Everyone knew that, post-pandemic, remote working would be here to stay to some degree.
The sheen has definitely come off though. The tech gurus and bank bosses might grab the headlines for ordering staff back into the office; but SME business owners know, too, that working face to face is important for productivity.
The benefits of collaborating together in one workplace cannot be overstated. We are social beings and need to be present to make meaningful relationships and bond. Zoom and MS Teams meetings just do not cut it.
For many businesses, that leads to a hybrid approach trying to capture the best of both worlds. So, as business practices evolve, how can you best manage inductions for hybrid staff?
Here’s a look at some of the approaches you could adopt to ensure a flying start.
Before they join
- Sort out their tech. Ensure any work devices or kit have been pre-loaded with important software or templates. Bookmark any websites they may need to access on a regular basis.
- Get personal. Draft a company-wide “new joiner” introduction email and be sure to include any fun facts or conversation starters. For example, “We hear Alice has a terrific knowledge of 80s trivia – one for the pub quiz team?”
- Set out the plan. Regardless of their long-term work pattern, it is good to have them in the office in the first week to build rapport and make connections. Let them know what the induction will look like in advance.
Week 1: In the office
- Help up-skill. It’s easy to assume everyone knows how to screenshare; raise a virtual hand; or even schedule a Zoom meeting. New joiners will feel reassured if you offer a physical walk-through of all collaboration apps and software.
- Think about shadowing. New employees can quietly join a meeting and this is a nice, relaxed exercise for a first day. Be sure however to introduce them to the team and advise they’re there to simply observe. Get them to take notes and perhaps give you private feedback.
- Keep it balanced. It’s easy to top-load the first week with loads of introductory calls and meetings. This can be overwhelming not to mention tiring. So schedule a few easy, immediate tasks. This will help build their confidence and enable you to quickly identify any gaps in their skills.
- Modify your health and safety induction. A piece on health and safety is an important part of any induction, but now you’ll need to include working from home. You still have a duty of care here. Key points to cover include the set-up of the work station to comply with display screen equipment regs and protect posture; and also mental health to ensure staff know how to report (and get help for) work-related stress.
- Set them up for remote working. Building on the initial tasks set in the office, lead on to others that they will be able to do from home. Use the facetime in the office to set expectations about work ethic, productivity and culture, to guide them when they are away.
Week 2: When working from home (WFH)
- Set the tone. Think about sending a welcome package by post. This could be something as simple as nice pens and notepads.
- Encourage mentoring. Match new joiners with experienced, friendly staff who are willing to offer a bit of mentoring and advice. If both parties appear to have shared hobbies and interests, all the better.
- Check-in regularly. Don’t assume that if you haven’t heard anything, they’re doing OK. If possible, schedule daily one-on-ones in the beginning. This will help track their progress and ensure they’re happy, engaged, and staying usefully productive.
Week 4: How did you do?
- Ask for feedback. Hybrid working is still pretty new and the only way you can improve your digital onboarding is by asking for feedback – either via an informal tea break chat or perhaps a quick online survey such as SurveyMonkey which has a free basic package.
Need help?
If inductions for hybrid staff are new to you, we can help plan an induction program. Get in touch with your local HR Dept office and we’ll create a bespoke plan for you.
