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5 Ways to Implement Effective Remote Onboarding

Amber Trendell
Global Head of Marketing, Oracle Food and Beverage

To help address some of the topics we know are top of mind for the food and beverage industry, we are pulling together a selection of content from across the Oracle landscape.  Our first installment focused on promotion strategy and improving engagement with customers and prospects. This second installment is based on an Oracle Human Capital Management post by Jason Richmond, Chief Culture Officer and Founder at Ideal Outcomes.

As businesses start to look toward reopening their doors and increasing transactions, the question of how to re-engage employees and onboard new ones is present in the minds of many business leaders.

One big question is how to bring new employees on board remotely or brush up the skills of returning staff. Fortunately, technology and tools are making the face-to-face experience come to life even when workers are not able to leave home.

Here are five straightforward ways to kick off your onboarding to make sure your restaurant is staffed when you are ready to fully reopen your doors:

  1. Plan ahead. Make sure you are able to find and hire new employees well in advance of needing them to be on site. This allows them to do as much remote training possible ahead of their start date.
  2. Don’t make onboarding about paperwork. Use online signature tools as much as possible and complete paperwork in advance.
  3. Send uniforms. One way to help a new hire feel connected to the team is by sending their uniform so that they can show up on day one dressed and part of the team.
  4. Create a virtual walkthrough. Create a short virtual tour of your store so the new employee can become acquainted with the layout. You can make this fun and challenging by creating a short “scavenger hunt” where you give employees a list of unusual things to watch for. (Think about the “I Spy” car game.) If you are doing virtual onboarding in groups, employees can raise their hands or note in a chat box when they spy one of the items on the list. 
  5. Make the experience interactive. Nobody wants to be lectured to. Involve them in conversation not only with the onboarding leader but also with each other. Plan an icebreaker so that they can get to know other new employees and the people they will work with. If you have a large group and your platform allows it, set up some break out discussions. 

Finally, don’t forget, Day One is just that—an real-life introduction to your whole process. Hopefully, the virtual onboarding made a dent in getting both sides getting comfortable and ready to roll.

Develop checklists with managers so that they continue this process over time and make sure they set up a regular schedule to cover goals and expectations. They can also arrange a support system, making sure experienced co-workers reach out to new people on a regular basis.

Experiment and see what works best with your environment. Survey folks to see what they like and ask them for their ideas on how to enhance the experience. You will find people adapt to an online presence quite quickly if you make the effort to help them adjust.

This post was based on an article written by Jason Richmond, President/CEO and Chief Culture Officer for Ideal Outcomes, Inc., a company that has developed remote learning programs for companies of all sizes. Additionally, Jason is the author of Culture Spark: 5 Steps to Ignite and Sustain Organizational Growth

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