How have you approached onboarding in a remote working environment?

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Director of IT in Software, 1,001 - 5,000 employees
I would say onboarding new employees does not work well in our remote environment at all. As somebody who has been onboarded in a remote environment and who's tried to onboard other people in a remote environment, it does not work. It's not the same.

I’d wondered at first if this is a generational issue, whereby the younger generation coming into the workforce were always digital natives and used to developing relationships with people digitally. But I read recently that this same group entering the workforce in their early 20s does want to go to the office because they're losing so much opportunity to connect with people, develop relationships and get that intrinsic learning by observing.
2 Replies
CIO / Managing Partner in Manufacturing, 2 - 10 employees

There's something about walking around an operation and being introduced to people that you can't imitate remotely at all, however hard you try.

Vice President, IT & Systems in Software, 1,001 - 5,000 employees

While we have used Automation to our advantage for onboarding and simplify IT tasks and a pretty solid HR program to support remote onboarding.

But in this environment we are losing personal touch - Today we see so many opportunities and people are fearless in moving ship. It is really tough to build strong bonds and relationships with fellow co-workers.

Senior Executive Advisor in Software, 10,001+ employees
We had some interns a couple months back on certain projects. In order to make them feel more welcome, we actually shipped them pizzas with cozies and all these other things as a care package. That way they really felt like interns—they're not missing the office pizzas or the break group burgers, etc. We tried to recreate those moments. Those are experiences that we all might've gone through, but this current generation is suffering from a lack of them. They may not experience these things for a while, at least.

I think we should think about the things that made us happy and want to go back to the office day in and day out, and recreate them in some way for the new graduates. It will help with retention and it will definitely improve our brand reputation because all these kids are on social media all the time, and they're definitely going to post about it.
VP, Director of Cyber Incident Response in Finance (non-banking), 10,001+ employees
I brought 2 managers into my organization during the pandemic so I didn't get to meet them face-to-face. There was no onsite interview. We shipped the laptop to their home and away they went. My only solution was to have twice-daily calls with them, once at the beginning of the day and once at the end to say, "Here are your tasks for the day,” and, “How did it go today?" That really helped a lot.
VP in Construction, 51 - 200 employees
This is a difficult nut to crack. We have been used to the traditional process, and the pandemic didn't prepare us for all what we are experiencing right now.
We had to learn as the process goes, seeking recommendations from colleagues in the industry and it has helped.

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