0/ Remote Onboarding Best practices: Recap of this week's #PeopleMatters discussion
1. Company Orientation (vision, values, how we work)
2. Team Orientation (how ACTUAL work works!)
3. Individual Orientation (laptop, passwords, folders)
1. Company Orientation (vision, values, how we work)
2. Team Orientation (how ACTUAL work works!)
3. Individual Orientation (laptop, passwords, folders)
1/ For the employer, we are
A)Trying to get people productive ASAP, and
B) How to we make people feel at home, esp without a workplace to bring them into, All hands, HH intros etc.
A)Trying to get people productive ASAP, and
B) How to we make people feel at home, esp without a workplace to bring them into, All hands, HH intros etc.
2/ Often folks spend too much time on Company and Personal, and not enough on how to actually get the person productive immediately - key is to accelerate the MENTAL MODEL they have of the biz, and their role in the biz.
3/ Get people going in the job ASAP. The longer you wait to contribute, the riskier it feels, so get people started asap!
@loom each new employee is encouraged to make a Loom video and put into the largest Slack channel. Do a pull req!
Engineers - do a pull request
@loom each new employee is encouraged to make a Loom video and put into the largest Slack channel. Do a pull req!
Engineers - do a pull request
4/ Remind people of why they joined. Just like you want the "aha" in a customer experience, this should be part of the on-boarding experience. How can you give them that high?
- Exposure to customers (purpose)
- Solving problems with co-workers (high quality people)
- Exposure to customers (purpose)
- Solving problems with co-workers (high quality people)
5/ Give people quick wins
- What's a win for this employee in the first 60 days?
- Level them up after the win; ability to absorb info in the 1st week is limited
- What's a win for this employee in the first 60 days?
- Level them up after the win; ability to absorb info in the 1st week is limited
6/ How can you clue them into the stories that make a place special (and reduce friction between OGs and new people)?
- Storytelling, the WHY behind certain values (mistakes in the companies past)
- Place (pre-covid) why certain places are important in a company's history
- Storytelling, the WHY behind certain values (mistakes in the companies past)
- Place (pre-covid) why certain places are important in a company's history
7/ Ultimately about creating a sense of belonging
@dillardsarah 's boss at US Dep of Ed took her out to dinner before she started her job, demonstrated a presumed default of having a relationship prior to work done. Something all hiring managers can consider!
@dillardsarah 's boss at US Dep of Ed took her out to dinner before she started her job, demonstrated a presumed default of having a relationship prior to work done. Something all hiring managers can consider!
8/ With Remote, @meghanared sees more need for in-person sync on-boarding; Can't rely on the serendipity of office encounters.
Req more 1:1 interactions - here's 10 people to meet this qtr!
More video - helps build 3d pic of person in your head, even if you haven't met b4
Req more 1:1 interactions - here's 10 people to meet this qtr!
More video - helps build 3d pic of person in your head, even if you haven't met b4
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