Onboarding at a distance

How to adapt new employees, increase their efficiency and successfully develop a team

(5 reviews)
video image
What you will get:
You will learn how to successfully adapt staff to a new place of work.
You will learn the stages of building onboarding.
You will learn the Method of Mapping (Designing) the Employee's Path.
You will learn how to plan for the onboarding process.
You will understand how to organize remote mentoring.
About this course
One of the most important tasks of the employer is the adaptation of employees to the corporate culture, their output to a high level of efficiency in a short time. A new job is a place to realize ambitions and find interesting acquaintances, a way to make money. But at the same time, this is an unusual environment, and no one will guarantee that the new job will meet the expectations of the employee, and the new colleague will meet the expectations of the employer.

Adaptation of new employees at a distance is complicated by restrictions in communication, control, timely assistance to the newcomer. They may feel unnecessary and abandoned, experience difficulties in work, have a lot of questions, the solutions of which can not be “spied” by colleagues. If you are a manager, want to take care of your employees and develop your team, then training on our course will help you with this!

You will learn how to adapt staff to a new place of work with the help of onboarding. We'll tell you what it is. The organization of a high-quality onboarding system affects the employer's brand, the quality of employees' work, and the company's income. In the process of training, we will tell you how to make a plan for the adaptation of a new employee and conduct adaptation conversations among beginners. You will learn all about the system of remote mentoring, learn the concept of “budding”, understand how to implement it through calls, video chats, text messaging, and other virtual forms of communication. You'll also learn how to introduce new employees to colleagues via video conferencing or internal chats.

You will receive an algorithm of actions when transferring an employee to a higher position, learn how to help them overcome fears, acquaint them with a new role, external and internal environment of the company. If you cannot control the onboarding of staff, you can use chatbots, which you will learn about in one of the lessons. With their help, it will be possible to automate information, conducting surveys, training, and counting statistics. You will understand that the foundation of the adaptation process is the mutual respect of the new employee and the company.

The acquired knowledge and skills will help you to easily implement the onboarding of employees in your company. This will open up new opportunities for growth and development for you and your team!
Course structure

Lesson 1. Adaptation. Let everyone in, don't let anyone out

In this lesson, you will learn that staff onboarding is an HR process that helps to successfully adapt staff to a new place of work. It is used for internal movements from one position to another. It includes training and meetings with colleagues. You need to prepare for this process in advance. You will be told about four aspects of effective system onboarding. You will also study the stages of building onboarding and consider the case of iCIMS.

From the supplementary materials, you will learn about the method of Mapping (designing) the employee's path.

Lesson 2. Adaptation Plan

In this lesson, you will learn how to plan for the onboarding process. If you already have such a plan, it will change significantly due to the remote format.

An adaptation plan is a list of stages in the adaptation process. In different firms, the adaptation plan is called differently: “diary of a new employee”, “adaptation sheet”

or “employee onboarding program.” You will learn what is the use of such a plan, and how to make it for a new employee. We will tell you how to implement an adaptation plan in the company, how to conduct adaptation conversations, and how the adaptation process should end.

In the supplementary materials, you will receive questionnaires for adaptation conversations.

Lesson 3. Remote mentoring system

Given the recent surge in the popularity of remote work, mentoring programs had to be urgently moved from the format of face-to-face conversations online. While face-to-face meetings can help build relationships, it's not the only way to make contact. In this lesson, you will learn all about the organization of remote mentoring, learn such a type of mentoring as budding, learn its basic rules and principles, as well as the pros and cons.

From the supplementary materials, you will get a list of markers of corporate culture that does not allow you to introduce budding in the company. You'll also find a reminder for buddy.

Lesson 4. Effective communication

In this lesson, you will learn how to make communication among remote employees more effective. We will tell you how to establish communication using e-mail, instant messengers, video calls, as well as the basic rules of communication using these tools. You will learn how to set tasks for a new remote employee, get recommendations for preventing conflicts at a distance.

In addition, you will study ten questions for involving remote employees, get instructions for the manager “How to set a task for a beginner”, a checklist for effective communication and a cheat sheet for an HR specialist “How to build a dialogue to find out the causes of problems”.

Lesson 5. Adaptation to a new position

In past lessons, you learned how to adapt new employees. Another type of adaptation is when an employee is appointed to another position in the same department or transferred to another branch. In this case, the person is already familiar with the company and knows everything about it. But, like a beginner, they feel uncertainty and uncertainty. In this lesson, you will learn how to conduct onboarding for managers.

In the supplementary materials, you will receive instructions “How to conduct a conversation with a new employee about relationships in the team.”

Lesson 6. Chatbot for personnel adaptation

Sometimes the HR specialist has so much work that there is no time left for the adaptation of a new employee. A new worker doesn’t understand their duties and does not know who to turn to for help. A chatbot is one of the tools that will help to carry out the onboarding of staff and reduce the number of dismissals during the probationary period. With its help, you can automate informing, conducting surveys, training, and counting statistics. In this lesson, you will learn all about the features of working with chatbots. We will tell you in detail how to create them.

In the supplementary materials, you will learn an example of using a chatbot to accompany the training.

Lesson 7. Errors in the adaptation process

It happens that there is no adaptation program, or it is created only to report to the management. In such cases, there is no support - the new employee is given materials and instructions for self-study. As a rule, many beginners can not understand the features of the company. Employees have questions that the manager is obliged to answer. If they don’t, chances are the employee will decide to leave. The last lesson of the course is devoted to typical mistakes in the process of adaptation. The importance of the adaptation stages and this process should be understood by all managers in the company.

Additionally, you will receive a work plan for the new employee during the probationary period, a script for calling an employee on probation, a checklist for the manager “What to do in the first working week of a beginner” and a feedback template from the new employee to the manager.
Анастасия Котельникова
Анастасия Котельникова
Анастасия Котельникова
Эмма Россихина
Эмма Россихина
Эмма Россихина