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Heather Oliver is a Technical Writer for Constellix and DNS Made Easy, subsidiaries of Tiggee LLC. She’s fascinated by technology and loves adding a little spark to complex topics. Want to connect? Find her on LinkedIn.
I think we can all agree that 2020 was a challenging year. COVID-19 introduced a slew of lifestyle changes that have affected us both physically and emotionally. But perhaps the greatest change has been the seismic shift in the global workforce. Within a matter of months, remote work went from a rarity to the norm, leaving many employers and employees to figure it out as they went along.
While working remotely has been embraced by many, it has not been without its challenges. Companies had to reevaluate their systems and processes in record time, some even having to restructure their entire organization to accommodate remote working.
Some of the uncertainty and fear of having employees work from home have been alleviated as employees from all industries across the world rose to the occasion, proving that humans are nothing if not resilient. Have there been bumps in the road? For sure. Can we keep this up long-term? Absolutely, with the right systems in place.
Implementing work-from-home protocols with current employees within an organization is challenging enough, but hiring new employees for a fully remote team is even more demanding.
At Tiggee LLC, we transitioned 100% of our global and local in-office staff for both DNS Made Easy and Constellix to a fully remote team within 24 hours. Luckily, we had telecommuting policies and procedures in place beforehand, as some of our employees worked remotely a few days a week already. The entire team stepped up and handled the adjustment to full-time remote work gracefully and pulled together to overcome obstacles.
Being in the tech industry, and more specifically, a DNS management company, we were fortunate enough to have plenty of help on-hand for the technical issues that arose during the transition period. But in the midst of going fully remote, Tiggee also brought on an entirely new department, comprised of talent located across the United States and abroad. Onboarding fully online was a new thing for us. But as the saying goes, the show must go on.
Hiring new employees can be daunting in the best of circumstances, but when the entire process is done virtually, it’s a whole different animal. Here are a few tips that have helped us with onboarding new, remote employees and integrating them within the company successfully.
The interview process is one of the most important steps in the entire hiring process. With employees and potential candidates all working from separate locations and on different systems with varying internet speeds, it can be a recipe for disaster if you don’t plan appropriately.
When adding a new remote employee to your company, it’s especially important to make them feel a part of the team as quickly as possible. A common issue with remote employees is feelings of isolation. This can be helped with constant and clear communication.
When it comes to onboarding and managing a successful remote team, good communication is imperative. You may have a brilliant group of employees, but they can’t read minds. This goes for task assignment, expectations, and clarity of what each employee’s role entails—as well as what it doesn’t. In fact, poor communication with any of these things could cause a new hire to leave a company prematurely.
While there’s a lot more to onboarding remote employees, these tips can help ensure you make a solid choice for your new hire and will help your new employee feel like a welcome addition to the team. Having a strong remote onboarding process in place is no longer an option, it’s a necessity. More likely than not, the way many of us work has changed forever.
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