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Creating Effective Remote Onboarding in a Post-Pandemic World

This article is contributed by Fuel Online, a valued member of ADESSA.

With the recent COVID-19 pandemic, many companies have adopted a fully or hybrid remote approach to working. With an established workforce, this is a manageable transition, however, organisations will need to think about how they effectively onboard future employees.

The dramatic shift away from established office working, to the majority of workforces now working from home, has revealed significant benefits that have led to many organisations making the change a permanent one.  Employers are realising that they can significantly reduce overhead costs and are no longer geographically limited in their hiring choices. Many businesses are also adopting a hybrid approach to capitalise on work-from-home advantages and mitigating the disadvantages. The hot desk is ready to make a comeback as businesses offer smaller, flexible office spaces for team members to drop in one or two days a week. However, the need for effective onboarding is more essential than ever. Organisations need to ensure that they can onboard future employees seamlessly.

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Identify important information

Whether you’re an experienced onboarder or just starting out, the first step is to identify the content that new employees need to know to get started. Don’t give in to the temptation to try communicate everything at once. That approach will overwhelm your onboarding programme and will likely leave you with a new employee who has struggled to retain the basic and most important information they need to function in their role. The best approach is to determine two or three learning objectives. This can be done by refining the information to cover what your new employee needs to be able to do in their role. Potential learning objectives may be:

  • Apply company values to their work
  • Identify and use appropriate tools for completing tasks
  • Follow company policies

Clear learning objectives will help you to carefully review all potential content and evaluate the value of each piece to identify what content is truly relevant to your onboarding programme and what is better placed elsewhere. These will help you to order your content into what is most urgent, informing your content creation roadmap.

Create your content

All training content needs to be informed by your onboarding learning objectives. If you have existing onboarding material that needs to be converted, it is useful to bear in mind that no content is unusable; all existing legacy content can be adjusted to suit delivery through an online training methodology, organisations just need to understand how to utilize what currently exists. An experienced online training service provider, like FUEL, is more than capable of ensuring that all existing content is revised and utilized so no skills knowledge is lost during the implementation phase. FUEL excels at successfully converting existing training content into engaging, online training modules for maximum return on investment. We offer a full-service production service, from script to screen. Our ‘Presenter to camera methodology provides a vital transitional link for learners moving from classroom-based learning to online training. Our green-screen studio is equipped with state-of-the-art camera and lighting equipment and we offer a range of production packages to meet both your learning objectives and your budget.

Assign training leaders

Assigning a Training Leader to a new employee, will ensure that they get the support and motivation that they require when making the shift to working online. For many employees who are used to having the support of colleagues in the office environment, the shift to working remotely will be challenging.

A training leader will be able to monitor the progress of learners through their modules and can offer regular check-ins with those who are struggling to adapt to the new way of working. The most unique challenge of all virtual activity, including training staff to work online, is social isolation. Check-ins help remote workers feel a sense of community. If those workers are left ignored for too long, it could potentially impact employee health and wellness and be a drag on productivity.

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