Skip to main content

The missing guide to remote onboarding

 

0. Equipment, accounts, access should all be setup BEFORE day 1. If someone starts work without these things you need to make that process better first.



1. First thing should be a video call with your manager. Ideally they will be available for questions for at least the first 1/2 of the day. If you run into problems they should be able to take action right away and not when they're done with meetings



2. The manager should prepare a list of things to read in your first week. Wiki, chat rooms, code, etc.

This list should be explained during the first call and sent as an email to reference over the first few weeks.

One of those links should be documented expectations. Not informal, verbal information. Documented publicly to make sure everyone is on the same page (new hire, manager, co-workers)

Ideally every company >100 people will have an up to date website with org chart information, user aliases, email, phone numbers, etc. This is going to be crucial to new hires to understand how the company works and who they can talk to

Bonus points if the website has a way for the user to bookmark people and add private notes (this helps them remember context on when they met people) and name pronunciation.


Amazon has phonetool with a couple of those features. Disney had rostr. WDAS had ohana



3. Introduction meetings should be already planned and scheduled with co-workers and teams.

Manager should send an introduction email for each meeting to introduce you and say what everyone on the meeting does

e.g.

This is team X

Adam is the manager

Jill is the Sr developer



4. Manager should schedule a follow-up call for Wed or Thurs to check in and have a casual chat.


Some people aren't comfortable asking questions via chat in new teams/companies.



5. There should be an onboarding buddy which has a call day 1 or early day 2. They should daily chat with the new hire for the first ~1-2 weeks to see if there's anything they can help with.



6. Optionally if onboarding a developer it's nice to open onboarding tickets in jira (or whatever you use) so they can be familiar with the workflows/planning and the team can track their onboarding process and help if they're stuck.



7. End of week 1 or 2 there should be a team building/casual call with as many people on the immediate team as possible (timezones allowing) Build trust early and play games, ice breakers, whatever.


That would be an ideal remote onboarding for me. What else have companies done you liked?



You need to invite the new hire into your #YELLING channel too. Maybe not day 1. But it should happen by day 3.

Comments

  1. The annual cardroom casino.edu.kg license fee for each facility shall be $1,000 for each desk to be operated on the cardroom. The license fee shall be deposited by the fee with the Chief Financial Officer to the credit score of the Pari-mutuel Wagering Trust Fund. “Authorized game” means a sport or sequence of games of poker or dominoes which are performed in a nonbanking manner. A particular person might not obtain any consideration or fee for allowing a penny-ante sport to happen in his or her dwelling. Charitable, nonprofit organizations; drawings by chance; required disclosures; unlawful acts and practices; penalties. Older elementary kids could also be} excited about studying about gambling, including their long-term possibilities of successful.

    ReplyDelete

Post a Comment

Popular posts from this blog

On working remote

The last company I worked for, did have an office space, but the code was all on Github, infra on AWS, we tracked issues over Asana and more or less each person had at least one project they could call "their own" (I had a bunch of them ;-)). This worked pretty well. And it gave me a feeling that working remote would not be very different from this. So when we started working on our own startup, we started with working from our homes. It looked great at first. I could now spend more time with Mom and could work at leisure. However, it is not as good as it looks like. At times it just feels you are busy without business, that you had been working, yet didn't achieve much. If you are evaluating working from home and are not sure of how to start, or you already do (then please review and add your views in comments) and feel like you were better off in the office, do read on. Remote work is great. But a physical office is better. So if you can, find yourself a co-working s

Capture and compare stdout in python unit tests

A recent fan of TDD, I set out to write tests for whatever comes my way. And there was one feature where the code would print messages to the console. Now - I had tests written for the API but I could not get my head around ways to capture these messages in my unittests. After some searching and some stroke of genius, here's how I accomplished capturing stdout.

Todo lists are overrated

My tasks come from a variety of sources: 1) Tasks from emails  2) Meeting notes with details of people who participated  3) Project related tasks that can have a long format and can be tagged/ delegated  4) Scratchpad for unrefined ideas  5) Detailed documentation for completed technical tasks / ideas  6) FIFO list of high priority small daily tasks No one app has been able to map all the requirements above, and I have tried a lot of them! In my lifetime I’ve tried a dozen todo apps. In the beginning they all seem different, novel and special. Slick UI, shortcuts, tags, subtasks, the list goes on and on. But all our stories were the same: I start using the new app, then after awhile I stop using it. Up until the last week I thought the problem was in myself (you probably think so too). After all, David Allen seems to have figured this shit out. Also there are people leaving long 5 star reviews on every major todo list app, they discuss them on forums, recommend them to friends. But the