It is likely for new hires to find themselves in a unique and perhaps even disconcerting situation during quarantine season – starting the first day of a new job from home. Employers must adapt existing on-boarding techniques to enhance employee engagement digitally from day one.
The transition involves tackling a whole new set of challenges that emerge from a separated workforce. Managers and leaders can achieve this by normalising workplace culture and the familiarisation of SOPs via a range of quality digital platforms.
Digitise First Impressions
The key to optimising home-based first days at the workplace is to pay close attention to the digital on-boarding process. This includes introducing the new hire to the rest of the team and conveying the workplace culture online. New hires should have a good gauge of the SOPs and culture at their new workplace, despite being absent from the actual space.
Online orientations are best conducted via video conference through a multi-communication platform such as Google Hangouts. The mobile application enables up to 150 members in a group chat, enabling new hires to get acquainted with their co-workers.
The best part about the application is that it offers communication via video, chat, and messaging so new hires can conveniently interact with co-workers. Employers may send invitation links to new hires, which leads them to a virtual waiting room before being prompted to join a video chat.
Google Hangouts is set to be renamed as Hangouts Chat and Meet in the later part of 2020. Functions will be improved with some charges that apply. Employers may consider the popular Zoom as an alternative.
Optimise Online Team-based Management
According to one Gallup research, organisations with strong workplace cultures show that “Engaged employees make it a point to show up to work and do more work – highly engaged business units realise a 41% reduction in absenteeism and a 17% increase in productivity.”
Employee engagement requires workers to feel connected to their organisation and their respective roles. This means that employees should be comfortable communicating and working with their co-workers from the beginning. It might prove a challenge to recreate workplace culture and teamwork via remote arrangements, but the process is achievable.
Online programs such as Asana can help organisational leaders, track, and manage orientations with ease. The software’s intuitive task-tracking features ensure that employers do not omit any items from the on-boarding checklist.
Subsequently, employers may refocus Asana as an online team-based management tool to maintain employee engagement throughout remote working arrangements.
It is essential to stick to a single management platform to establish a systematic structure, but organisational leaders should always consider a backup program in the case of server breakdowns.
Schedule Daily Check-ins
Organisational leaders and managers should schedule daily check-ins with each staff. When it comes down to new hires, it is advantageous to emphasise on a key point – assurance. Let new hires know that everyone in the company is still learning and figuring out the best practices during this sudden period of uncertainty. This can help put the new hire’s mind at ease and improve employee engagement digitally.
Additionally, leaders could request feedback from new hires on ways to improve current remote processes. Empowering employees from the start is an effective way to build staff confidence and set the stage for long-term employee engagement.
StrengthsAsia has helped many individual and corporate clients all throughout the region in identifying and maximizing their talents, in driving engagement and increasing motivation in their work and life.