With the rise of remote work, effective onboarding has become a cornerstone of successful virtual teams. In a fully remote setting, an organized onboarding process is vital in helping new team members integrate smoothly, stay engaged, and become productive quickly.
Companies that invest in a structured onboarding program not only set their new hires up for success but also see improved retention and a stronger sense of belonging among their team members.
Why Remote Onboarding Matters
Remote onboarding addresses unique challenges that in-office onboarding doesn’t, such as feelings of isolation, communication gaps, and difficulty understanding the company culture from afar. Effective remote onboarding helps new hires feel connected and clear about their roles, reinforcing the company’s values and practices. For fully remote teams like Apliteni, onboarding is the first opportunity to bridge these gaps by building strong connections and clarifying the culture, role expectations, and communication norms from day one.
First Week: Setting the Tone
During the first few days, new hires are introduced to the team, the company culture, and the tools they’ll be using. Platforms like Slack and ClickUp help team members collaborate effectively, even from a distance. The initial orientation emphasizes clarity in tasks and communication.
At Apliteni, onboarding is tailored to each role. Every new hire is assigned a personalized onboarding project within ClickUp that includes resources, tasks, and a checklist designed specifically for their position. We at Apliteni are committed to helping team members succeed from day one.
Each new hire is assigned a mentor or buddy who provides guidance and a safe space for any questions. These connections foster a supportive environment, encouraging new team members to reach out as they navigate their new roles.
Structured checklists and access to a knowledge base and company Handbook help streamline the first-week experience, reducing stress and ensuring no detail is overlooked. With a roadmap in hand, new hires have clarity on their early tasks and priorities.
Structured 30/60/90-Day Plan for Seamless Integration
At Apliteni, we’ve adopted the 30/60/90 onboarding plan to ensure a structured and effective integration of new team members into our remote environment. This phased approach allows experts to gradually acclimate to their roles, understand team dynamics, and immerse themselves in our company culture. A well-defined onboarding plan provides clarity and direction, mitigating feelings of uncertainty.
The initial three-month period serves a dual purpose: it allows us to assess the expert’s fit within our team, and equally important, it offers the expert an opportunity to evaluate if Apliteni aligns with their career aspirations and work preferences. This mutual evaluation is crucial for long-term success. Research indicates that organizations with strong onboarding processes improve new hire retention by 82% and productivity by over 70%.
Here’s what will happen within the first 90 days of the new hire:
First 30 Days: Learn and Observe
In the first month, new hires focus on understanding Apliteni’s projects, workflows, and team dynamics. This phase is dedicated to learning and observation, allowing new members to absorb information and ask questions freely. Regular check-ins provide a supportive space for discussing progress and setting goals.
Next 30 Days: Increased Participation
In the second month, new hires gradually take on more responsibility, actively contributing to projects and participating in meetings. They’re encouraged to provide feedback and share ideas, fostering a deeper engagement with the team.
Final 30 Days: Independent Contributions and Performance Review
By the final month, team members are expected to work independently, delivering meaningful contributions to projects and demonstrating their full potential within the team. At this stage, they continue to take on more responsibility while still having the support of their mentor and team. By now, they have a solid understanding of workflows and team dynamics and are actively solving tasks with confidence.
At the end of three months, a Performance Review is conducted. During this review, feedback is gathered from mentors, People Ops, and colleagues. This review not only celebrates achievements but also identifies development opportunities that align with each team member’s career goals, ensuring continued growth and success at Apliteni.
Communication: Building Connections in a Remote Environment
Continuous communication is key to a successful remote onboarding experience. Regular meetings with mentors and People Ops ensure new hires feel supported, informed, and engaged. Apliteni prioritizes feedback, creating open lines of communication to address questions and share insights on performance.
Virtual team-building activities help new hires feel connected to their colleagues. These sessions go beyond work-related discussions, fostering camaraderie and inclusivity, essential in a remote environment.
Apliteni provides resources for ongoing learning and development, including access to the company handbook and internal knowledge-sharing platforms. These resources empower team members to find answers independently while knowing that support is always available when needed.
What Not to Do During Your Onboarding Process
Remote onboarding can be tricky, and Apliteni has learned from experience that avoiding certain missteps can make the process smoother and more effective. Here are four tips on what not to do during onboarding:
- Avoid staying silent—ask questions: New hires are encouraged to ask questions, as this shows engagement and curiosity. Silence can be a sign of misunderstanding or disengagement, so Apliteni sees asking questions as essential to success.
- Don’t ignore the company culture: Onboarding isn’t just about tasks; it’s about understanding and aligning with Apliteni’s culture. Learning and embracing the company’s values, mission, and principles is crucial for a fulfilling experience.
- Don’t treat the role as just a paycheck: Finding personal growth and connection with the company’s goals is vital. One has to find a purpose, a challenge, something meaningful that goes beyond simply completing tasks.
- Avoid burnout by pacing yourself: Starting a new role can be exciting, but it’s essential to set a sustainable pace. Apliteni encourages new hires to balance their enthusiasm with self-care to prevent burnout and ensure long-term success. After all, the first stage of burnout is when you enjoy taking on the extra tasks. Remember, it’s a marathon, even though we break it down into sprints.
Effective onboarding is a collaborative, evolving journey that reflects the company’s values and commitment to continuous improvement—qualities that make Apliteni a supportive and inspiring place to work.
