Is your team working from home? You’re not alone. Remote work is here to stay. But how do you make new team members feel welcome when they’re miles away?
Let’s explore some top strategies for great remote onboarding.
Why Does Remote Onboarding Matter?
Good onboarding is crucial. Here’s why:
- It sets the tone for a new hire’s entire time with your company.
- It helps new employees be productive 25% faster (Brandon Hall Group).
- It boosts new hire retention by 82% (Glassdoor).
Now, let’s dive into how to make remote onboarding work for you.
1. Start Before Day One: Pre-boarding
Don’t wait for the first day. Start onboarding as soon as they say “yes” to your offer.
- Send a welcome package. Include company swag and a note from the CEO.
- Set up their tech. Ship equipment early with clear setup instructions.
- Assign a buddy. Pick a seasoned employee to answer questions.
2. Plan a Structured First Week
The first week is key. Here’s a sample schedule:
Day 1:
- Virtual team breakfast
- One-on-one with manager
- IT systems tour
Days 2-3:
- Company culture talk
- Department training
- Virtual coffee chats
Days 4-5:
- Job-specific training
- Project overviews
- End-of-week virtual happy hour
3. Use Tech to Engage
Tech is your friend in remote onboarding.
Try these tools:
- Video calls (Zoom, Microsoft Teams)
- Virtual whiteboards (Miro, MURAL)
- Learning platforms (Docebo, TalentLMS)
- Digital handbooks (Notion, Confluence)
4. Build Connections and Culture
Help new hires feel part of the team:
- Make a video tour of your office or digital workspace.
- Have long-time employees share company stories.
- Try virtual team-building like online games or remote cooking classes.
5. Set Clear Goals and Expectations
Be clear about what you expect:
- Set goals for 30, 60, and 90 days.
- Explain how to communicate (which tools to use when).
- Be clear about work hours and availability.
6. Ask for Feedback and Use It
Keep improving your process:
- Check in daily for the first week, then weekly for the first month.
- Send surveys after week one, month one, and month three.
- Use what you learn to make onboarding better.
7. Keep Onboarding Going
Onboarding isn’t just for week one:
- Schedule regular training for the first few months.
- Celebrate milestones at 30, 60, and 90 days.
- Set up long-term mentoring.
Real Success: How Zapier Does It
Zapier, a fully remote company, nails onboarding:
- They send new hires one document with all key info.
- New employees join different teams to learn the whole business.
- They use pair programming to teach their code.
- New hires do a small project in week one to build confidence.
This helps Zapier keep a strong culture with no office.
Wrap-Up: Invest in Remote Onboarding
Good remote onboarding pays off. It boosts engagement, productivity, and retention. Use these tips to create a warm welcome for new hires, no matter where they are.
Remember: be intentional, structured, and people-focused. Turn the challenge of remote onboarding into a chance to show off your company culture and set new team members up for success.
Ready to level up your remote onboarding? Start by looking at what you do now and finding ways to make it better. Your future employees—and your business—will thank you.
