1 \u2013 Remote onboarding \u2013 Start early<\/h2>\n\n\n\n![\"onboarding](\"https:\/\/www.blockadvisors.com\/resource-center\/\/wp-content\/uploads\/2015\/04\/Onboarding-new-employees.jpg\")
<\/figure>\n<\/div>\n\n\nYou can utilize the internet, intranet, and other communication tools to help with remote onboarding:<\/p>\n\n\n\n
\n- Take care of HR-type paperwork that can be completed online. Avoid that blizzard of forms that usually greets new employees by emailing forms, which can be a big pressure reliever for new employees. Try to do this in one, neat electronic package, rather than dispatching what\u2019s needed in a piecemeal fashion. It presents a clean, organized image of your company.<\/li>\n\n\n\n
- Help new hires learn names and faces and job titles before the first meetings. Hopefully, your company website, Facebook page, or blog contains pictures \u2014 both professional and casual \u2013 of staff. You can even explain the new employee\u2019s relationships to the people they will be working with the closest before they even step foot in an office.<\/li>\n\n\n\n
- Distribute your policy handbook, recent copies of newsletters, and other materials that will help employees learn about your business and its day-to-day operations.<\/li>\n<\/ul>\n\n\n\n
Congratulations! You\u2019ve just saved yourself a lot of time with the onboarding process. And, you\u2019ve helped new hires learn \u2014 at their own pace \u2014 what would normally be presented in mass the first day, which means that this information is more likely to be absorbed and retained.<\/p>\n\n\n\n
2 – The human element \u2014 the onboarding process continues their first day<\/h2>\n\n\n\n
Here\u2019s what\u2019s left to do in person with new employees within the office. While COVID-19 has changed the way many small businesses work, some businesses will remain fully remote. But, if your business requires in-person officing, read on!<\/p>\n\n\n\n
\n- Humanize the company\u2019s founding and founders. <\/strong>Speak to them about the founding vision, why the company started, and what problems the business is trying to solve today.<\/li>\n\n\n\n
- Make the new employee\u2019s work area look presentable<\/strong>. Order their business cards in advance, as well as the door (or cubicle) nameplate. Put their name on as many things as you can \u2013 their paperwork, the company phone directory, a personal cover letter attached to the standard employee handbook, etc. It will make them feel welcome and a part of the team from the get-go.<\/li>\n\n\n\n
- Send out a team email introducing the new addition<\/strong>. Pass along anything you\u2019ve learned that\u2019s not on resumes that might help break the ice when the in-person introductions begin. Send a message that the new employee was needed, and that they play an important role in achieving the company\u2019s overall mission.<\/li>\n\n\n\n
- Assign a co-worker to mentor the new employee. <\/strong>This shouldn\u2019t be a boss-underling relationship, but rather someone with good people skills who can walk them through the company\u2019s computer work-and-collaboration system, take them to lunch, and be available for questions. (If you are a smaller business, it\u2019s ok to be the mentor to new employees.)<\/li>\n\n\n\n
- Give the new employee breathing room the first day or two<\/strong>. Despite all of the information the new employee may have amassed through their online prep work, they\u2019ll still be getting bombarded with new information. Let them immerse themselves in their work areas and learn about the technology you\u2019ve provided them \u2013 without being observed constantly.<\/li>\n\n\n\n
- Don\u2019t assume the new employee absorbs everything they read before their first day<\/strong>. Schedule an hour their first day to ask them if they have any questions or concerns. Hand them a written job description, and if you can, share information about the structure and content of their first employee evaluation so they know how they\u2019ll be assessed. Then, try to do an informal check-in once a month or so until the first formal review.<\/li>\n<\/ul>\n\n\n\n
Need help with new hire onboarding from a tax perspective?<\/h2>\n\n\n\n
After all that, you might have forgotten about the tax to-dos for new employees. New hire onboarding can be a challenge in and of itself\u2014but if you bring in tax challenges it can be even more complex. First, educate yourself on tax requirements when hiring employees. Then, as you read through the necessities, know that help is at your fingertips.<\/p>\n\n\n\n
We’re experienced in serving businesses like yours. Our certified tax professionals are specially trained in taxes by Block Advisors. <\/p>\n\n\n\n
<\/figure>\n<\/div>\n\n\nYou can utilize the internet, intranet, and other communication tools to help with remote onboarding:<\/p>\n\n\n\n
- \n
- Take care of HR-type paperwork that can be completed online. Avoid that blizzard of forms that usually greets new employees by emailing forms, which can be a big pressure reliever for new employees. Try to do this in one, neat electronic package, rather than dispatching what\u2019s needed in a piecemeal fashion. It presents a clean, organized image of your company.<\/li>\n\n\n\n
- Help new hires learn names and faces and job titles before the first meetings. Hopefully, your company website, Facebook page, or blog contains pictures \u2014 both professional and casual \u2013 of staff. You can even explain the new employee\u2019s relationships to the people they will be working with the closest before they even step foot in an office.<\/li>\n\n\n\n
- Distribute your policy handbook, recent copies of newsletters, and other materials that will help employees learn about your business and its day-to-day operations.<\/li>\n<\/ul>\n\n\n\n
Congratulations! You\u2019ve just saved yourself a lot of time with the onboarding process. And, you\u2019ve helped new hires learn \u2014 at their own pace \u2014 what would normally be presented in mass the first day, which means that this information is more likely to be absorbed and retained.<\/p>\n\n\n\n
2 – The human element \u2014 the onboarding process continues their first day<\/h2>\n\n\n\n
Here\u2019s what\u2019s left to do in person with new employees within the office. While COVID-19 has changed the way many small businesses work, some businesses will remain fully remote. But, if your business requires in-person officing, read on!<\/p>\n\n\n\n
- \n
- Humanize the company\u2019s founding and founders. <\/strong>Speak to them about the founding vision, why the company started, and what problems the business is trying to solve today.<\/li>\n\n\n\n
- Make the new employee\u2019s work area look presentable<\/strong>. Order their business cards in advance, as well as the door (or cubicle) nameplate. Put their name on as many things as you can \u2013 their paperwork, the company phone directory, a personal cover letter attached to the standard employee handbook, etc. It will make them feel welcome and a part of the team from the get-go.<\/li>\n\n\n\n
- Send out a team email introducing the new addition<\/strong>. Pass along anything you\u2019ve learned that\u2019s not on resumes that might help break the ice when the in-person introductions begin. Send a message that the new employee was needed, and that they play an important role in achieving the company\u2019s overall mission.<\/li>\n\n\n\n
- Assign a co-worker to mentor the new employee. <\/strong>This shouldn\u2019t be a boss-underling relationship, but rather someone with good people skills who can walk them through the company\u2019s computer work-and-collaboration system, take them to lunch, and be available for questions. (If you are a smaller business, it\u2019s ok to be the mentor to new employees.)<\/li>\n\n\n\n
- Give the new employee breathing room the first day or two<\/strong>. Despite all of the information the new employee may have amassed through their online prep work, they\u2019ll still be getting bombarded with new information. Let them immerse themselves in their work areas and learn about the technology you\u2019ve provided them \u2013 without being observed constantly.<\/li>\n\n\n\n
- Don\u2019t assume the new employee absorbs everything they read before their first day<\/strong>. Schedule an hour their first day to ask them if they have any questions or concerns. Hand them a written job description, and if you can, share information about the structure and content of their first employee evaluation so they know how they\u2019ll be assessed. Then, try to do an informal check-in once a month or so until the first formal review.<\/li>\n<\/ul>\n\n\n\n
Need help with new hire onboarding from a tax perspective?<\/h2>\n\n\n\n
After all that, you might have forgotten about the tax to-dos for new employees. New hire onboarding can be a challenge in and of itself\u2014but if you bring in tax challenges it can be even more complex. First, educate yourself on tax requirements when hiring employees. Then, as you read through the necessities, know that help is at your fingertips.<\/p>\n\n\n\n
We’re experienced in serving businesses like yours. Our certified tax professionals are specially trained in taxes by Block Advisors. <\/p>\n\n\n\n
- Make the new employee\u2019s work area look presentable<\/strong>. Order their business cards in advance, as well as the door (or cubicle) nameplate. Put their name on as many things as you can \u2013 their paperwork, the company phone directory, a personal cover letter attached to the standard employee handbook, etc. It will make them feel welcome and a part of the team from the get-go.<\/li>\n\n\n\n
- Humanize the company\u2019s founding and founders. <\/strong>Speak to them about the founding vision, why the company started, and what problems the business is trying to solve today.<\/li>\n\n\n\n