We have all been through the process of onboarding: whether you were the person starting a new position or the person training a newcomer, this experience is part of the professional life-cycle!
However, for those who are not familiar with this concept yet, let's recap: onboarding is the training process of new hires in a company. Onboarding consists of teaching both the tacit and explicit knowledge in the company - and in a specific team - to help new hires fit in their role and the company culture. Therefore, a successful onboarding favors success in the new position, which is positive both for the individual and for the company.
The recent rise of remote work compelled employees to go through remote onboarding. Starting a new job is never easy, but doing so far away from your new colleagues brings up new issues. Since a lot of knowledge is stuck in people's heads - tacit knowledge that is not written down such as values, company culture, work habits, etc.- it can be hard to share this knowledge online.
In order to make this process as seamless as possible, here are a few tips:
Onboarding can be rushed if it is not prepared in advance. In order to avoid missing addressing important information because you lack time, start the process early!
Three weeks before the starting date, send an invite to join the Drive, the Slack, and your knowledge management tool such as Spot. This way, new hires can start to have a look at what their team/company is working on.
It is easy to get stuck in our own heads and lack perspective. In order to avoid that, engage your whole team to establish the important steps to take during the onboarding process. Aggregating multiple points of view will help cover most of the necessary learning steps for your new hires!
This is especially important to create a team-specific onboarding process (see below)
Depending on the size of your company, you can decide to establish different levels of onboarding processes that will all add up to one another. As a start, you (or the HR team) can draw a short high-level onboarding process card on Spot made for the whole company. In this card, you can list and tag documents related to:
Then, each team leader should collaboratively with the rest of the team draw a team-specific onboarding card regrouping:
Finally, for each new hire, make a specific job-onboarding card in close collaboration with the person leaving the job and the rest of the people closely working with her/him. This one should regroup:
Remember that individual growth should be a central element in the onboarding process: this is what will drive new hires to perform and thrive in their new position. Ultimately, employees' happiness and personal development is the first thing a manager should be seeking.
Some steps toward achieving this include:
In the team-specific onboarding process card, you should include a comprehensive checklist of all the steps the manager and the new hire have to take prior to and during the onboarding process. This will help to keep track of the onboarding steps you previously established. The list can be as followed:
Using the checklist above, try to structure the onboarding by steps:
Don't forget to include feedback to continuously improve the process.
Overdoing it: overflow of information, communication, and training in the first few days