- For many, the WFH arrangement will be temporary, however, the uncertainty around the length of the pandemic makes it hard for organizations to plan long term.
- As onboarding plans traditionally carry a six- to twelve-month outlook, the uncertainty around how long employees will be working remotely makes it challenging to determine how much of the current onboarding program needs to change. In addition, introducing new technologies to a remote workforce and planning training on how to access and effectively use these technologies is difficult.
- The COVID-19 pandemic has led to a virtual environment many organizations were not prepared for.
- Focusing on critical parts of the onboarding process and leveraging current technology allows organizations to quickly adapt to the uncertainty and constant change.
Impact and Result
- Organizations need to assess their existing onboarding process and identify the parts that are critical.
- Using the technology currently available, organizations must adapt onboarding to a virtual environment.
- Develop a plan to re-assess and update the onboarding program according to the duration of the situation.
This guided implementation is a six call advisory process.
Guided Implementation #1 - Assess current onboarding processes
Call #1 - Examine a map of the activities that make up the current onboarding process and examine current state of virtual technology.
Call #2 - Review challenges to adapting onboarding activities to a virtual environment.
Guided Implementation #2 - Modify onboarding activities
Call #1 - Review the Virtual Onboarding Ideas Catalog to brainstorm solutions to identified challenges.
Call #2 - Determine short-term virtual training and development priorities with an emphasis on organizational and departmental training.
Guided Implementation #3 - Launch the virtual onboarding process and plan to re-assess