🤝 Elite onboarding strategies for new hires

Let's talk about onboarding your new hire.

You just brought them on and they’re eager to start.

But now what?

You can't exactly tell them to “shadow Bob for a week,” can you?

Nope. Remote onboarding is a totally different ball game.

But don't worry!

I've got a simple system that'll turn your onboarding process from a potential nightmare into a piece of cake.

First things first…

Be intentional with their onboarding.

You’ve gotta be deliberate about who they’re gonna meet with and when they’re gonna meet, or they’re just gonna sit there staring at their computer.

I like to pre-schedule an 8AM welcome call on day one…

And make sure they get their accounts and logins as quickly as possible.

For us, that's Notion, ClickUp, Skool, Slack, and a shiny new email address.

The quicker they're in, the faster they can get cracking.

Don't make them wait around for access.

Then, depending on when I want to get on a cadence with them, I like to project out meetings.

If I’m their direct supervisor, that looks something like:

“Let’s meet at 9AM for 30 minutes every day.”

It’s quick, easy, and keeps everyone on the same page.

This isn’t about micromanaging…

It's about being there to answer questions and guide them through those crucial first weeks.

Next…

Make them network with your team!

Have them proactively reach out to people on your team, and give a deadline.

Tell them, “Hey, go find some time with Shannon. Set up a chat with Grace. Etc. I’d like you to do that by the end of next week.”

This requires them to get into Slack, reach out, and get them using your communication tools from day one.

Part of this step includes introducing them to your company culture, fast.

For us, that means emphasizing a few key points:

• You’re expected to be an adult

• You’re not here to be a robot, you’re here to make decisions

• You’re gonna make mistakes, and that’s okay

• You’re gonna ask for a lot of help at first

• Over time, the expectation is that you’re more and more autonomous

Next, throw them in the deep end.

Give them an ambitious project right off the bat.

Shows you trust them and gets them up to speed fast.

If they say they've never used a certain tool before, tell them to hit up YouTube.

You want them to know that they’re gonna be moving and shaking from the get-go…

And it gives them another excuse to start using your tools, meet your team, and do hands-on learning.

Compare that to “Hey, read this thing.”

Way more powerful.

Get them started on EOD reports ASAP

Enter the end-of-day (EOD) reports.

Simple. Effective. Tells you what's going on.

It's a great way to track progress, spot issues early, and get a sense of their work style.

Plus, it helps set clear expectations about work hours.

Ask them to send their EODs to you from the start.

Turn them into documentarians.

Have them record your meetings and create playbooks for future onboardings of similar roles.

They learn, you get documentation.

Win-win.

Ask them what resources they wish they had on day one, then task them with creating those resources.

High-frequency meetings will be important in the beginning.

They can come with questions, get quick answers, and I’ve found it works really well.

Once they’re onboarded and have some responsibilities to own, I’d shift to a once-a-week 1-on-1.

The last thing I’ll say…

Nailing remote onboarding is just one piece of the global talent puzzle.

But it's a crucial one that can make or break your team's success.

That's exactly why I built Sagan Passport.

I've seen too many companies fumble the ball when it comes to integrating global talent.

It’s not just about hiring someone overseas and hoping for the best.

It's about building a powerhouse team that can take your business to the next level.

And that's where Sagan Passport comes in.

We're not just another recruitment platform.

We're your all-in-one solution for dominating the global talent game.

With Sagan Passport, you get:

• Access to a handpicked pool of global pros across various roles

• A proven blueprint for seamlessly integrating global talent into your team

• Ongoing support to help you navigate the unique challenges of managing a global workforce

We've done the heavy lifting, made the mistakes, and cracked the code – so YOU don’t have to figure it all out for yourself.

To see how we can help you unleash the full potential of global talent in your business…

Schedule a quick 15-minute call with us, here.

We'll show you how to build an unstoppable global team while keeping more of your hard-earned cash…

Setting you and your business up for your best year yet.

Yallah Habibi,

Jon

Passage of the Week

“We should value the faculty of knowing what we ought to do and having the will to do it. Knowing is easy; it is the doing that is difficult. The critical issue is not what we know, but what we do with what we know. The great end of life is not knowledge, but action. . . .”