Six Need-to-Know Virtual Onboarding Tips

Virtual onboarding! Do those words scare you? Some charter schools have transitioned to remote work, making virtual onboarding of new hires a necessity. Are you ready? Is this your first time planning a virtual onboarding experience? How can you make a virtual onboarding experience effective? What do you need to know?

Why is the onboarding experience so important?

The average turnover rate for companies in the United States is 22 percent. That is a costly trend! In fact, 30 percent of new hires will resign within six months of hire. How can you prevent this from happening? By putting your best foot forward! We’ll go over six tips to ensure a superb onboarding experience.

Over-prepare for Your New Employee

Managers should have a more structured approach to the virtual onboarding experience. Employers should strive to do their best to make the experience engaging and informative. Never try to “wing it” because you don’t have enough time to prepare. The experience will be lack luster and will show. Make the time and your efforts will pay off.

Keep the Process Human

Have face-to-face introductions. Use video meetings to introduce new hires to their team, manager and other key players. Craft a few starter questions. This will help break the ice.

Mix it up! Don’t let your employee get fatigued by only hearing one voice, yours! Bring in different team members along the way and have them assist you in the onboarding process.

Give a Warm Welcome

If you normally give new hires company swag consider sending them a gift box. Here are some examples of items you can include: t-shirt, sweatshirt, coffee mug, hat or office supplies.

Build Engagement

Onboarding should be interactive to keep participants engaged. People can only retain so much information. So, break it up. If using Zoom have breakout sessions, use polling questions, ask for feedback, schedule virtual lunches and coffee breaks.

Document Everything!

It is essential that you provide your new hires written documentation of everything they need to know, like job-specific process and procedures.

Stay in Touch!

Don’t let new remote employees fall into the out-of-sight, out-of-mind category. Make sure managers know they need to check on their new team members frequently. Onboarding should be a process that lasts at least 90 days.

Remember… a short-lived onboarding process will only frustrate the employee and cause them to burn-out. If you show a sincere interest in them it will make them feel like a valued team member.

What is the take-away?

Provide a high-quality onboarding experience! This will increase employee retention and satisfaction.