Onboarding a Remote Team? Here’s the Ultimate Guide

With more companies asking their employees to work from home, remote working has been fronted as a viable long term norm. But, working with a team of remote workers who were previously an onsite team is different from dealing with a new team of remote employees. You may outsource the hiring but onboarding a remote team is where it counts the most. Do it right, and you’ll have a group of independent, motivated, and productive individuals on your side. Miss the mark, and you’ll be dealing with early turnovers.

Read on and learn how you can create great experiences when onboarding a remote team.


Be intentional about how they will connect with the community and the culture

When you have a team that is physically distanced from each other, it is easy for new members to feel isolated and therefore disengaged. This is more likely where the new hires have never had the opportunity to experience the company’s culture. A new remote worker will not find it easy to start building bonds and establish friendships without the benefit of a break room. In such conditions, even talented employees may feel disconnected and underperform.

To avoid this, have a clear plan on how you will help the new team to connect with the community and assimilate into the culture. You may second to each new employee a “work buddy” of some sort. Leverage on digital tools and social networks to promote a camaraderie that ensures everyone has someone they can turn to.


Invest in their ability to work

Many business leaders are considering remote working as the new norm is because of the cost-saving. From a reduction in the need for office space, to fewer office supplies, and fewer business trips. The benefits to staffers are also immense; they’ll have less commute and will become more productive. However, for the productivity gear to truly set in, the new hires should be adequately equipped and supported. The costs you are saving by onboarding a remote team may just as well be invested in equipping and support

Ensure the team can work whenever and from wherever they feel they are comfortable.


Be Clear about Expectations and Understand their Schedules

Remote workers are often independent, and remarkably zealous about work. They are more likely to put in extra hours and are often more productive. One of the biggest reasons for this extra output is that flexibility often breeds determination. In some cases, the extra determination may be as a result of the need to be noticed and overshadow the ‘out of sight out of mind’ mentality. But there’s a downside. Since they are independent, remote workers may start to feel burned out due to the extra hours. Soon the burnout will turn into frustration and eventually they feel unappreciated and become disengaged.

You can avert this by setting clear expectations when onboarding a remote team, and going the extra mile to understand their schedules from the outset.


Lastly, check on them frequently and get feedback

This may feel a little like micromanaging, but it’s not. When you are onboarding a remote team, if you have to decide on whether to be “annoying” or not being transparent, choose the former. Check on the new hires frequently. Get to know how they are doing and give them as much support as you possibly can. Get feedback and use it to tweak some of your procedures.

These steps will help you to build a strong team that’s productive, engaged, and delivers on company objectives.

If you already possess these skills and you are looking to grow your career, our team at Executiveone.co.nz will help you craft a CV that reflects your achievements.