through the preparation, use interactive checklists. This is an example:

Pro tip: Organize virtual team building events, such as online quizzes or games. They will help new employees get used to their colleagues and establish flawless communication with them.

Step 4: Get feedback and improvement

It is essential to track the progress of the new employee and pick it up in a timely manner Response To make sure things run smoothly. In addition, their opinion will help you understand what is working well and what can be improved in your qualification program.

Ask open and specific questions to get detailed answers – they will help you identify problems, nip them in the bud, and Promote participation and motivation.

Step 5: Evaluate success using preparation metrics

Finally, introduce some metrics to evaluate the performance of your new employees. These numbers show how a person manages work at home and completes associated tasks.

What kind of scale could these be?

  • KPI
  • The number of completed tasks
  • Time-to-productivity metrics
  • retention rates

Finally, introduce measures of employee happiness and satisfaction. These can be assessed by asking new employees to complete questionnaires.

Remote setup challenges and how to overcome them

Remote jobs do have their drawbacks, including a more complicated setup process. From lack of prompt communication to mental overload, there may be various issues that spoil a person’s impression of the company and discourage them from working in a new company. Let’s note some common challenges and ways to deal with them.

  1. Create a workstation. Some jobs require more than one personal laptop, and employees fail to set up all the devices themselves because they don’t visit an office. You can help them out by charging you all the necessary equipment and offering lessons on how to set it up. If issues arise, schedule an IT session where you can help the new employee troubleshoot these issues.
  2. A lot of information. Given the fact that new employees have to deal with a lot of information on their own, they may feel overloaded and frustrated. Help them by structuring the materials and providing them in parts.
  3. Problems with the default connection. A normal workflow can only be established when colleagues communicate effectively, so make sure you don’t have too many channels for them to stay in touch. One chat and one platform (such as Trello or Asana) should be enough to collaborate in real time and respond to messages quickly.
  4. Feeling isolated. remote workers They often lose touch with their colleagues because there are no real breaks and conversations. How can this be compensated? Schedule one-on-one calls and assign a mentor who will guide and support the new employee through their journey on board.


The onboarding process is often underestimated, and the biggest mistake you can make with remote workers is letting them handle it themselves. By taking the above steps, you can ease their challenges and make them feel valued and welcomed by your team members.

Featured image rights: Mart Production; pixels. Thank you!

Helen Coleman

Helen Coleman

Content Strategist and Editor at iSpring Solutions

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