Your Guide to Onboarding a Remote Team

By BorderlessPro Team

Onboarding a new employee can be a challenge. Doing it remotely adds an extra layer of complexity. Without a physical office to walk into, new hires can feel disconnected and confused. But with a strategic approach, you can create a remote onboarding process that makes a new hire feel welcome, valued, and ready to contribute from day one.

A great onboarding plan ensures your new hire understands their role, feels connected to the team, and is set up for long-term success.

1. Prepare in Advance (The Week Before)

A seamless first day starts long before it actually happens. Your goal is to have everything ready so your new hire can jump right in.

Set Up Their Tech: Make sure their access to all necessary software (e.g., project management tools, communication apps, shared drives) is set up and tested.
Create a Welcome Kit: A small digital welcome packet can make a big impression. Include a welcome letter, a company directory, an overview of company culture, and a quick guide to your communication channels.
Finalize the Schedule: Map out their first few days hour-by-hour. Schedule introductory calls with their manager and team members. This removes uncertainty and shows you are prepared.

2. Prioritize a Personal Welcome (The First Day)

A remote first day should feel special, not isolated. Make the new hire feel like a part of the team right away.

Kick Off with a Welcome Call: Start the day with a live video call with the hiring manager. Set a positive tone and go over the day’s agenda.
Introduce the Team: Schedule brief, informal video calls where the new hire can meet their colleagues one-on-one. Encourage the team to share their roles and a fun fact about themselves.
Assign an Onboarding Buddy: Pair the new hire with a non-managerial buddy. This person can be a friendly resource for day-to-day questions that the new hire might feel uncomfortable asking a manager.

3. The 30/60/90-Day Plan

A structured plan gives a new remote hire a clear roadmap for success.

First 30 Days (Learn): The goal here is for them to listen and learn. They should focus on meeting the team, understanding company processes, and getting familiar with their tools and responsibilities.
60 Days (Apply): By this point, the new hire should begin taking ownership of smaller tasks and contributing to projects. Their focus should shift from learning to applying their knowledge.
90 Days (Contribute): By the end of this period, they should be a fully integrated, independent contributor. Their goals should align with the team’s long-term objectives.

4. Focus on Communication and Culture

Without a water cooler or a break room, you have to be intentional about fostering culture and communication.

Establish Clear Communication Norms: Teach them when to use email vs. instant messaging vs. video calls. Explain your communication style and response expectations.
Encourage Informal Interactions: Create a non-work channel in your communication tool for personal interests, like a #pets or #books channel. This helps build rapport and friendships.
Schedule a Check-in: Have a weekly, or even daily, check-in to see how they’re doing. This is crucial for catching early signs of confusion or isolation.

Ready to Grow Your Remote Team?

A thoughtful, well-executed remote onboarding process is a competitive advantage. It ensures your new hires feel connected, are productive faster, and are more likely to stay with your company long-term.

If you need a professional to help you build and manage your remote HR and training programs, our platform connects you with vetted experts who have the skills and experience to bring your vision to life.

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