If I had to pick one word to describe CAKE.com's transition to a fully remote model — way back in 2020 — it would be "challenging."
These operational challenges were most prominent when it came to onboarding. Thus, one of our main priorities
As you might imagine, this period was full of trial and error. But thanks to teamwork and continuous education, we successfully revamped our employee onboarding procedures for a remote and hybrid environment.
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Hopefully, some of these practices can help your clients guide new hires — many of whom may be entering the remote and hybrid workforce for the first time — to thrive.
Although some people view onboarding as the "job of HR," that's not the whole truth. Unless organizations involve relevant managers in the process, new employees could end up without a clear understanding of their role. Managers have the most insight into the job description of new employees and are responsible for establishing a healthy team dynamic.
How much input managers should have during onboarding will differ from one company to the next. For some organizations, it might be convenient to schedule a few introductory meetings and have the manager go over the job description, requirements, expectations and long-term goals.
However, other businesses may prefer that their managers prepare an introductory document for new hires. The document should contain all role-relevant information, and the manager may periodically return to it to log updates and changes. Having important information in one place is handy for new employees, since knowing they can always use such resources as a reference point can calm their nerves.
Another thing to keep in mind is how simple it
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Similarly, you need to take into account how intensive the role is and — if necessary — reevaluate the training schedule. The goal is to ensure that the new hire doesn't feel overwhelmed. Instead of cramming five workshops into the first day, it's much better to space them out over the whole week. By doing so, your clients gradually introduce employees to their new position and give them enough time to process new information. And because
If the organization has a hybrid schedule, the manager could invite the new hire for a follow-up on one of the in-office days. This proactive method helps the new employee feel valued and heard and lets the organization measure the effectiveness of its onboarding practices.
But even if all goes well with the training aspect of onboarding, these efforts are futile without social integration. Our first impressions and experiences at a new job significantly contribute to a sense of belonging. For remote teams, there are many virtual options — from online games to movie viewings — that boost engagement and promote social interaction.
Of course, there's more leeway for businesses following a hybrid work model. You could schedule a board game night during off-hours or invite the team to drinks once the work week is over. These activities don't have to be day-long events. A simple coffee or lunch break can serve as an informal catchup and is often enough to help people connect on a more personal level.
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Naturally, we want to ensure there are no team silos and that the new employee can find their rhythm even when working with a colleague from a different department. Hence, CAKE.com regularly runs mentorship and "work buddy" programs to connect co-workers from different teams.
One of the gravest mistakes we can make when welcoming new colleagues is to assume technical and role-specific training is enough for them to find their footing. In reality, without combining a job's technical and social aspects, we risk alienating people from the start. Thankfully, when we involve managers, choose the right tools and prioritize social integration, we can ensure that everyone finds their place in the workforce.
