“If you think happy and engaged employees just happen, you couldn’t be more wrong”.
You couldn’t find a better summary of everything we stand for at Enboarder, so the moment we read it we knew we’d have to get Kate Pavlina, HR Business Partner at Amazon, to join as a guest speaker and share her insights with us.
We’d highly recommend you register for the webinar, but we’ve also pulled out Kate’s key recommendations from her thesis into a quick-read checklist style article for you.
Virtual Onboarding Checklist: 8-Steps to Nail Your Virtual Onboarding
Let’s do this thing.
1 – Invest in pre-boarding
Kate’s thesis points out that companies who use pre-boarding retain 81% of their first-year hires. Kate emphasizes the importance of pre-boarding to set expectations for new hires’ first day – but also notes that “best-in-class organizations go a step further and provide opportunities for education and forms management”.
The idea is, by getting the boring compliance bits out of the way, first days can focus on more important things. Like, you know, creating amazing experiences.
(Cisco Meraki’s Global Onboarding Manager, Darren Grant, talked to us recently about using Enboarder to power world-class pre-boarding. Check out that case study here).
2 – Prioritize facilitating connection
If you’re a regular Enboarder reader, you’ll know connection’s a topic near and dear to our hearts. We’ve said loads of times, connection is the most important element of great onboarding – because connection is the most important driver of employee engagement.
Kate’s research echoes exactly that, highlighting how building connections helps foster belonging and also encourages informal learning. Some practical tactics to consider:
Get managers to make a list and facilitate introductions – and 1:1s – with key people that’ll help new hires be successful.
Create a buddy program to pair new hires with a mentor who’ll guide them through onboarding – and beyond.
Introduce new hires to employee resource groups to help them connect to people with similar interests or backgrounds.
Make time for virtual icebreakers, to help new starters overcome awkwardness – like these seven we wrote about in January.
Onboard new hires together in groups, if you can, to foster camaraderie and group cohesion.
Set-up team lunches or virtual coffee breaks with various team-mates, to help new hires integrate with the people who’ll matter most.
3- Get managers on-side
If we’ve said it once we’ve said it a gazillion times – effective onboarding isn’t just HR’s responsibility. As Kate puts it, “onboarding is a team sport”. The manager lottery can make or break your virtual onboarding process.
Kate shares some recommendations:
Provide formal training and supporting resources for managers
Recognize and incentivize positive manager behavior
Encourage managers to make time for formal and informal check-ins
Ask managers to tailor the pace of onboarding to each new hire’s needs
4 – Show empathy
Empathy is preeeeetty close to our hearts, seeing as it’s basically the entire principle behind Enboarder (check out this piece from our Founder and CEO Brent). So it was no surprise to see Kate calling out the importance of empathy to virtual onboarding….