7 Things Any Small Business Can Do Today To Give Employees a Better Remote Onboarding Experience

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Small and Medium organizations in the Philippines like Coda Payments, Mars Pet Nutrition Philippines, Qavalo, Balsam Brands and PANDR Outsourcing made its debut as List-makers in this year’s Best Workplaces™ in Asia. They were identified among the Top 100 companies in this category across Asia and the Middle East who share efforts in ensuring workplace practices benefit their employees on flexibility, purpose, inclusion and well-being.

They have proven that size does not matter if you want to create a positive workplace experience for your employees, regardless of your company’s workplace setup. In this article, we share some of the best practices small businesses can copy to have a better remote onboarding experience for their employees.

One in four new hires quit within the first six months. That’s what studies by Recruting.com and BambooHR each found.

I’ll give you a moment to read that again. A quarter of all the people who you see from interview to onboarding will leave. (!)

Here’s another stat for you: Organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Companies with shaky onboarding programs lose the confidence of their candidates and are more likely to say goodbye in the first year.

How to improve remote onboarding experiences

Spread across 33 states in the US – with some team members even reporting from overseas – You Need A Budget (YNAB) has been remote since the dawn of its time. YNAB climbed to the top of the 2020 Best Small Workplaces™ list, so let that be evidence of the company’s flourishing remote culture.

Over the years, YNAB has developed some onboarding tactics to help create a great experience for team members right off the bat. I’m not talking about product training and W-4 forms. I mean those human touches that make new team members feel appreciated.

Here are YNAB’s tips for building a sense of camaraderie and intimacy early on:

1. Mail a fun welcome package

On their first day, new YNAB team members receive a welcome package in the mail. YNAB tries to schedule the delivery so that the package arrives just in time for the team member’s first day. Wrapped up inside is YNAB swag, along with some of the company’s favorite books and a short booklet about YNAB’s vision and company mission.

2. Get employees to write a bucket list

Every new hire is encouraged to write a 50-item Bucket List. The lists are held in a giant spreadsheet, internally available to everyone. YNAB told us it’s a great way to get to know people, because when you read their Bucket List you think, “Oh! You want to climb the highest point in each U.S. state? Intriguing. I’m going to have to talk to you about that at the next team meeting.” It’s also a sneaky way of getting birthday gift ideas.

3. Gift a welcome meal

Celebrating special events and milestones helps employees feel valued. YNAB gives new hires a gift card so they can go out for dinner with their family or friends to celebrate their new job. If managers have done some successful sleuthing in the interview process, the gift card will be for the employee’s favorite restaurant.

4. Collect and send personalized welcome notes

In the week leading up to a newbies first day, YNAB leaders collect personalized welcome notes from everyone on the team. YNAB said it’s not just the new hires who enjoy the personal notes, but current employees get a boost out of writing them. 

5. Have local employees’ hand-deliver

When the new hire lives near other employees, YNAB will often organize dropping off the welcome package in person (wearing masks of course). Meeting a friendly face on your first day is a fast way to bridge connections from the real world to Zoom calls.

For employees at PANDR Outsourcing, Qavalo and Mars Pet Nutrition Philippines, 100% of their employees say that they are made to feel welcome when they join the company.

6. Elect a friendly onboarding buddy

Being the new hire can be daunting. With so many “dumb questions” to ask, this is one area where sharing a physical office wins. YNAB nominates a peer on the new hire’s team to “walk alongside” them the first few weeks. This person is an extra support and there to answer the hundreds of tiny questions that the new employee might be hesitant to ask co-workers.

7. Connect via video more than you would normally

YNAB makes sure there are plenty of video calls between new hires and various members of leadership. They also set up video calls with individual teams, giving plenty of opportunity to learn about the business and ask questions.

It takes more time to understand each other’s communication styles without the in-person opportunity to observe body language and how managers work with others. YNAB’s extra “facetime” helps cultivate a bond early on that leads to great communication.

Want to get a benchmark on the level of trust in your organization? Since 1992, we’ve surveyed over 100 million employees around the world and used those deep insights to define what makes a great workplace. This research is the science behind our Trust Index™ survey. It’s the only survey that lets you benchmark against Best Workplaces like YNAB. Ask us about it today.

Claire Hastwell

Claire is our Senior Content Marketing Manager. Claire works with Great Place to Work data and company culture experts to distil the psychology of high-trust workplaces. Claire co-authored the Women in the Workplace report and her profiles of Best Workplaces™ have featured in Fortune. When Claire’s not sifting through our 28+ years of survey data, she’s rolling out her yoga mat or daydreaming about her next U.S. road trip.

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Philippines Best Workplaces™ 2024 Methodology

Employees respond to over **60 survey questions** describing the extent to which

their organization creates a great place to work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.

Great Place to Work® analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, company values, and the effectiveness of their leaders to ensure these are consistently experienced.

To be considered, companies had to meet the Great Place to Work-Certified™

standard. Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better to ensure the survey results truly represent all employees.

We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Companies with 10 to 99 people were considered for the Small category.

Companies with 100 employees or more were considered for the Medium category.

Companies exceeding 1,000 employees were considered for the Large category.

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To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.

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