Onboarding new team members remotely can be a hard process to get right, but getting remote executives up to speed presents another level of challenges. With remote work here to stay in some capacity, it’s important to create an effective onboarding process for remote executives. We asked experts from our talent team for their input.
Build community
When more folks were in the office, a new executive would probably meet plenty of people on their first day, both on their team and elsewhere in the organization. It’s much more difficult to meet people when you’re working from home, but it can be done.
If it’s possible, make the first day an in-person day. It’ll give the new leader a chance to interact with more people, get plenty of questions answered, and start their new role with energy.
Uphold the culture of connection even after the start date, and create opportunities for the executive to get to know people in the company on a personal level. As a part of the onboarding process, arrange for the new executive to meet with key people on the team. Even if they’re not talking strategy yet, connecting early on will make collaboration smoother down the road. Scheduled online team-building activities can also be a great opportunity to continue building relationships within your team.
Have a schedule
Even if you can’t arrange in-person time, those first few days are important. Help the new hire schedule their time, giving priority to relationship building as well as the tasks that will help them be successful as they start the job.
An organized onboarding process is valuable regardless of the role or remote status. When onboarding a remote executive, our experts emphasized the importance of being especially thoughtful about co-creating a 30-60-90 day plan, including regular check-ins. This will allow you to stay on top of their onboarding process, find out what they’re learning and what insights they have, and proactively work through any questions.
Stay organized
Finally, organization is an integral part of a smooth onboarding process. When you’re onboarding someone remotely, it can take a bit more planning to do this right.
Onboarding should build a strong foundation. Make sure your new executive has access to all the systems, logins, and information they need to do their job. Spend time covering key aspects of the company, such as the organization structure, vision and values, and the operating system. Make sure the new hire is clear on how you make decisions.
Now is the time to set your new executive up for success. Onboarding a new executive remotely may take more planning, but it’s an important step in the new hire process, and one that can make a big impact if executed well.
