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Onboarding from anywhere

Onboarding from anywhere

There have been many changes over the last two years, one of the biggest being a shift towards hybrid and remote work­ing. And whilst many organ­i­sa­tions have rein­tro­duced office work­ing, mil­lions of peo­ple across the world now have a least some ele­ment of remote work­ing in their lives.

Because of this, many new starters will not be in offices with their man­agers, team mem­bers or HR when they start a new job. Many of them may work remote­ly full time due to not hav­ing an office near­by, or may work hybrid only going into an office a cou­ple of days a week, which may not nec­es­sar­i­ly be the same days as their team.

Onboard­ing can be an over­whelm­ing and stress­ful time under nor­mal cir­cum­stances, but espe­cial­ly when new employ­ees are start­ing dur­ing an unpre­dictable time.

This means that organ­i­sa­tions need to take steps to ensure that new starters are get­ting a con­sis­tent­ly great onboard­ing process, whether they are in a work place, at home, or some­where in-between.

Using a strong per­for­mance man­age­ment sys­tem is a great way to ensure all new employ­ees get a great onboard­ing expe­ri­ence, by fol­low­ing these sim­ple steps.

All line man­agers should have week­ly one on one meet­ings with new starters, in order to check on how they are set­tling, answer any ques­tions they may have, and record per­for­mance and engage­ment lev­els on their per­for­mance man­age­ment sys­tem.

Whether these meet­ings are face to face or over video call, hav­ing ded­i­cat­ed time set aside each week gives new employ­ees the chance to talk to man­agers with­out wor­ry­ing they’re being an annoy­ance, and it’s a great way to build a good employ­ee / employ­er rela­tion­ship from the get go!

Set new starters short term, sim­ple and agile goals. By set­ting goals that can be achieved with­in a few days / weeks, you allow the new starter to hit the ground run­ning, ensur­ing they aren’t bored, but not over­whelmed either.

These goals are a great way to get them famil­iar with the organ­i­sa­tion, their new team, and their role. Set them goals such as set up a meet­ing with each mem­ber of your team, intro­duce your­self and find out what they do’ and famil­iarise your­self with the organ­i­sa­tions cyber secu­ri­ty protocols’.

Man­agers can then check progress against these goals in their one to one meet­ings, enabling them to check the employee’s pro­duc­tiv­i­ty, even if they aren’t sat in an office with them. Progress against these goals can then be record­ed so HR can also track the staff member’s productivity.

Peo­ple man­agers should estab­lish a devel­op­ment plan with new starters. This doesn’t need to map out their next five years at the organ­i­sa­tion, but by show­ing a new starter how they can progress in their role, and show­ing you sup­port their growth, is a great way to get new staff invest­ed in their role early.

At the end of the day, a great onboard­ing process is about mak­ing sure your new employ­ees feel seen, sup­port­ed and engaged no mat­ter where they work from, and you can do this by using great per­for­mance man­age­ment in your organisation.

To find out more, book a free demo of Clear Revie or speak to a mem­ber of our team: +44 (0)20 3637 4489.

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