But that task becomes a whole lot harder when the “onboarding” is done during a pandemic that has forced millions to work from home, leaving new hires to judge colleagues on their taste in curtains and conduct on Zoom.
“It’s not exactly easy for your new boss to explain the specifics of office politics to you without putting their foot in it,” she said, declining to be named due to company policy. For Sam Thompson, who joined money saving and investment app MoneyBox, a lack of face-to-face contact did make some early interactions with colleagues feel more transactional. But he appreciated the lengths the company has gone to to make it work.
Its approach mirrors those of major banks including Standard Chartered, Citi and Deutsche Bank, which have all rapidly redesigned their interview and orientation process. Virtual face-to-face meetings are held much more regularly with managers, buddy partners are formed with existing staff and an array of tech platforms are used to maintain communication.
What? No letters?
Was just discussing what leverage employers will have to coerce employees back into offices, long commutes and expensive childcare, etc. and away from remote work options that could help families live where they can afford, have dual careers, not pay 1/4 of income on childcare.
The vast majority of these online interactions are worthless. At the beginning of the pandemic, people posited that we’d all be more productive from home without office distractions. Those people who said that don’t have kids and don’t work with busybodies who love meetings.
kholtonreuters Sinead I can imagine the pain. Most companies are just bad at onboarding and remote collaboration. It can be done well. Best practices in remote team building, remote learning and onboarding can be combined into successful programs. I helped global corporations do this before COVID-19.
kholtonreuters Sinead Love you, Reuters! Have a great night!