Given the many challenges facing companies in 2020, remote onboarding has become a way to get on the agenda. Indeed, according to the results of Google's onboarding program, an employee who follows an onboarding program is 25% faster and more efficient 👍 than an employee who does not.
Moreover, with the democratization of teleworking 💻, companies are finding it more difficult to hire their employees, for several reasons: little human contact, no visualization of the workplace, less immediate communication, etc.
Johan Goldstein from 360learning was able to speak with Paul Cabrera, the manager in charge of onboarding at WhatsApp, to understand how this leader in communication 📱 hires and engages its new employees remotely. (Interview available here).
What will you learn?
- How WhatsApp manages its onboarding remotely.
- How to pass on the corporate culture to new employees.
- How to get employees to overcome the impostor syndrome
- Take feedback to improve onboarding and facilitate employee engagement. with HeyTeam
How WhatsApp meets the challenge of remote onboarding.
This shift from traditional employee greeting to remote onboarding comes with unforeseen challenges. Companies must balance flexibility and determination 🎯.
"It's different, of course," says Paul. "We're trying to define our message about the WhatsApp culture and understand what it means for newcomers. We also deal with a lot of environmental circumstances that we've never had to deal with before, such as family, pets 🐈, caring for loved ones, computer problems".
Paul also emphasizes that it's not just about welcoming new employees. It's about helping them for 2, 3 or 6 months 📅. What makes it difficult is that it's a novelty. There is no guide to support employees remotely.
Define the corporate culture.
Most of the time, corporate culture is linked to physical elements (welcoming employees in the morning ☕, group discussions, etc.).
As Paul explains, remote onboarding requires being clear about the corporate culture. "Now we define exactly what the WhatsApp culture is. It's a sharing process, we schedule meetings with leaders, human resources and the rest of the teams."
The key to success when it comes to passing on the corporate culture, according to him, is to be clear and concrete so that the new employee can easily get used to it.
Giving newcomers the means to understand users: the user 101 program.
One of the most complicated aspects of the e-learning environment is making new employees aware of user needs. To do this, Paul and his team focus on concrete examples to make their culture as clear and intelligible as possible.
To do this, new recruits are engaged in the "User 101" program. The project is being conducted in partnership with the WhatsApp research team. This program enables them to understand user needs and involves strong collaborative engagement through a 📝 user interview conducted remotely.
At the same time, WhatsApp is measuring the ROI of this onboarding program to ensure it is worthwhile and has a positive impact on employee engagement and training.
Helping newcomers overcome the impostor syndrome.
Another benefit of their "User 101" program is that it makes everyone feel like they belong. This program helps them avoid the "impostor syndrome", i.e. feeling out of place 👨💼 by having a concrete mission upon arrival. In this way, onboardee feels involved in the company.
"If a new recruit can bring the user's point of view or ask questions about it, they may feel they are contributing to the company's life much sooner".
As Paul explains, successful digital onboarding has a positive impact on employee performance in the long term. He will be able to organize himself and learn faster. However, there may be unintended consequences that need to be addressed. For example, special attention must be paid to things that might distract remote employees.
Take feedback to improve onboarding and facilitate employee engagement.
As we have seen, digital onboarding is very important to help new recruits integrate, understand and acquire the corporate culture 🏢. Setting up an onboarding program is therefore very important, even more so when the reception of the employee is done remotely.
For example, with HeyTeam, you can onboard your employees remotely, pass on the company culture to them through presentation videos, events with other employees and challenges.
Another point not to be overlooked, as Paul Cabrera pointed out, is the feedback 💬 from newcomers. They need to be listened to and helped, even months after their arrival. To be successful in onboarding, it's not just the welcome that counts. It is the whole process of accompaniment, feedback and support that is important.
When it comes to taking feedback, HeyTeam allows companies to create questionnaires to collect and analyze user feedback. In the event of a problem, a negative "mood" 😔, the manager will be notified and a challenge to help the employee will automatically be sent.
To remember :
- Digital onboarding is a necessity for companies.
- It is necessary to accompany the new recruits and to take returns.
- Defining and transmitting the corporate culture are two key steps in integrating and engaging employees.
- HeyTeam facilitates remote onboarding and feedback from employees
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