Joining a new company at any stage of your career can be a significant transition. For those of us who are not accustomed to remote work, it is natural that there will be challenges of remote onboarding. I always knew starting my new role would be different, but I didn’t expect how much of a challenge immediate remote working could be.
Table of Contents
Introduction: The Evolving Landscape of Work and the Rise of Remote Onboarding
The global shift to remote work has fundamentally transformed how organisations welcome new talent, with a remote onboarding process becoming the new standard rather than the exception. What was once considered a temporary pandemic solution has evolved into a permanent fixture of modern workplace culture, forcing companies to reimagine traditional first-day experiences and cultural integration processes.
Navigating the Core Challenges of Remote Onboarding
The first thing I noticed was navigating new systems and the intranet and not having the luxury of tapping your neighbour on the shoulder and asking for some pointers.
Whilst everyone is helpful and friendly over the virtual communication channels, it soon became apparent that you can’t simply learn by osmosis. Things like overhearing conversations, which provide context and a deeper understanding of a company, are no longer readily available in a virtual setting, which can make you feel disconnected. It is therefore essential to adapt a style in which you can ask the right questions to get the right responses.
Learning new processes and ways of working takes time in any new company, but when you start working remotely from the get-go, you almost overthink everything you do as you don’t have the certainty or the immediate group support.
Whilst my new colleagues were always on hand for an IM or an impromptu call, in a virtual setting, it can sometimes feel as though you are adding more to your colleagues’ already sizable workloads.
Relationship building also didn’t come as quickly as expected. I think when you are meeting in person, you can build a connection more quickly. When it is virtual, it seems to be a 2D relationship for the longest time, you get there, but I underestimated just how much longer it would take – it is essential not to be too hard on yourself!
Strategies for Overcoming Connection Gaps
Building authentic professional relationships in a virtual environment requires intentional effort and structured approaches. To overcome the challenges of remote onboarding, consider the following:
- Make yourself visible by contributing to company-wide communications
- Ask thoughtful questions during all-hands meetings
- Actively participate in virtual team-building activities to create meaningful touchpoints.
Remember that virtual connections develop more slowly than in-person relationships, so be patient with the process while consistently showing up as an engaged and collaborative team member who values both professional growth and genuine human connection.
The Importance Of Company Culture And The Challenges of Remote Onboarding
A company’s culture is crucial because it not only attracts top talent but also retains it. In addressing the challenges of remote onboarding and making regular checks on remote hires, you acknowledge that the people in your workplace are one of your most valuable assets and that you care about them.
Company culture affects the way people work and behave, instinctively motivating them to live up to this renowned workplace culture, making them more efficient and productive because they work for an organisation that cares. Every single person contributes to a companies’ culture making it inclusive and the better it is the more flexible it is, allowing for necessary transformational growth.
Ensuring Effective Communication and Information Flow
There are certain things in a company culture that can’t be articulated in a virtual setting and this can feel isolating. You feel it and experience it, and you know it once you are physically in.
When starting remotely, it can be challenging to grasp the culture, and this is one of the biggest challenges of remote onboarding. Virtual team meetings and calls can sometimes feel stilted, especially if you have a dodgy internet connection (like me!) And conversation in groups can be a battle. That is not to say you can’t get valuable insight from individuals, it just takes longer to understand the DNA of your new place of work and I personally feel some of it won’t be revealed until I enter the office.
Initiatives I Implemented To Embed Myself Into My Company’s Culture:
To help me try to understand the culture of my new company I did the following:
- Put in social time with some of my new colleagues – a coffee chat for 30 mins for once a week to talk about anything and everything, to get to know each other but hear and swap stories and ideas. I would call it ‘time to spill the tea’ but that might be unprofessional for a HR professional ?
- Put in more meetings with my stakeholders than probably needed, but this is so I could have regular touch points and build a regular cadence. You get a lot of information from business conversations but it also helps you build vital relationships.
- Involved myself in employee networks to meet other people outside of my business area and get involved with company incentives and groups. I joined groups that were of interest to me, where I met people with common interests, such as Wellbeing and Women in Tech. If your company has similar groups I would highly recommend joining.
Lessons Learned: What I Wish I’d Known from Day One
For me I wish I had understood or identified the challenges of remote onboarding earlier, so I could have mentally prepared myself to jump into the extreme unfamiliarity.
In HR, I am accustomed to having face-to-face interactions, and having that removed hit me harder than I thought it would. I would have also asked different questions in my intros with my team and business areas, maybe more pointed questions, but you also don’t know what you don’t know.
Key Takeaways for Addressing the Challenges of Onboarding Remote Employees
I am currently sharing my remote onboarding experience with managers and the wider HR team so they can prepare for a virtual onboarding of a team member.
Organisations must proactively address the unique challenges of virtual integration by creating a remote onboarding checklist, and fostering genuine connections from day one. Managers should schedule frequent check-ins beyond standard virtual meet ups, provide training materials for navigating company systems, and designate experienced team members as buddies to offer ongoing support and cultural context.
Don’t overlook seemingly minor details, such as digital signature processes, collaboration tools or template locations – these minor frustrations can compound into larger integration challenges. Be open and let new remote hires feel that you will be available to answer questions, no matter how silly they may seem.
Most importantly, actively promote employee resource groups and social initiatives, as these informal networks often become the foundation for cultural understanding that might otherwise develop naturally in a traditional office environment.
Transforming Your Remote Onboarding Process: Setting New Hires Up for Success
As a manager, adapting your onboarding approach for remote employees requires intentional redesign of the process and proactive cultural integration strategies.
Begin by creating comprehensive digital resource guides that cover everything from technical setup to informal company knowledge that would typically be absorbed through office osmosis. Dedicate time specifically to relationship building and addressing the unique isolation challenges remote starters face.
Most importantly, don’t assume your existing onboarding materials translate seamlessly to virtual environments; actively solicit feedback from recent remote hires to identify gaps and continuously refine your approach.
By investing in these enhanced onboarding plans upfront, you’ll not only improve retention and engagement but also demonstrate your organisation’s commitment to supporting every team member’s success, regardless of their work location.
Frequently Asked Questions
How long does it take to feel fully integrated into a remote company culture?
Remote cultural integration typically takes 3-6 months compared to 1-3 months for in-person roles. It can be challenging to know who to connect with, so be patient with yourself and focus on building one meaningful relationship at a time while actively participating in virtual team activities and company initiatives.
What’s the biggest challenge new remote employees face?
According to Nicholas Bloom’s (Stanford Professor) study, remote employees report loneliness and isolation as two of their biggest concerns. The lack of casual office interactions -like coffee machine conversations or impromptu questions – can make relationship building and cultural understanding more difficult initially.
How can I avoid feeling overwhelmed during remote onboarding?
Focus on asking targeted questions during your first few weeks rather than trying to absorb everything at once. Set up regular coffee chats with colleagues, join employee resource groups that interest you, and remember that remote onboarding challenges are normal- everyone on your team has likely experienced similar adjustment periods.
Should I reach out to colleagues more often when starting remotely?
Yes, proactive communication is essential in remote environments. Schedule informal 30-minute coffee chats, ask clarifying questions during meetings, and don’t hesitate to send direct messages for quick clarifications. What might feel like “bothering” colleagues is actually appreciated relationship-building in remote settings.
What should managers do differently for remote onboarding?
49% of new hires who miss their first performance milestones have never had any formal onboarding training. Managers should create structured check-ins beyond work updates, provide comprehensive digital resource guides, assign experienced team buddies, and proactively address the small technical details that remote employees can’t easily ask about in person.
