3 no-nonsense tips: onboarding in the hybrid work environment

Onboarding in the hybrid work environment – tl;dr

1. Prioritise face-to-face one-to-one meetings between new hires and their managers

2. Introduce the buddy system by assigning each new hire to a go-to person

3. Plan strategically by setting short-term objectives

The first 3 months of employment are crucial.

Up to 20% of employee turnover occurs in the first 90 days in their new role. That’a significant number, considering all the resources invested in hiring a new team member, which costs around $4,000 per vacancy, not to mention the necessary time and effort.

There is less tolerance for error when onboarding in a hybrid work environment.

In today’s world, new workers are more prone to isolation due to reduced in-person interaction in the workplace. As a result, they have fewer opportunities to connect faces with names and build strong, supportive relationships with their colleagues.

It’s time to update your onboarding practices to make newly hired employees feel included and supported regardless of their work location

– says Mateusz Barczyk, Senior Brand Manager, Hushoffice

The sooner the new hire begins to thrive, the faster you will see a return on your investment.

Employees who have a positive onboarding experience exhibit a 50% increase in productivity during their first year. Unfortunately, only about 29% of new staff members feel well-prepared and adequately supported after being hired. Thus, a well-designed onboarding protocol is crucial. 

Tip #1: Prioritise face-to-face one-to-one meetings between new hires and their managers

The importance of regular one-to-one meetings cannot be underestimated. By implementing bi-weekly one-to-ones, Adobe mitigated voluntary turnover by an impressive 30%, while GE achieved a fivefold increase in their productivity. The key is to start early and maintain consistency – workers who attend one-to-ones twice more often than their colleagues are 67% less likely to feel uninvolved.

Successful onboarding hinges on a strong manager-employee relationship.

It is estimated that 70% of the difference in employee involvement can be attributed to managerial influence. Indeed, newly hired employees are 3.5 times more likely to feel satisfied when their supervisors take a proactive approach. In fact, relationships with management are considered the top factor in job satisfaction.

Managers should regularly check in with their newly hired staff, at least using virtual tools.

Effective check-ins don’t need to be lengthy and formal. They can take the form of a 15-minute discussion on an individual’s progress, their interests, concerns, or thoughts. That’s often enough. Just a few moments are enough to address minor issues, thus nipping potential problems in the bud.

Tip #2: Employ the buddy system — pair hires with a main point of contact

Microsoft calls this role an “onboarding buddy.” A person to contact. Indeed, new hires who are assigned buddies are 23% more satisfied with their onboarding experience compared to those without such support. Moreover, 86% of newly hired employees who met regularly with a buddy 4-8 times a week during their first three months in a new position reported that their buddy provided valuable help, allowing them to hit the ground running.

A buddy might be the new hire’s direct manager or any knowledgeable team member.

It is essential that they fully understand the new hire’s role and an experienced senior executive can also ensure that the new hire settles in smoothly.

What are the qualities of a good buddy?

First and foremost, buddies should be sociable and genuinely committed to paving the way for their new peers’ success. They need to be genuinely involved andable to seamlessly connect with other colleagues. Finally, buddies must dedicate time and energy to the role, offering their support whenever necessary.

What is the role of a buddy?

Buddies need to answer various questions, redirecting more complex ones to the appropriate experts. They should also help the new hire build connections with the right individuals. In essence, their role is to make the onboarding experience smoother, presenting the big picture more effectively than any welcoming packet would.

The buddy system is beneficial for both the buddy and the new hire. New blood in your company’s area of expertise means smart, insightful questions that can shed new light on well-established conventions as a curious, success-oriented individual will always challenge fundamental assumptions. And obviously, teaching is an ideal way to integrate; while your buddy describes crucial systems and processes, they deepen their own understanding of things as well

– says Mateusz Barczyk, Senior Brand Manager, Hushoffice.

Tip #3: Plan strategically by setting short-term objectives

During the onboarding process, It is essential to keep in mind that the first couple of weeks on the job lay the foundation for the future. That’s why it’s so crucial to ensure the new hire’s experience is positive and productive, encouraging them to stay with the company for a longer time.

Their first weeks on the job determine whether enthusiasm or anxiety will dominate their attitude to work – whether they will seamlessly navigate the work reality, gathering information needed for their first project, or struggle with uncertainty about who they should contact. Thus, setting manageable, short-term objectives can work wonders. It might be arranging meetings with key individuals or telling them to prepare several slides on the supply chain. The bottom line is to get them fully immersed, establishing relationships, and collaborating with colleagues to seek constructive feedback

– says Mateusz Barczyk, Senior Brand Manager, Hushoffice.

Every success and failure from the outset starts a positive or negative feedback loop.

Each success, whether it’s a measurable metric or an innovative idea, can be motivating, while each failure, such as a misunderstanding or an unintentional slip-up on a call, can be discouraging.

Bear in mind that small wins add up, leading to success.

The more wins, even small ones, your new hire gains, the greater their appetite for success becomes, and their determination grows. In essence, short-term, manageable goals are the building blocks of more significant accomplishments, fostering long-term engagement.

In the end, how do you eat an elephant? One bite at a time.

Short-term objectives can serve as checkpoints, breaking the first 90 days into manageable stages. If your new employee nails it, their contributions will be appreciated. If they fall short on any goal, their supervisor will spot it and help them get back on track. Either way, their morale will stay strong.

Onboarding in the hybrid work environment – summary

1. Prioritise face-to-face one-to-one meetings between new hires and their managers

2. Introduce the buddy system by assigning each new hire to a go-to person

3. Plan strategically by setting short-term objectives

Onboarding in the hybrid work environment – frequently asked questions

What is the most effective strategy for onboarding employees in the hybrid work environment?

Implement the buddy system. New hires who are assigned buddies are 23% happier with their onboarding experience compared to those without such support.

Which booths are best for onboarding new staff?

Our hushMeet.S 2–person booth is ideal for onboarding. It offers a comfortable space where new hires can regularly meet with their managers.

How to make the onboarding process effective?

Organise regular one-to-one meetings between the new employee and their manager. Assign a go-to person or an “onboarding buddy” to the new hire. Last but not least, set short-term objectives, allowing new hires to gain early wins and ensure a positive experience from the start.