According to the Bureau of Labor Statistics, remote working can lead to increased productivity of staff members, so it comes as no surprise that so many businesses now have a remote-first working model. Companies hire across continents, making it possible for people from different time zones, cultures, and work styles to work together. But while building a global team sounds exciting, onboarding remote employees is where things get tricky.
Remote work and onboarding can feel isolating when you consider that the usual office hours, welcome lunches, and water cooler huddles are simply not part of the package. How can you improve your remote onboarding process to make new recruits feel like they are part of the team regardless of where they are?
1. Set the Stage Before Day One
Onboarding should start before the official first day. Send a welcome email introducing the team, sharing the company’s culture, and outlining what they can expect in their first week.
A few things to include:
- A digital welcome kit with company values, guidelines, and fun facts about the team. Include a few contacts so that the new employee can reach out.
- An IT checklist to ensure they have the right software, logins, and tools ready to go.
- A video message from the CEO or the team lead to make it more personal.
Such a small effort helps eliminate first-day jitters and makes new hires feel prepared before logging in.
2. Communicate Effectively
When onboarding remotely, there’s no such thing as too much communication. Unlike in an office where new employees can ask a fellow staff member for help, remote hires rely on clear instructions and well-defined expectations.
- Use video calls for introductions and key meetings because seeing faces and hearing voices builds connection.
- Set up a dedicated chat channel where they can ask questions freely and encourage daily interaction with staff members.
- Establish a buddy system so they have a go-to person for support.
Over-explaining has a place in the onboarding process because what seems obvious to one person may not be so obvious to another.
3. Embrace Digital Tools
A well-organized onboarding process relies on the right tools. Here are a few tips:
- Provide eSIMs to staff members traveling for business. For example, a Europe eSIM can help a staff member traveling through Europe to complete sales and attend meetings.
- Keep onboarding tasks on track with project management tools. Think of options like Asana, Trello, Monday.com, or ClickUp.
- Collaborate in real-time using the likes of Slack and Microsoft Teams.
- Use Google Meet and Zoom to do one-on-one check-ins and manage meetings.
- Create knowledge-sharing hubs like Notion or Confluence to provide easy access to resources.
These tools streamline the onboarding experience and make it easier for new hires to stay engaged and informed.
4. Make Time Zones Work for You
Onboarding a global team means navigating different time zones, which can present challenges. To eliminate possible frustrations:
- Schedule key meetings in overlapping hours where most of the team is available.
- If all team members can’t attend meetings at the same time because of time zone differences, record the sessions so they can watch them later.
- Provide deadlines in the relevant time zone to help staff members manage their time better.
5. Promote a Sense of Belonging and Team Spirit
Harvard Business Review presents research showing that employees who feel a strong sense of belonging are more likely to experience job satisfaction. To ensure team members don’t feel disconnected or isolated while working remotely, go the extra mile to make new recruits feel more included. Some ways to do that include:
- Host virtual coffee chats or Friday game sessions to encourage casual conversations between team members.
- Highlight team members’ wins with simple group shout-outs in meetings or within group chats.
- Get team members to show off their culture by celebrating monthly “this is my culture” days. Such initiative builds camaraderie and helps people develop deeper connections.
6. Provide Growth Opportunities from the Start
Onboarding is about getting new staff members up to speed, but it’s also about setting them up for long-term success. You can keep new hires engaged and motivated by offering professional development opportunities early on. You can:
- Provide access to online courses, workshops, or industry events.
- Set clear career progression paths so they know what’s possible.
Employees are more likely to remain and grow with a company if it invests in their career development.
Remote Onboarding Doesn’t Have to Feel Distant
A sound remote onboarding process doesn’t overwhelm new hires with paperwork and meetings. Instead, it creates a welcoming, structured, and engaging experience that leaves new recruits feeling part of the team from day one.
You can set your team up for long-term success by prioritizing clear communication, using available digital tools, considering time zone challenges, providing an inclusive team dynamic, and promoting professional development from the start.
Guest writer
