Induction Training 2

5 Reasons Tech Companies Should Not Conduct Remote Induction Programs

It is about the time when new hires are onboarded. All the teams are busy with the remote onboarding process- recruiters are busy with arranging documents from the new hires, tech managers with one-on-one calls, the L&D team is arranging for the learning material and so much more! 

There is so much fuss around conducting remote induction training but the one question that no one asks is, “Is it worth it?” 

Here are 5 reasons you should not conduct induction training for remote employees: 

 

1# You don’t want them to get started with projects  

Cloud technology has brought in the much-needed change in the remote working space.  

Using hands-on labs as an onboarding tool provides the new employees with a real-world environment that gives them a first-hand experience on the types of project that can expect in the coming days. 

The pricing is done for the number of hours the labs are used. Also, the employees do not have to fuss about installing software to make use of the labs since everything can be done on the web alone.   

These features make Nuvepro hands-on labs an accessible tool.  

Try the hands-on labs here   

 

2# You do not want them to get along with their colleagues 

One fun thing about the onboarding process is that all the employees get a chance to speak with each other- across teams and hierarchy.  

It helps the new hires to get comfortable in the workplace and socialize better. 

It is crucial that remote onboarding is made interactive– it keeps the participants engaged and connected.  

It is difficult to retain information when the calls become long and monotonous. Creating breakout sessions, polls, and engaging on chat are the few ways to keep them engaged over the virtual platform.   

3# You do not want a new team member to trust your business 

Induction gives employees a clear understanding of where the organization is and where it envisions itself in the future.  

New hires get a sense of inclusion because now they are aware of their role in making the organization a success.  

This speaks on a professional level and increases transparency with the new joiners, showing them what they are signing up for. It does not only instill better motivation levels but also a better culture in the company to adhere to. 

4# You do not want the new hires to easily set up their work environment 

Who would want to ease their employee’s work by giving them tech support to set up their work environment 

The right gadgets, a proper work system with the necessary software installed is what tech employees need.  

It is to be ensured that the new hires have a seamless experience when starting working for the company. A few ways to do so- Shipping the new gadgets, giving support for configuring the setup, and a go-to person to resolve their tech issues. 

5# You do not want to retain the new employees 

2020 has not only brought virtual processes in place but also unlocked more opportunities for employees. It gave them the flexibility to apply anywhere across the globe as full-time remote workers.  

49% of HR leaders plan to hire more fully remote workers when the pandemic is over. It is only advisable to make the onboarding process easier to ensure high employee retention.   

There’s nothing better than an onboarding strategy that will make new hires a company ambassador rather than making them feel welcomed.   

  

Conclusion: Cover All the Bases 

Even though one-on-one conversations build relationships within the organization, it is not an ideal way to conduct remote onboarding sessions. 

An efficient way to do it would be to align webinars and group calls with people across the hierarchy and various teams. 

Doubling down on making the new employee feel welcomed will in return give loyal and highly retentive employees,  

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