News and Information

Onboarding Remote Employees

Onboarding a remote employee can be a tricky process made even trickier due to the COVID-19 outbreak. To be sure, the first few days of an employee’s start date is crucial to their performance on the job. How then can a smooth onboarding process be assured when office visits are cancelled, meetings are remotely conducted and the world is on lockdown? Here are some tips: 

Double down on high-touch: Two weeks before the start of the new employee, make sure everyone takes the time to introduce themselves. Encourage everyone to send a video greeting if they are able. Also consider sending a welcome email a week before the start-date so the new employee knows what to expect. You might want to include tips on how to work well remotely and a link to the company directory with phone numbers. Taking extra time for cordial communication is more important now than ever and will make the new employee settle into the new workplace quickly.  

Day One:To ensure the best onboarding system, there has to be uniformity in the process. Each new employee that joins the organization, whether it’s at the offices or remotely, has to have the same process. This establishes that everyone is equal. With remote onboarding specifically, having a unified system also allows everyone to be on the same page without any overlap or miscommunication, in a time where communication is paramount.

Hardware: Make an inventory of everything a new employee will need to be effective. Ship a laptop, smart phone and other things needed to equip their home office. Make sure that the laptop comes pre-installed with all of the software that the employee will need. Have someone from your team orient the new hire on the organization’s systems and processes.

an inventory of everything a new employee will need to be effective. Ship a laptop, smart phone and other things needed to equip their home office. Make sure that the laptop comes pre-installed with all of the software that the employee will need. Have someone from your team orient the new hire on the organization’s systems and processes.

Software: There are key pieces of software every person needs to work remotely. Don't assume  your new hire knows how to use the software you have provided.Offer training and be sure to offer your time to walk  a person through a challenge.

Paperwork: Send new hire paperwork via email( tax, benefits enrollment forms, withholding forms, etc.) . Have them sign and submit the paperwork electronically.

The Buddy System: Establish a key contact for the new hire to help them through the first few weeks. The mentor can help the new employee adjust, troubleshoot, and feel like a part of the team.

Regular Contact: Regular one on one meetings ensure the remote employee feels connected. The meetings allow managers to give and receive feedback to track progress and correct course if needed. Video conference a remote employee in to team meetings. Encourage digital team camaraderie to keep the remote employee connected to the team.

Set Clear Expectations: Once the new hire starts, ensure that the hiring manager takes the time to discuss expectations openly. Typically, remote employees are highly self-motivated and self-directed. In fact, research shows that they are almost twice as likely to work longer hours than their on-site counterparts. That being said, establishing specific, measurable outcomes for what the remote employee needs to accomplish is critical to ensuring productivity and preventing burnout. Discuss which specific hours the employee needs to be available and what your meeting cadence will be. The new hire should understand the culture, how staff engage with each other, standards and norms. 

International Workforce Well-Being Survey  

Did you know? 82% of expats go to the doctor in the first 6 months of moving abroad. This highlights the importance of having the right level of medical insurance in place, getting pre-trip planning advice and even having access to virtual health care in helping those relocating abroad to keep healthy and well in their new home. Simply having access to the right healthcare has a positive effect on the well-being of a third (32%) of global workers. Explore the other key findings from Aetna’s 2019 expat well-being survey to support your international workforce here:

https://www.aetnainternational.com/en/about-us/explore/international-health-insurance/expat-workforce-wellbeing-survey-2019.html?utm_source=linkedin&utm_medium=referral&utm_campaign=intl+health+insurance&utm_content=iwwr&cid=soc--&linkId=70243492

Open Workspaces-

Article Taken From: “Ragans PR Daily By Robby Brumberg:  https://www.prdaily.com/report-u-s-workers-hate-open-office-spaces/ May 22, 2018

Would you change jobs to find a less annoying workspace?

According to survey data collected by Bospar PR, it would appear many of us would—especially those toiling in an “open” office setting.

The survey, which garnered responses from a diverse cross-section of 1,000 U.S. workers, found that 76 percent of Americans “hate open offices.” The top reasons cited included:

• Lack of privacy (43 percent)
• Overhearing too many personal      conversations (34 percent)
• Cannot concentrate (29 percent)
• Worries that sensitive      information can be leaked (23 percent)
• Can’t do their best thinking (21      percent)

Despite a recent trend of employers tinkering with barrier-free offices, community benches and desk clumps, the science is not sanguine about open workspace productivity. 

What is it workers want, then? Eighty-four percent of Bospar’s respondents said working from home would be ideal. Nearly 60 percent cited “not having to commute” as a top reason for wanting to work remotely, and 41 percent indicated that they’d be more productive working from home. Thirty-five percent said that remote work would enable them to produce more “thoughtful” output.

Workplace environment appears to be a hill that many employees are willing to die on—or at least take a pay cut over. According to the survey, “Eighteen percent would pursue a new job to have a workspace they like better, and 9 percent would petition to work part-time in an environment they do like.”

Amid the clamor for more collaboration, connectivity, corporate camaraderie and increased participation, companies are inevitably alienating some workers. Most, it would seem, would prefer to work in a quiet, non-distracting atmosphere. That might be the most universally desired and appreciated work perk of all.

In an active job search? Don’t Overlook Anything About Your Online Presence. 

Always be aware of and review your Online presence. Your online resume offers another read on how “buttoned up” you are outside of your professional world. Be sure to make a positive and professional impression across all social media platforms that you are using. Inconsistencies between your resume, your online resume, LinkedIn profile may reveal lack of detail orientation, or expose stated variations in duties/titles/etc. at the same job. Unprofessional photos can also raise questions or suggest that you are not aware of how you present yourself in a career environment. Be sure that your resume, online profile, and online communication are free of typos, grammatical errors, or poor (hard to read) formatting. According to LinkedIn, 58% of all resumes have a typo of some form. 

Source: LinkedIn Talent Solutions, January 2018