Onboarding in a remote workplace

My son had two internships this summer! I was so proud watching him walk to his room and go to work.

Both internships were mostly remote! He drove the 3-hour, round trip commute once a week just to feel connected to the company and the people. Though exhausting in a way, those were the days he was most energized. He thought the second internship based in NYC would be more in person. He went in the first few days only to find he was the only one there.

It got me thinking about how hard it is to onboard new people remotely! Companies don’t know how to do it and new employees often feel disconnected.

I created a new talk during covid called, Intentional Connection in a Hybrid World. It has become my most popular I the last few years because workplaces have embraced the hybrid workplace. As an experienced employee or parent, we cheer for this. As a new hire out of college, in my 24-year-old niece’s words, “It sucks!”

Why Onboarding is Critical

Effective onboarding isn’t just a courteous welcome, it directly impacts long-term retention, engagement, and loyalty and I have the statistics to prove it.

Retention & Longevity: 69% of employees are more likely to stay with a company for at least three years when they experience great onboarding.
Productivity: Effective onboarding ramps up new hire productivity by up to 70%
Engagement: Engagement increases by 54–60% when onboarding is done right.
Job Satisfaction: Employees with effective onboarding feel 18 times more committed and are 30 times more likely to report job satisfaction.

HOW TO: Tips for Onboarding in a Hybrid Workplace

Onboarding has always been about setting new hires up for success—but in a hybrid environment, the process takes on new dimensions. Not all employees are in the office every day or the same days of the week. Therefore, organizations need to be more intentional about creating clarity, connection, and culture from day one.

Here are some practical tips organizations can use to make hybrid onboarding effective and engaging:

Design a structured onboarding plan: Map out the first week, month, and quarter with clear goals. Provide a blend of virtual and in-person experiences so employees feel balanced and connected. You don’t want them left guessing.
Prioritize connection over information overload: Schedule small-group meetups, both virtual and in-person, to foster relationships. Do it regularly in the first few weeks. Assign a peer buddy or mentor who checks in often. Involve leaders in welcome messages or Q&A sessions to make the experience personal.
Use technology intentionally: Standardize tools and communication channel preferences (chat, slack, video) so new hires know where to go for what and how to get in touch most effectively. Provide onboarding resources, contacts, and FAQs.
Check in frequently: Managers should schedule regular one-on-ones to listen, guide, and reinforce progress. Gather feedback on the onboarding experience to continuously improve.
Celebrate milestones: Recognize small wins, show appreciation, and create hybrid-friendly celebrations, such as digital shout-outs or in-office team lunches.

When onboarding is done with care in a hybrid environment, new employees feel connected to both the people and the purpose of the organization—whether they’re at their desk at home or in the office.

What other ideas would you add to the onboarding process?

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