But don’t feel like you have to do it all alone.
Reach out to different department heads to see if
they can send a representative from their team to
provide an overview of their department, what they
do for the company, and what their team goals are.
This will help your new employees learn about the
company and meet employees from different sides
of the business. You’ll also want to set up remote
sessions between new hires and their managers
so they can provide an overview of their new team,
walk through their role, assign projects, and set
Lastly, onboarding should be a very personal
experience. It’s your new hire’s first day at your
company, so you want to engage them from dayone.
Without face-to-face time, it can be even more
challenging to bring them into the fold and make
them feel part of the team.
Here are a few ways to overcome those challenges
and build an effective, personal onboarding
program that works for your business:
1. Welcome Them to The Team
Even though onboarding is virtual, it doesn’t mean
it has to be impersonal. Make your new hires feel
right at home from the get-go by encouraging their
new team members to reach out via email. Your
employees can congratulate them on their new
role and share how excited they are to have them
join the team.
To help them get to know their team on a more
personal level, encourage team leads to organize a
virtual team lunch or happy hour during their first
few days. This can give everyone an opportunity
to meet your new hire and give your new hire a
chance to get to know their new teammates on a
Managers should also set up brief 1:1 meetings
between the new hire and their coworkers so
they can learn about other roles on the team
and understand how they will work with their
colleagues. Before these meetings, make sure
to remind your new hire that they can view org
charts in your human resources information
system (HRIS) to understand company and team
Lastly, managers should set up a weekly checkin
with the new hire to answer questions, set
expectations, review progress, and see how
everything is going. This “facetime’ gives your
new hire an opportunity to air any concerns, ask
questions, and stay connected during their first
few weeks at your company.
Another great way to make new hires feel welcome
is to announce their arrival in Slack, at a company
all-hands meeting, or on your HRIS. This lets
everyone at your company see who’s new and
celebrate them. Namely, a people operations
platform, shares a new hire’s first day to a
company-wide social newsfeed so employees can
give them a big welcome by “liking” or commenting
on their arrival.
You want your employees to hit the ground running
on day one. Unfortunately, new hire paperwork and
required trainings might be standing in the way of
your new hires quickly ramping up.
53 Article STATE OF THE INDUSTRY RESEARCH