Remote work is becoming increasingly commonplace because it offers employers advantages including higher productivity, lower absenteeism, and lower turnover, especially in light of the Covid-19 outbreak. When it comes to onboarding, remote workers have distinct needs from office workers. To become familiar with the business and get to know their coworkers and bosses, they will require the appropriate technology, tools, and resources. Employers run the risk of losing talented workers if the remote employee onboarding process is subpar.
Your onboarding procedure needs to be improved for the remote workforce because more and more workers are requesting flexible work schedules.
The IT staff can order and set up all the tech before the new employee's first day if they have information on the new hire. You might have extra computers and equipment ready to be given to new hires depending on the size of your business.
The quantity of technology required for new workers to succeed in their roles may be overwhelming. Before employees get into their daily tasks, a thorough IT onboarding experience can assist them to become accustomed to the tools, software, and procedures.
In order to fulfill the requirements of their work, new recruits must not only get familiar with their new technology but also feel confident in their ability to use it. All new workers are guaranteed to understand the ins and outs of the required technology thanks to a strong IT onboarding program.
Your IT department will need to set up accounts for all of the software and tools that a new hire will require for their work, just like when setting up tech gadgets. The majority of employees will need access to company email and internal messaging platforms like Microsoft Teams, Skype, or Slack.
Other accounts you may need to create include Google Drive, productivity tools like Trello or Asana, and security tools like Single Sign-On.
Focus on the fundamentals of the onboarding process, including prompt follow-ups, nearly continual availability to respond to inquiries, appropriately setting expectations with new employees early in the process, and making technological investments that produce an immersive new hire candidate experience. By doing this, the new employee will be able to interact with coworkers and learn about the company's culture without actually being in the office.
You provide new hires access to sensitive company information when you recruit them. New recruits can better grasp how to manage and protect sensitive information by receiving a comprehensive overview of cybersecurity and privacy standards during IT onboarding.
Remote workers look forward to having clear objectives and the chance to meet face to face with their manager. Employees who receive the right assistance during onboarding are 54% more productive when they first start working. Instead of letting support end after the first week, try developing a 30-day, 60-day, and 90-day plan with tasks and objectives for each milestone. This might evolve along with the worker and be a dynamic record.
Make sure the new employee has a group of mentors. The selection of a culture mentor is particularly crucial. The culture mentor can assist in making obvious to the new team member both spoken and unspoken elements of organizational culture. Additionally, they can clarify and explain the rules that apply in both in-person and online work environments.
Assign pals to guide new recruits through the culture by providing mentoring and role-specific coaching. Additionally, organize team-building activities that incorporate training and internal networking. Provide new hires with a welcome meal, happy hour, or team gathering. Giving new hires an inside look into their new team through icebreakers like sharing inside jokes from the company or an employee's favorite aspect of the culture.
Individuals all learn differently. Some people learn best by seeing and listening; others by reading and writing, and still others by doing. Companies should make sure their onboarding procedure accommodates all learning styles, whether it is conducted in person or electronically. Employers may thus be sure that their message is getting through to all new hires, making them feel welcome and part of the team.
The employee monitoring agents aggregate key data on employee productivity. Productivity-scoring algorithms make it possible to measure individuals against their past performance, as well as that of their peers. This data is less about disciplining employees and more about helping teams course-correct and stay productive. It is important to note that in the state of New York, it is illegal to monitor employees without their written consent. If that applies to your business, make sure you acquire their consent & signature via Docusign before actively tracking your employees.
The following IT employee onboarding checklist can be used to prioritize tasks required to complete the process.
Gather new employee information.
Order necessary equipment.
Set up technology.
Create accounts for necessary tools and software.
Conduct IT onboarding meetings.
Complete independent cybersecurity and privacy training.
Have employees sign a data privacy agreement.
Over half of employees say something went wrong during onboarding, whether it was a lack of necessary technology, a lack of a company overview, missing coworker introductions and having to make them themselves, or something else entirely.
Use these tools for remote employee onboarding to assist your new hires to succeed and prevent them from feeling alone, disconnected from the team, or in need of any support.
For more information on optimizing your IT onboarding and securing your network, contact RCS Professional Services to speak with an IT professional or visit our website www.rcsprofessional.com. Visit our youtube channel for our recent Livestream on How to Strategically Onboard, Train, Manage, & Off-board Your Employees.