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4 Answers
I’ve been through some awful remote onboardings, so I get it. Spread out the training over a month, not a week. Pair newbies with a buddy for daily check-ins—makes it less lonely. Also, create a simple Notion page with a checklist of tasks and resources. Gamify it a bit, like earning badges for completing modules. Keeps it fun and less stressful.
As an HR professional, I recommend a structured yet flexible onboarding framework. Begin with a single welcome session to set expectations, followed by asynchronous learning modules on platforms like Workramp. Limit synchronous meetings to foster connection, not deliver information. Provide a clear timeline and prioritize tasks to avoid cognitive overload. Incorporate feedback surveys to refine the process. This balances efficiency and empathy effectively.
Overwhelming onboarding is a killer for morale. My company uses a drip-feed approach: introduce one tool or process per day, with short video tutorials. We also skip big group intros and do small team meet-and-greets instead. Assign a mentor for the first 90 days, not just a week. It’s slower but people actually retain stuff and don’t quit in a panic
yo, don’t dump everything at once, that’s the key. i’ d say make a 2-week plan where day 1 is just intros and culture stuff, then slowly roll out tools. Use loom videos so they can rewatch. Also, give them a slack channel just for newbies to ask dumb questions without feeling judged. Worked for us, definately less chaos.
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