Navigating the virtual shift

This article is part of our Opinions section

The modern workplace has undergone a seismic transformation in recent years, with remote work becoming the new normal. This shift, propelled by the Covid-19 pandemic, has brought both opportunities and challenges for organisations that shape the employee experience.

As a seasoned Chief People Officer with over 18 years of experience in HR, recruitment, and talent management, I’ve witnessed firsthand the impact of virtually managing the employee lifecycle. While it presents unique challenges, it also offers a host of advantages, allowing companies to tap into a broader talent pool, streamline onboarding processes and foster engagement in a more flexible manner.

In this article, I’ll share some hard-won learnings. Whether you work in HR or are a remote employee, I hope they will be useful.

Related reading: How the world of work will look in 2030

Virtual onboarding: take full advantage

The traditional office-based onboarding process, with its reliance on face-to-face interactions and physical check-ins, has been fundamentally disrupted by the rise of virtual onboarding. This shift has brought about a range of benefits, including enhanced flexible work arrangements and efficiency.

There are two easy wins here.

First, unleash the power of flexibility! Virtual onboarding breaks free from the constraints of time and location, allowing employees to engage with onboarding materials at their own pace and convenience. This asynchronous approach empowers individuals to take ownership of their learning journey, catering to diverse schedules and preferences.

Second, streamline your onboarding process. Virtual onboarding processes often lead to faster onboarding times, saving both the company and the employee precious time. This efficiency is achieved through the elimination of unnecessary travel and the streamlining of documentation processes, allowing new hires to get up to speed more quickly and seamlessly integrate into their roles.

If you’re clinging on to your old ways, it’s time to let go.

Global talent pools: embrace the diversity and perspectives of remote recruitment

The virtual onboarding landscape has also opened doors to a broader talent pool, transcending geographical limitations. With virtual onboarding, companies can recruit top talent from diverse backgrounds and perspectives, regardless of their location. This global reach allows organisations to tap into a wider range of skills and experiences, fostering innovation and growth.

Enhance engagement with tech tools

The integration of HR tech tools has transformed virtual onboarding experiences, incorporating interactive modules, video conferencing and gamification to enhance engagement and knowledge retention. These tools foster collaboration, skill development, and knowledge sharing, ensuring that every employee has access to high-quality training and support.

If you aren’t using these tools, you’re missing a trick.

Challenges on the virtual front and people-centric solutions

Despite the numerous advantages of remote onboarding, and remote work, it’s essential to acknowledge and address the challenges that arise in a virtual setting and how such an evolving workplace can be difficult to navigate. These challenges include:

1. Foster connections and camaraderie in a virtual landscape

The absence of face-to-face interactions can hinder the development of personal connections and camaraderie among team members. Informal interactions integral to traditional office onboarding may be overlooked, impacting the organic growth of relationships.

Maintaining high levels of engagement can be challenging in a remote setting, where the vibrancy and collaboration found in a traditional office may be missed. Building meaningful relationships with co-workers might take longer in a virtual setting, affecting the depth of professional connections.

The concept of “sticky employees” who feel a strong connection to their workplace may need to adapt to the virtual landscape, exploring innovative ways to foster loyalty. So, how do you combat this issue? Here are five solutions:

• Prioritise open communication and feedback
• Harness technology for connection
• Promote virtual social events
• Empower employees with flexibility
• Invest in leadership development

I will go into each of these topics in more depth in a moment.

2. Replicate the palpable energy of the office environment

Virtual onboarding may struggle to fully immerse employees in the company’s culture, as the palpable energy of an office environment can be difficult to replicate. Subtle nuances of communication, body language and cultural norms may be misinterpreted, hindering the assimilation of new employees into the corporate ethos.

To address this challenge, organisations should invest in carefully crafted company culture presentations, virtual team-building activities and regular communication with remote employees. 

3. Maintain engagement and longevity in a remote setting

The impact of virtual onboarding on the longevity of employment, and the employee journey, is nuanced. While it expedites integration, the lack of in-person experiences might influence long-term commitment. Maintaining high levels of engagement can be challenging in a remote setting, where the vibrancy and collaboration found in a traditional office may be missed.

To foster engagement and longevity in remote settings, organisations can:

• Prioritise regular communication and feedback. Maintain open communication channels with remote employees, encouraging two-way feedback and addressing concerns promptly. How? Leverage video conferencing tools, instant messaging platforms and social media groups to stay connected and facilitate real-time interactions.

• Harness technology for connection. As mentioned above, video conferencing, instant messaging and social media groups help foster real-time interactions and build connections among distributed teams. But you can go further. Organise virtual social events (see below), game nights or online celebrations to strengthen team camaraderie and foster a sense of community. Encourage employees to share personal updates and interests, creating a sense of belonging and shared experiences.

• Promote virtual social events. I mention virtual social events, game nights and online celebration above. Why go to the effort? Because these events can provide opportunities for employees to connect beyond their work roles, building personal relationships that can enhance overall engagement.

• Empower employees with flexibility. Allow employees to structure their work schedules to accommodate their personal needs and preferences, promoting work-life balance and engagement. This flexible work approach can help employees feel more in control and reduce stress, contributing to their overall well-being and job satisfaction.

• Invest in leadership development. Equip leaders with the skills and tools to effectively manage and engage remote teams, ensuring that every employee feels valued and supported. Leaders should foster a culture of open communication, provide constructive feedback and recognise and reward employee contributions. Additionally, they should encourage regular virtual team meetings to maintain a sense of connection and collaboration.

Conclusion: balancing the virtual and the real

As organisations navigate the virtual shift in employee lifecycle management, a delicate balance emerges. While the undeniable advantages of flexibility and efficiency offer a compelling case for virtual onboarding, it’s crucial to address the challenges of fostering meaningful connections and preserving company culture.

In the words of renowned leadership expert Margaret Wheatley: “Leaders are people who can hold a vision of the future and turn it into a present reality with other people.” In the context of virtually managing the employee lifecycle, this means recognising the opportunities and challenges presented by the virtual realm, adapting and innovating to create a positive and engaging experience for all employees, wherever they are located.