What do you do if your virtual onboarding process is facing challenges?
Navigating the challenges of virtual onboarding can be a complex task. With remote work on the rise, ensuring a seamless integration of new hires into your company culture and workflow is crucial. If you're finding that your virtual onboarding process isn't meeting expectations, it's important to address these issues promptly. By refining your strategy, incorporating engaging tools, and providing clear communication, you can create an effective and welcoming onboarding experience for your remote employees.
If your virtual onboarding process is stumbling, the first step is to conduct a thorough assessment. Speak with new hires about their experiences and identify specific pain points. It could be that the onboarding material isn't engaging or that technical difficulties are hindering progress. Understanding these challenges from the perspective of the new employee is crucial to making the necessary adjustments. Your goal is to pinpoint the root causes so that you can implement targeted solutions that will streamline the onboarding experience.
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Desma Rovina D'Souza
Managing Partner - S&K HR Consulting | UAE HR Expert | Trusted by 85+ rapidly scaling businesses in Dubai & Abu Dhabi since 2020
When virtual onboarding hits a snag, let's troubleshoot with a smile! Start by gathering feedback—reach out to new hires and team members to pinpoint pain points and areas for improvement. Simplify the process—break it down into manageable steps and provide clear instructions and resources. Offer personalized support—assign a buddy or mentor to guide new hires through the virtual maze. Enhance engagement—incorporate interactive elements like video introductions, virtual tours, or team-building activities. Provide ongoing support—check in regularly, address concerns promptly, and offer additional training if needed. With patience and creativity, we'll smooth out those virtual wrinkles in no time!
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Dima Kiriek
Co-Founder & CEO at Skillsy
In my experience, the most common reason is people's different approaches and habits of information perception. Some people are more used to meeting on online calls and discussing actions. Some are used to receiving information in a structured way and acting according to algorithms and SOP's. In our practice, we first diagnose an employee for a habitual model of behavior and then adapt the process to a specific position and a specific employee, building a personal track.
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Kiran Babu SHRM-CP, SPHRi™, GMS-T®, MBA-HR
Strategic HR Business Partner & DEI Advocate | Enhancing Employee Experience through Talent Management, Compliance, and Wellbeing | Driving Change with People Analytics
When a virtual onboarding process faces challenges, it's crucial to first identify the specific issues. Are new hires feeling disconnected, or is the technology not up to par? Once you pinpoint the problem, you can address it directly. For instance, if engagement is low, consider incorporating more interactive elements like virtual meet-and-greets or gamified learning modules. If the technology is failing, maybe it's time to evaluate and upgrade your digital tools. Regular feedback loops with new hires can also provide ongoing insights to continually refine your onboarding process.
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Siaka BAKO
Consultant RH I Spécialiste Recrutement et Acquisition de Talents I Juriste I Gestion d’Équipe I Formation et Développement I Conformité légale et réglementaire I Gestion administrative du personnel
Comme pour tout problème, il faut rechercher les causes. Et pour ce faire, il faut passer en revue pour le processus en y incluant le retour de tous les acteurs. Ainsi, nous aurons la chance de dénicher le ou les problèmes et, y apporter la ou les solutions en y incluant encore tous les acteurs. Définir aussi une périodicité pour évaluer le processus et l'adapter aux réalités du moment.
Once you've identified the issues, it's time to revise your onboarding content. Make sure it's interactive, informative, and easy to digest. Consider breaking down information into smaller modules and incorporating multimedia elements such as videos and interactive quizzes. This can help maintain engagement and ensure that new hires are absorbing the material effectively. Remember, the content should not only cover job responsibilities but also introduce company values and culture to fully integrate new employees.
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Juan José Gómez Centeno
🚀🚀 ✨Te ayudo a diseñar estrategias de crecimiento para que la retribución flexible sea un éxito ✨Incrementando el bienestar/motivación del equipo ✨KAM ✨Desarrollo negocio ✨Growth Hacking ✨Sales led growth ✨Salesforce
Un proceso de onboarding virtual exitoso es fundamental para la integración de los nuevos empleados, especialmente en un entorno de trabajo en remoto. Este proceso debe ayudar a estos empleados a integrarse rápidamente y a sentirse parte del equipo. Para ello, sería conveniente asignar un mentor, disponer de comunicación y retroalimentación constante, para la adaptación al puesto y a la compañía.
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Dima Kiriek
Co-Founder & CEO at Skillsy
That's why we start by identifying the employee's values and mashing them up with the company's values. This approach results in a 43% average increase in successful hiring and onboarding compared to standard techniques. In addition, according to our research, the risk of professional burnout when using a values-based approach is reduced by 26% in the first six months of employment.
Technology plays a pivotal role in virtual onboarding. If your platform is outdated or prone to glitches, consider an upgrade or switch to a more reliable system. Ensure that the technology you use is user-friendly and accessible from various devices. Providing a smooth technological experience is essential for a seamless onboarding process. Additionally, offer training and support for any software or tools that new hires will need to use, so they feel confident from the start.
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Maya Fodor
Strategic HR Architect: Head of People Operations | Talent Development Expert | Level 5 CIPD | HR Consultant
Address any technical issues or challenges that new hires may encounter during the virtual onboarding process. Offer technical support, troubleshooting guides, and resources to help them resolve issues related to software, hardware, or connectivity.
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Dima Kiriek
Co-Founder & CEO at Skillsy
It is important to use technical solutions that are familiar to the employee, if company policy allows it. Thus, we recommend having not only video meetings, but also an asynchronous system using messengers and various training platforms.
Enhancing support for new hires is key in overcoming onboarding challenges. Establish a buddy system where new employees are paired with seasoned staff members who can provide guidance and answer questions. Also, ensure that your HR team is available to address any concerns promptly. Regular check-ins can help you gauge how well new hires are adjusting and allow you to offer assistance when necessary. A support system that is both proactive and responsive will greatly improve the virtual onboarding experience.
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Dima Kiriek
Co-Founder & CEO at Skillsy
Back to the values approach. We select a buddy for an employee primarily based on the matching of values of both participants. Then we give them full freedom to decide how, when, and how they will communicate. In this way, the buddy program is not perceived as a controlling element, but as a genuine help. This allows the new employee not to be afraid to seek advice from the buddy.
Fostering a sense of connection is crucial in a virtual environment. Create opportunities for new hires to interact with their colleagues through virtual meetups or team-building activities. This can help them feel part of the team and build relationships even when working remotely. Encouraging informal communication channels, like chat groups, can also promote a sense of belonging and provide a space for new employees to share insights and ask questions in a less formal setting.
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Bärbel Saliger-Eckhardt
Senior Recruitment Consultant & Performance Recruiting Expertin bei VIVICON Personalberatung ▻ Jetzt zeitsparend Talente finden – wir bringen Fachkräfte & Top-Arbeitgeber zusammen. ✓ Executive Search ✓ Interimprojekte
Meiner Meinung nach ist Verbundenheit in der virtuellen Welt unverzichtbar. Neue Mitarbeiter sollten durch virtuelle Events ins Team integriert werden. So entsteht Zusammenhalt. Informelle Chatgruppen fördern den Austausch. Ich finde die Idee eines virtuellen Kaffeetreffens ist genial: lockere Atmosphäre, persönlicher Austausch - stärkt die Bindung. ☕
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Maya Fodor
Strategic HR Architect: Head of People Operations | Talent Development Expert | Level 5 CIPD | HR Consultant
Improve communication channels and methods to ensure clear, timely, and effective communication throughout the onboarding process. Provide new hires with detailed instructions, resources, and support to help them navigate the virtual onboarding experience seamlessly.
Finally, it's important to monitor the progress of your new hires throughout the onboarding process. Use feedback forms, surveys, or one-on-one meetings to gather insights into their experience and progress. This continuous feedback loop will allow you to make real-time adjustments and improvements to your onboarding process. By keeping track of each new hire's journey, you can ensure that they are not only learning but also feeling valued and supported as they become an integral part of your team.
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Dima Kiriek
Co-Founder & CEO at Skillsy
It's important that asking for feedback doesn't turn into an exam and a requirement. Also, feedback should be anonymized, if appropriate. Then we can expect an honest response.
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