Out of sight, out of mind.
At least, that’s how many remote workers feel. Even if you sent your new remote hire a computer, branded coffee mug, and your phone number with a message that says, “Call anytime!” it’s not enough.
You’ve got to improve Onboarding for your remote role – or you’ll lose out.
Harvard Business Review states, “Onboarding a remote employee is more challenging than doing it in-person. The goals, however, remain the same: To help the employee get off to a fast start, build relationships, understand the culture, and recognize expectations.”
Many construction industry leaders recognize how difficult it can be to onboard remote roles. You have one opportunity to onboard an employee. Poor onboarding can bruise your brand.
Improve Onboarding for your remote role with these six steps
While logistics are critical for job success, you must be more thorough in setting up the onboarding process for a remote role than with a traditional role.
Your new remote employee doesn’t have on-site access to colleagues who can help define the culture, explain how to requisition supplies, or work with crews at the job sites, so the transition from new hire to experienced employee lies in your hands.
The essential components of the onboarding process for remote workers include:
- Understanding how to measure success: Illustrate the workflow continuum and how remote employee success will be measured. Be clear and precise.
- Explaining to ask for help and find people they are comfortable going to Every new employee has a question; the remote worker likely has more. Streamline the process so they know whom to contact.
- Connecting individual goals and value to the larger organization: Help your remote employee connect the dots within the community at large.
- Blending real-world touches with virtual work: Send a gift basket for the first day of work and go beyond the traditional welcome email by hosting a meet-and-greet.
- Getting the basics right from day one: Make sure that the technology is ready, including email and passwords. Have a buddy available to answer questions throughout the day.
- Creating opportunities for fun: Find ways to reach out and learn more about the new hire by hosting a virtual coffee, establishing a daily huddle, or debriefing regularly.
Putting in the extra effort during the onboarding process can determine how long you’ll retain your new remote employee.
If you build it, they will come
By creating an intentional system that helps you improve onboarding for your remote role, you are building a culture that attracts top talent. Recruiters will be able to locate high-performing talent that will thrive in the remote roles that support your construction business.