Onboarding (or onboarding) employees in a new location does not always go smoothly, and remote control adds even more complexity. A year ago, we were skeptical about this format. Now we are quietly hiring employees across the country and sharing our experience with you.
The article described how we prepare for the exit of an employee, what newcomers do on their first working day, how we help to adapt and how we evaluate the first results of work.
Preonboarding
Only preonboarding can be more important than onboarding. From the first day, the new employee should be comfortable. Therefore, as soon as the candidate has confirmed the offer, take care of the workplace. Both in the office and at home on the first working day, a person must sit at a computer with all the configured programs.
Just imagine: the first working day, an SMS arrives on the phone with access to work mail. You open the mailbox and see a wellcome letter, which indicates the necessary access, contacts of colleagues, links to resources, as well as a work plan for the trial period.
The employee gets the feeling that he was expected. And this is true, so we created all the conditions. The company will only benefit from this: the more comfortable a person is in a new place, the sooner he will begin to show himself.
What are we preparing for the employee's exit?
we will find out if there is the necessary equipment at home. If not, we will arrange delivery from the office;
necessary access to internal services;
work plan for the trial period;
we appoint a mentor and adaptation manager - they have a responsible mission: to make the newcomer fall in love with the company.
First day in the company
“The adaptation was easier, since I was not alone - there were four of us. Colleagues constantly took feedback: they clarified whether everything was in order, took care. They also solved any question or request at all ” - Anna, junior business analyst at NAUMEN.
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Performance Review
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