{"id":308,"date":"2020-03-18T18:40:53","date_gmt":"2020-03-18T17:40:53","guid":{"rendered":"https:\/\/www.sortlist.co.uk\/blog\/?p=308"},"modified":"2023-02-16T11:22:21","modified_gmt":"2023-02-16T10:22:21","slug":"everybody-is-talking-about-teleworking-but-what-about-tele-onboarding","status":"publish","type":"post","link":"https:\/\/www.sortlist.co.uk\/blog\/everybody-is-talking-about-teleworking-but-what-about-tele-onboarding\/","title":{"rendered":"Everybody’s Talking About Teleworking…But What About Tele-Onboarding?"},"content":{"rendered":"
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Imagine yourself in the following situation: you found a new (or first job) at the company of your dreams, your contract is signed, you\u2019ve finished (or almost finished) your amount of weeks notice, you\u2019re excited to meet your future colleagues, see and organise your new desk\u2026But then the news is out: your future company transformed (or had to transform) into a 100% work-from-home (WFH)\/teleworking company.<\/strong><\/p>\n

What do you do? \u200b<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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Both as an employee and as an employer, the situation above is unfortunately unavoidable in these C-times (let\u2019s not use the official word too much).<\/p>\n

You as an employer, HR-manager, or buddy (if your company applies for a buddy program), cannot welcome your new employee on his or her first day at the office, show him or her around, introduce him or her to his or her colleagues, show him or her how the coffee machine works (and how to clean it\u2026) or even have a welcome drink.<\/p>\n

How do you solve this issue, without demotivating and\/or excluding your (future) employee and keeping the company\u2019s onboarding and welcoming practices in place?<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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1. Virtualise your welcome activities<\/h2>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n
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It might sound logical, but try to virtualize<\/a> as many welcome and onboarding activities as possible.<\/p>\n

Instead of going desk to desk to introduce the new employee, organise an online video meet-and-greet with the newcomer. Let everybody explain who they are, what they do in the company, and what they do in their spare time. Not only will it create a bond because you are showing your colleagues a part of your personal life, namely your home, it also helps current employees not get isolated and feel alone in these tough times.<\/p>\n

Or why not do a virtual tele-lunch or tele-apero, where everybody brings their own drinks and snacks? As newcomers usually haven\u2019t met their colleagues yet, it can create a sense of inclusion, especially in a less formal environment. Additionally, as it likely is a new experience for all of your employees, it can increase the bonding intensity and team spirit.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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2. Send a welcome package by mail<\/h4>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n
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When you start working at a new company, chances are you received a welcome package waiting on your new desk, including all the company\u2019s merchandise ( who doesn\u2019t own 3 T-shirts with their company\u2019s logo?).<\/p>\n

With teleworking, as you won\u2019t be able to deliver the welcome package<\/a> to your employee in real life, why not mail it to the newcomer? He or she will feel part of the team, happy to receive a gift ( because who doesn\u2019t like receiving a mail package?), even if this means that everybody is wearing their company T-shirt from a distance behind their computer.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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3. Have an online onboarding program and\/or update the current one<\/h4>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n
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Chances are somebody in the company was appointed as the newcomer\u2019s \u2018onboarder\u2019 or mentor. Usually, onboarding consists of a part self-study, a part on-site training. As on-site training isn\u2019t a possibility in these chaotic times, it\u2019s important to make sure that the current onboarding process is up-to-date and includes all the necessary information to get started in the company.<\/p>\n

Of course, as many companies have other priorities than writing a detailed onboarding document, this doesn\u2019t have to be 100% complete. Make sure it includes the most important information about the newcomer\u2019s job, the company\u2019s values and way of working (new teleworking norms), and a list of people he or she can contact, with email addresses and\/or phone numbers, during the period of the onboarding process.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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4. Start each online meeting or call with small talk<\/h4>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n
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As you might have experienced yourself at some point in time, nothing is worse than being thrown in a video call where you know nobody. You\u2019ve probably muted yourself for the entire meeting, afraid to say or ask something dumb.<\/p>\n

Why not add an obligated 5-minute small talk session during each online (internal) meeting to make the newcomer (and the other participants) feel at ease?<\/p>\n

Small talk, hated by some, loved by others, is of course in real life something that usually happens naturally. However, in the online world, it can be a bit tricky and\/or awkward.<\/p>\n

By \u2018forcing\u2019 people to answer a short question (\u2018What are you working on at the moment?\u2019, or less formal: \u2018What are you watching on Netflix these days?\u2019) every participant adds something to the conversation and feels part of the team.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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5. Increase the number of 1-2-1\u2019s<\/h4>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n
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In an environment where everybody is teleworking, it\u2019s not that easy to get your questions answered. And we all know, as a newcomer, you probably have a ton of questions. As walking to the desk of your colleague who has the answer to your burning question isn\u2019t an option, and you cannot call your manager or colleagues the entire time, it\u2019s easy to find yourself lost or stuck. By increasing the number of 1-2-1\u2019s between employee and manager, you give the new employee the chance to ask all of his or her questions at one, planned moment.\u00a0 At the same time, you have the freedom to continue your own work by not getting disturbed by a notification or call every 5 minutes.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

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These C-times are hard for everyone.\u00a0 However, it\u2019s necessary to adjust your way of working in the most efficient way possible. Sure a virtual onboarding or welcoming isn\u2019t the same as \u2018the real deal\u2019, and yes awkwardness will be present, but should this really stop you? If your company\u2019s values and team spirit are strong and genuine, you as a company will be able to also share these in a virtual way whilst teleworking.<\/p>\n

So what are you waiting for? Organise that virtual after work. Start the small talk. Because why not try to make the best of these inconvenient times?<\/p>\n

What is your company doing to facilitate and ease the online onboarding process?<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"

Imagine yourself in the following situation: you found a new (or first job) at the company of your dreams, your contract is signed, you\u2019ve finished (or almost finished) your amount of weeks notice, you\u2019re excited to meet your future colleagues, see and organise your new desk\u2026But then the news is out: your future company transformed […]<\/p>\n","protected":false},"author":16,"featured_media":9125,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_sb_show_comment_boards":false,"content-type":"","om_disable_all_campaigns":false,"footnotes":""},"categories":[46,196],"class_list":["post-308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-marketing","category-human-resources"],"acf":[],"yoast_head":"\nEverybody's Talking About Teleworking...But What About Tele-Onboarding?<\/title>\n<meta name=\"description\" content=\"More and more people are starting a new job from teleworking. 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