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6 Strategies to Re-Onboard Employees

Going back to the office will be an adjustment for everyone, and it will be an entirely new experience for remote hires. As we all look at returning to the office, there is an opportunity to re-onboard employees while being mindful of the particular needs of those who started remotely. Doing so will help create a continued positive employee experience and help further socialize them into the college and department’s culture (e.g. values, practices, norms, etc.). Given that employees hired remotely will likely not have met their fellow team members in person, nor likely have ever been to their physical offices, consider how you might lead the team in connecting and familiarizing themselves with the work environment. In addition to other onboarding best practices, here are six strategies to re-onboard employees as we are returning to work on campus:

Allow employees to bond as a cohort

Starting a new job and working remotely can sometimes impact opportunities to get to know and interact with colleagues across multiple levels of the department. For some, meeting colleagues in person for the first time and navigating public health protocols might feel awkward for individuals, regardless of their position. Supervisors may consider planning an in-person social opportunity such as a lunch with various colleagues in the college and campus. Supervisors play a crucial role in cultivating group dynamics that can lead to greater belonging, collaboration, trust, and overall productivity.  

Be thoughtful

Make an extra effort to help employees feel particularly welcome, as if it’s their first day in the office - because for some it is! Consider leaving something special at their desk, be it a personal note, any swag, or other small gift. This is a nice touch that will go a long way in making members of the group feel valued, cared for, and recognized for having started a new job and are returning to campus during a uniquely challenging time. 

Orient them to the facilities

Being new to an office can feel intimidating when you don’t know your way around (like trying to figure out where the bathroom is located). In orienting remote hires to the physical space, conduct these tours in small groups to provide additional opportunities for employees to meet and get to know others. Show them not only where the office pantry, break room, restrooms and fire exits are, but other things like security protocols, conference room sign up procedures, and more. These strategies are also a great practice when returning employees are moving into a new space as well. 

Communicate and check in regularly

Managers and supervisors play an important role in re-onboarding remote hires to make sure they are adjusting well to the new environment and have everything they need. Be proactive in providing resources and contacts for various questions employees, especially those that are new, may have. Consider scheduling regular one-to-one meetings, offer space during group meetings for discussion (i.e. sharing updates, asking questions, discussing barriers, etc.), share your preferred communication practices and learn the preferences of each employee  and regularly follow up. 

Create a network system

Aim to pair remote hires with tenured employees who are familiar not only with the physical office, but also the office culture, as this can be a key source of support for remote hires helping them to navigate new dynamics once they are back at the office, even if they only return onsite a couple of days a week. Consider assigning them two buddies — one who is on their team who has a good understanding of the remote hire’s role and manager, and one who is not on their team to help broaden their internal network and provide useful context outside their department. Spend time planning and checking in with the buddies to ensure they feel empowered and resourced to provide support to their colleagues. 

Create informal team-building opportunities

Creating opportunities for people to get to know each other better will help all employees to reconnect after being remote for over a year but will also help remote hires, in particular, to socialize and get to know both new and tenured employees in a more relaxed environment. This gives remote hires the option to get to know the office and other colleagues in an intimidating environment. Campus resources that you may consider to support your efforts include:

Use this helpful re-onboarding tool while going back to the office to create a great employee experience and use the above-mentioned strategies to re-onboard team members, especially those remotely hired.

Questions? If there are developmental resources that you have found useful to share with other managers or if you feel you would like to engage in further discussion, please share your ideas and thoughts with Amy Moreno-Sherwood, director of inclusive culture and Steph Prokop, assistant director of human resources.