This toolkit enables managers to create onboarding plans that uniquely support remote hires. Use the tools to create an onboarding plan, gather resources, and strategically engage remote staff to prepare and retain them as effective, healthy, and happy members of their new team.
5 principles for onboarding remote employees
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Meet early and often
For new hires to have sufficient access to information and an understanding of how to prioritize their work, managers need to invest in frequent communication during the onboarding process.
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Provide a peer mentor
A peer mentor can answer common new hire questions and create a social connection for the new hire within the institution.
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Build a sense of team
Team cohesion engages new and current employees and improves morale.
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Set clear expectations
Since remote staff often miss context and background information that on-site staff benefit from, it’s important for managers to clearly share performance expectations and work plans.
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Share remote resources
To promote long-term success, supply remote new hires with institutional resources, necessary technology, and tools to support mental and physical health while working remotely.
Ensure the Success of Remote New Hires
>50%
Of remote employee turnover occurs within the first 100-120 days of employmentInside the Toolkit
Tool 1: Manager Preparation Checklist for New Hire
This checklist contains the steps managers should take before each new hire’s first day. Managers should review the list at least two weeks before the new hire’s start date to allow sufficient time to complete all the tasks.
Tool 2: Welcome Note Template
This tool includes a checklist of elements to include in a welcome note email, as well as a sample email. Managers should adopt this for their own use and email a welcome note to each new hire one to two weeks before their start date.
Tool 3: New Hire Welcome Folder Checklist
This checklist contains items managers should include in a digital folder that new hires receive access to on their first day. If you are assigning each new hire a peer mentor, consider putting the mentor in charge of creating the welcome folder and reviewing it with the new hire.
Tool 4: New Hire First Week Activities Checklist
This checklist contains the “must-do” steps to ensure new hires learn crucial information in their first week.
Tool 5: Manager-New Hire Discussion Guide for First Check-in
This discussion guide equips managers to jump-start more meaningful conversations with new hires. Managers should hold the check-in conversation at the end of the new hire’s first week.
Tool 6: Manager-New Hire Discussion for 30/60/90/120 Day Check-ins
This discussion guide equips managers to gauge how a new hire is adjusting and surface any potential retention concerns. Managers should meet with each new hire after the first 30, 60, 90, and 120 days of employment and ask these questions.
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