3 steps for HR managers to improve virtual onboarding

Onboarding new hires is a challenge in an office environment, but even more remotely. HR managers can take advantage of three strategies to better support new hires.

As many organizations begin to return to the office, for a large portion of employees, work will likely remain hybrid or remote. According to a May 2022 Gartner investigation out of 194 organizations, HR leaders and executives expect 57% of their workforce to be hybrid and 29% to be permanently remote, which is higher than the expectations of leaders in April (24%) and March (24%). In this new reality, virtual integration will remain the norm for hybrids and remote hiring.

Virtual onboarding, if not done properly, can discourage and disconnect new hires. This can limit new hires’ ability to leverage peer networks and learn from colleagues through observation. In fact, even before the pandemic, Gartner research shows that only 44% of hiring managers said they believed their onboarding processes were successful. integrated new recruits into their organization’s culture.

HR managers can implement three practices to adapt existing onboarding practices to the virtual environment:

Clarify responsibilities to ensure efficiency
Onboarding is a team effort, but it’s more difficult when team members can’t see how their role fits in with others. As HR professionals onboarding new hires remotely, they should review the responsibilities of hiring managers, IT, learning and development, recruiting, and other professionals in the onboarding process. .

HR should start by mapping the onboarding experience from the perspective of the new employee. This map, including the emotional experiences of new hires, can help HR professionals focus on critical touchpoints for engagement. With a focused set of objectives and touchpoints, HR can then clarify who is responsible, what they need to do, and when. Clear roles and responsibilities ensure integration goals don’t slip through the cracks and process owners know who can handle challenges.

Virtual onboarding portals are a great way to provide visibility into onboarding progress. Gartner research shows that the adoption and use of virtual onboarding portals, already of great value to 64% of organizations, can help boost new employee engagement in a virtual environment.

Help recruiters become Connector managers
Integrating new hires into existing teams can be difficult, especially in the face of the ongoing change fatigue many people are experiencing due to the pandemic and the current high turnover environment.

To lead the employee performanceprogressive HR functions focus on development and support Connector managers — people who can connect employees, in this case new hires, to the right people and resources at the right time.

In the context of the COVID-19 pandemic, Connector managers have been found to increase the sustainable performance of employees by 45% by providing them with support in daily tasks and long-term career growth.

HR can help managers become connectors by doing the following:

  • Develop virtual team building exercises to help managers integrate new recruits into their teams and strengthen the culture of the organization.
  • Provide managers with resources on understanding the communication styles and work preferences of their new hires.
  • Share phrasebooks that managers can use to help new hires take ownership of their onboarding experience and build relationships inside and outside of their immediate teams.

Shaping new hires’ perception of their experience
Improving the virtual onboarding experience often requires trial and error. The most successful organizations not only understand this, but also manage the new hire experience throughout the process.

One way to do this is to conduct surveys or focus groups to feedback aimed at improving the onboarding experience for subsequent new hires. HR should also reach out to survey and focus group participants to let them know how their feedback improved the onboarding process. This communication can shape new hires’ perceptions of their onboarding experience by reinforcing program successes and reframing potential negatives. By acknowledging pain points, employees feel heard and valued.

Overall, onboarding is the first impression that new hires have of their organization. in today new talent landscape competitive attraction and retention, it is essential that they do things correctly. To ensure a positive onboarding experience, whether virtual or in-person, HR managers should plan the onboarding experience to ensure it is relevant to new hires’ roles. They must equip managers with the tools to build their new hires’ networks beyond obvious connections and gather feedback from new hires, acknowledging mistakes made and incorporating lessons from those mistakes into future iterations of training programs. ‘integration.

Comments are closed.