Tips for Onboarding and Training Remote Employees

Digital and technological advancements have greatly improved remote communication, and therefore made it possible for employees in different locations — or even time zones — to work together seamlessly. The ability to hire remote employees improves your workforce by allowing you to bring on the best person for the job, regardless of his or her physical location. Follow these tips to correctly onboard and train remote hires.

Consider creating a remote-hire package

If you have multiple remote employees, it might be best to put together a resource package for remote hires containing relevant contact information, passwords, names and titles, and anything else they might need to work with one another each day. This will avoid back-and-forth communication and, thus save time in the long run.

Arrange an in-person introduction, if possible

If the employee lives reasonably nearby, arrange for him or her to come to office headquarters for a few hours or a half-day prior to starting employment. Remote employees can feel disconnected from the business and its mission, so letting them tour the facility and meet their coworkers in person will help them feel part of the team. Your remote employee will get an impression of the company culture, as well as other employees’ communication styles and personalities, which will then greatly help future collaboration.

Plan a video call if the employee can’t meet in person

If logistics or distance make it impossible for the employee to get acquainted with the team in person, schedule a video call to facilitate that necessary meeting. Introduce each member of the team to your new employee, but don’t make it too formal or structured; the purpose of this video conference is simply for your remote and on-site employees to get to know one another and initiative a good working relationship. If your company is large, only introduce your new hire to employees he or she will be working with on a regular basis; you don’t want to overwhelm him or her with too many new faces and names at the very beginning!

Over-communicate during the first week

You never want your remote employees to feel out of the loop, but especially not during their first week on the job. If your company does not currently use an instant messaging service, you must start so that your on-site and remote employees have a convenient way to keep in constant communication with each other. Check in with your new hire at least once a day during that first week and encourage him or her to ask you any questions about expectations, tasks and scheduling. Be explicit and detailed in your communication. Keep in mind the hour at which you choose to conduct these check-ins if your employee is located in a different time zone.

Use training tracking software to coach your remote employee

Investing in training software, like Conductor Orchestrating Training, is a valuable step for all your employees, but especially those who work remotely. Those employees will not have the benefit or any in-person guidance or training, so having comprehensive, structured software readily available will help them to excel at their jobs. The software also helps you, their employer, better track job performance and ensure that they aren’t falling behind in any key areas.

Take a tour today to see how Conductor can help your business’s remote employees.