如何在您的公司文化中包括远程员工

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如果您最近在办公室里,您可能已经注意到,今天的工作场所的外观和感觉与以前有很大不同。开放安排取代了隔间,光滑的监视器和笔记本电脑已经淘汰了笨拙的计算机,甚至桌子本身也倾向于移动且可调节,而不是固定的家具。

但是,劳动力的最大变化之一就是与员工本人在一起 - 偶然集中在一个中心地点,许多公司正在采用分布式方法,在该方法中,员工分散在全球范围内。这种安排可以在工作地点和小时数方面具有更大的灵活性,但这也导致了一个大问题:您如何创建公司文化并统一不在同一物理空间中的劳动力?

In order to make distributed employees feel more comfortable in your company, you should consider each stage of their employee lifecycle: what happens before they begin working for you, during their new hire onboarding process, and once they’ve become a regular contributing member of your team.

Let’s take a look at some ways that you can include remote employees in your company culture throughout their tenure with your company.


Pre-boarding

There’s no need to wait until an employee’s official first day to begin communicating and sharing information. Once you have a signed offer letter in hand, you can kick off thepre-boarding process。This is especially helpful with remote employees since these actions can show that you’re excited for them to be joining your team, even if they won’t be working in the same physical space.


Arm them with information

Make the most of the pre-boarding process by providing new hires with all the information they’ll need. The goal here is to make them feel welcome and well-informed about what to expect once they officially begin working for you. Send any type of paperwork or legal documentation for new hires to review and sign before their first day. You can also share everything from the employee handbook and other written guidelines to links to your company blog and other recommended reading materials. If your CEO has written or recorded a welcome message for new hires, be sure to send them the link. Remember that most new employees have a lot of questions and anxiety, and you can help to alleviate it by actively sharing information.


鼓励与同事的联系

Even if people won’t be working in the same physical space, it’s helpful to encourage connection between coworkers. Ask the head of the department to let everyone know who will be joining their team and share the new hire’s LinkedIn profile so they can begin to connect and send personal welcomes to their newest teammate. And if your company has an internal wiki or directory, be sure to give new hires access to it so they can begin to learn about their future coworkers.


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公司开始意识到登机的影响有多大10bet娱乐71966 澳门永利on employees’ decisions to stay with a company long-term. This is the critical time when you’ll be introducing your new hires to the working environment, their teammates, and their manager’s expectations for their role. Here are a few tips for onboarding your distributed workforce.


现场访问

如果您的公司有一个中央总部,那么将分布式员工带入工作的第一周确实是有益的。这使他们有机会与高管,队友以及他们定期合作的任何其他人见面,并帮助他们从一开始就观察并参与您的公司文化。另外,它发出了一个信号,即您很认真地将它们包括在您的公司中,即使它们每天都不是在那里。


工具教程

与分布式团队合作时,您可能会使用一套工具来帮助进行沟通和协作。确保您的入职计划包括时间介绍和培训这些工10bet娱乐71966 澳门永利具中的新员工。即使新员工以前使用过特定的工具,也值得花一点时间来解释它在您的公司中的使用方式 - 每个团队的操作都略有不同!花时间为新员工提供工具和培训,这意味着他们将准备好在新职位上发挥作用。10bet娱乐71966 澳门永利


好友系统

公司越来越普遍pair new hires with a buddy or mentor帮助他们缓解他们向新的工作环境过渡。您可以选择与自己部门或公司不同部分的某人合作(取决于您的Buddy计划的目标)。伙伴可以在第一周期间带新员工去午餐,向他们展示办公室(如果是现场),通常可以作为新员工对您公司遇到的任何问题的资源。This also helps take some pressure off the new hire’s manager, since buddies can field a lot of questions that might not be urgent, but are still super important (like knowing which channels to join on Slack or how to log in to the daily stand-up meeting).


在现有基础上

Once your remote employee has completed their onboarding process and become a full contributor to your team, you should be proud… but your work isn’t done! You want to continue to send the message that全部employees are valued members of your organization, regardless of where they live and work on a daily basis. The ideas in this section will help you think about how to include your distributed employees in your company culture on an ongoing basis.


Showcase all employees

One easy way to make all your distributed employees feel included is by creating a visual representation of all employees and showcasing it in a prominent place in your head office. This can be formal (think professional headshots) or casual (photos of employees posing with their pets or other fun props that represent their interests or personalities).


Ask for input

您的远程员工可能每天都不是您的总部,但这并不意味着您不能将他们包括在办公室文化的某些有趣方面。您要命名会议室还是为墙壁选择新的油漆颜色?要求他们提交想法并参与投票过程。


Keep everyone in the loop

Be sure to set expectations about the type and frequency of communication that employees should expect. Whether you’re chatting in Slack constantly, holding daily stand-up meetings in Google Hangouts, or sending out a weekly newsletter, make sure that everyone knows when and how you’ll be communicating with them. And speaking of video conferencing, something as simple as setting the camera at eye level (rather than above participants) can make the conversation feel more open and inclusive.


寻找使它有趣的方法

您自然会想保持有关团队或公司正在发生的事情的沟通,但这并不一定是所有的业务。尝试寻找方法包括您的分布式团队成员参加有趣的活动, 也。您可以在这里获得真正的创造力 - 尝试组织全球服装竞赛或才艺表演。


最后的想法

在不同时区和办公室管理员工可能是一个真正的挑战。即使您能够使每个人都了解正在发生的事情,也不能保证创造一种开放和热情的文化。我在这里概述的步骤将帮助您开始考虑如何超越简单地传达信息以及如何真正使您的分布式员工成为您公司文化的积极贡献者。


Want to dive into this topic even further? Check out the New Hire Onboarding Guide for more tips about onboarding remote employees.

See the guide
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