Tips and Tricks to onboarding new remote team members

Tips and Tricks to onboarding new remote team members

The success of a new team member can often come down to the onboarding process. Regardless of physical location, integrating new team members is vital to ensuring success... You want any new team member to be quickly embedded into your culture and operating processes. The following tips and tricks from our most successful client partnerships so that your team achieves the maximum return on investment and feels prepared for how they should welcome their new team member into your work environment.

Provide the candidate background information on your company, business objectives, client portfolio, and upcoming projects.
Your resource can better contextualize their work within the bigger picture and product deliverables that fulfill a genuine business need with this information. In addition, providing completed project files or client portfolios allows our resources to feel entrenched in your business and a cohesive part of your team.
Define key milestones, deliverables, and deadlines.
Next, you’ll want to discuss your objectives in selecting them for your team and the deliverables they will contribute. During this conversation, you’ll like to reiterate the meaning of the work, your expectations regarding speed of execution, amount of time spent on respective tasks, visual standards or stylistic expectations, and associated timelines.
Establish communication rules.
You and your team should determine how often you communicate and the method for doing so. Our recommendation is to establish communication channels that allow constant interaction, such as MS Teams, Slack, Google Chat, and frequently communicate with your candidate. We expect the same from our candidates in their proactive communication with you and your team.

Provide detailed feedback after the first milestone.
Once your resource is producing work for your team, it is most helpful to give them detailed feedback to understand your needs better and create on-point, high-value work. For example, did they deliver exactly what you wanted? If not, what was missing? What could they do differently the next time? What were you most pleased with that you would like them to replicate in future tasks? By giving them this feedback, you will make sure they improve with every milestone.