Struggling with remote onboarding?
How To Make Remote Onboarding More Effective
One of the biggest challenges of the pandemic is the loss of human connection. We’re all struggling with this, at work and at home. In businesses, this can have some pretty negative impacts. None more so than on recruitment and onboarding. Recent research by Glassdoor found that organisations with a strong onboarding process improve new hire retention by 82% and productivity by 70%. That’s massive! So you have to make sure that lockdown and remote-working don’t wreck your onboarding experience.
As a big advocate of face-to-face, this intrigues me. I’ve always felt there’s no substitute for being in the same room with someone. But, through necessity, my clients are coming up with new ways to ensure they find and bed-in the talent they need. And they’re obviously working. One of my January exercises is talent assessments. We’ve looked at the number of A-Players clients have recruited and retained in 2020. It’s a great mechanism to work out if their recruitment and onboarding process is robust – and in many cases it is.
New Signature has received strong feedback about the success of their remote onboarding. This may be a reflection of their established remote culture. Even before COVID 60-70% of their employees were mostly remote. But other clients have also reported success.
Clearvision concluded that out of all new hires last year, only one was a B-Player. They’ve used COVID as an opportunity to hire A-Players from other geographical areas. They’re moving from a 100% office-based culture to a hybrid model. As well as staff at their HQ in Hedge End, they now have talented people, working remotely and spread around the UK. To try to ensure parity, they’ve introduced a ‘remote-first’ policy for meetings and other interactions. In my experience, it can be challenging to make this work in the long term – I’m interested to see how it develops.
So how do you make remote onboarding more effective? Here are some great insights from my clients.
The Importance of Vision, Systems & People with Chris Croft
Chris Croft is a writer, a keynote speaker and a bit of a guru on Linkedin Learning, with 34 video courses on subjects including Project Management, Time Management, Process Improvement, Assertiveness, Negotiating, and Happiness, with 20,000 views a day and over 11 million views in total.
His Project Management Simplified course is thought to be the most viewed project management course in the world. He also teaches leadership. And he’s currently teaching other people how to be trainers.
“So I’m teaching them how to be self-employed, how to write a training course, how to sell a training course and how to deliver a really good training course. And just generally sort of how to be me, only better is what I think of it.”
Today we chat to Chris about the differences between management and leadership, and what the key elements are of those jobs, why they’re different, and how delegation is absolutely critical, but why some people find it so difficult and what you need to do to master delegation.
“I think delegating is probably the most important skill. And I think most bosses are bad at delegating. To delegate something important is really hard. And I absolutely think that the world divides into the good and the bad delegators.”
This is a really insightful conversation with Chris, we hope you get as much out of it as we did.
Jason Calacanis and a rotating group of guest experts bring you this weekly take on the best, worst, most outrageous and interesting stories from the world of Web companies. Calacanis, a podcasting pioneer, gives you an insider’s look at what’s happening in the tech industry with his trademark blunt style and good humor. Looking to start your own company? Need strategies for improving your business or motivating your team? Just want to catch up on what’s happening in Silicon Valley and beyond? Your journey begins here.
About 20 years ago, I was a ski patroller. One afternoon I found myself halfway up a mountain attending to Dave, a man in his forties with an injured knee. As I positioned Dave in the sled that I would ski down to the clinic, he hurled obscenities. It wasn’t because of his pain: My offense was being a woman.
US Senator Rand Paul managed a workout at the Senate gym as he awaited his coronavirus test results; he received public backlash when he was diagnosed positive. New Zealand’s health minister Dr. David Clark broke national lockdown rules and took his family to the beach; he was then demoted. What’s going on with these people? With so much spotlight and scrutiny, why do they engage in such risky behavior?
Working for a startup can be a challenging task. However, a fast-paced environment, rapid growth and constant challenges make for a perfect learning environment. If you are someone who is looking to work at a notable startup, Otta has published its Rocket List of 50 top growing start-ups and scale-ups. There are also some unicorns in the mix such as Revolut, Gousto and Hopin. Most of the listed companies are also looking to hire fresh talent.
Robert H. Bloom has discovered that every enterprise has at least one strategic asset – one existing strength – that can form the foundation for future growth. He calls this an Inside Advantage. This strength usually lies unrecognized in an activity the business is currently performing or in a concept or an idea that the business already owns. Finding this hidden potential and becoming well known for it will grow the business. This strategy reflects Bloom’s 45 years of experience in growing businesses and brands of every size and type, including famous companies such as Southwest Airlines, T-Mobile, T.G.I. Friday’s, Zales, Nestlé, and L’Oréal, as well as not-so-famous B2B firms, not-for-profit organizations, and start-ups. Now, through his Growth Discovery Process, he is making his strategy available to all people who know their craft but don’t know how to craft a growth strategy.
Since it was first published almost fifteen years ago, David Allen’s Getting Things Done has become one of the most influential business books of its era, and the ultimate book on personal organization. ‘GTD’ is now shorthand for an entire way of approaching professional and personal tasks, and has spawned an entire culture of websites, organizational tools, seminars, and offshoots. Allen has rewritten the book from start to finish, tweaking his classic text with important perspectives on the new workplace, and adding material that will make the book fresh and relevant for years to come. This new edition of Getting Things Done will be welcomed not only by its hundreds of thousands of existing fans but also by a whole new generation eager to adopt its proven principles.
MEANINGFUL ACTION FOR MONDAY
Set work boundaries
If you and your team are adjusting to working from home again, be disciplined about setting work boundaries. Create a routine. Book a virtual commute into your diary – Microsoft has recently added this functionality to Teams. I’m using this time to meditate for 10 minutes every morning – I thoroughly recommend Sam Harris’ ‘Waking Up’ app. Start and end the day with daily huddles and finish on time.
A special workshop presented by Justin Roff-Marsh (author of The Machine) and hosted by Dominic Monkhouse at Foundry Farm near Salisbury. Join 21 of your peers (owners and senior executives from mid-sized businesses) and design a simple (but detailed) plan to expedite the growth of your organisation.
When the going gets tough, attitude trumps everything. Don’t let COVID-19 beat you into the ground and take your business. Treat this pandemic as an accelerator. The “one thing” you’ve been looking for to pivot, re-evaluate or simply get shit done. Join us on our farm in Wiltshire to walk through our Scaling Up growth programme.
An exclusive annual gathering of high-growth tech CEOs. This powerful three-day summit will transform how you define success and deliver growth in 2021 and beyond.
Quote of the week
“Focus on creating a memorable experience for the new hire in the first year, rather than processing them in the first few weeks”Cheryl Hughey, Director of Onboarding at Southwest Airlines
Dominic offers business coaching and management development, strategy planning and organisational change, using tried and tested methods to launch your organisation onto an unparalleled growth trajectory. His programme is a function of his broad experience, his deep expertise and a proven process used by over 2,700 firms worldwide.