{"id":2819,"date":"2021-02-04T10:25:51","date_gmt":"2021-02-04T10:25:51","guid":{"rendered":"https:\/\/thenextweb.com\/?p=1337549"},"modified":"2021-02-04T10:25:51","modified_gmt":"2021-02-04T10:25:51","slug":"remote-onboarding-isnt-going-away-so-heres-how-to-perfect-it","status":"publish","type":"post","link":"https:\/\/www.londonchiropracter.com\/?p=2819","title":{"rendered":"Remote onboarding isn\u2019t going away \u2014 so here\u2019s how to perfect it"},"content":{"rendered":"\n

Most of us are all too familiar with how expensive it is to find and hire new employees. And losing a new hire weeks or months after they join your team is even more costly. <\/span><\/p>\n

To increase retention, human resource departments invest incredible time and resources into their onboarding strategies. <\/span>But, in my opinion, these strategies require a fresh perspective. 2020 might be gone, but remote hiring is here to stay as the new norm. So here\u2019s what I think needs to change.
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First, take some time to consider what remote employees don\u2019t experience when they start a new job.<\/span><\/p>\n

They don\u2019t walk into a room where new colleagues clap and celebrate their arrival. They\u2019re not introduced to their new workspace and they miss out on the small chit-chat when a coworker shows them how to make coffee in the break room or recommend the best lunch spots in the area.<\/span><\/p>\n

These experiences might sound trivial, but trust me, they\u2019re far from it. During the first few weeks of onboarding, these casual encounters help employees understand what to expect in their new role and get a better feel for the company they now work for. <\/span><\/p>\n

Sure, remote orientation programs exist. Employees can meet with colleagues over Zoom. Shared Google Drive files can guide new hires through processes, workflows, and even the company handbook. <\/span><\/p>\n

But job satisfaction and company loyalty require more<\/em> than an introduction to the how-tos of a job. They require a deeper connection to a company\u2019s organizational culture. <\/span><\/p>\n

How exactly do you virtually transfer your team\u2019s values and belief system to new hires? <\/span><\/p>\n

For me, it starts with understanding the theory of organizational socialization \u2014 so let\u2019s dive in. <\/span><\/p>\n

What is organizational socialization?<\/b><\/h2>\n

Organizational socialization is the experiences new employees have when joining a new organization, job role, or cohort. Think of it as learning the ropes, where new teammates discover what matters most at your company.  <\/span><\/p>\n

Through conversations, shared experiences, and activities, new members connect with the core of your company\u2019s value system and norms \u2014 beyond the words pasted on a wall or website. Supervisors and coworkers play an integral role in shaping a new employee\u2019s socialization at work. <\/span><\/p>\n

The outcome of a successful organizational socialization experience is higher retention rates and a better chance that your company culture perseveres \u2014 even as you scale.<\/span><\/p>\n

Here\u2019s the challenge you face: serendipitous interactions and experiences with coworkers come naturally in an office setting. Not so much with a remote workforce, where employees connect with colleagues through the confines of a computer.<\/span><\/p>\n

Remote workers can\u2019t absorb the ambiance of an office environment. They can\u2019t stop by a coworker\u2019s desk to chat. It\u2019s up to company leaders and their HR departments to create an employee orientation strategy that does its best to replicate the real-world experience. <\/span><\/p>\n

Why organizational socialization matters<\/b><\/h2>\n

Why is a well-thought-out socialization process so important to your onboarding? Research in organizational behavior reveals three theories for why a positive social onboarding experience matters:<\/span><\/p>\n