*article* *also in[Hybrid/ Remote Onboarding](<https://open-sourced.notion.site/Hybrid-Remote-Onboarding-13-resources-4655a3fc927a45acb1093352e324ca1d>)*
✔️ When you’re co-located, it’s easier to understand the working style of a new employee, but how do you replicate that in a remote world? ✔️ In a remote work environment, working preferences are learned through trial-and-error, rather than the usual observation that happens in-person and preempts misunderstandings and work conflicts; ✔️ The 13 most essential questions on work preferences to ask – and what asking them will reveal to you during the remote onboarding process.
*article*
✔️ Make them feel a part of their immediate team as well as connecting them with other key stakeholders; ✔️ Give them clear direction on the what, how, and why of all the tasks they need to accomplish; ✔️ Set them up to score early wins, and keep coaching them over the next several months.
*article*
✔️ As a manager, check-in with your new team members regarding how they liked to be managed; ✔️ "Within 48 hours of receiving the signed offer letter, each hire receives a welcome email, establishing a point person to answer any questions and gather basic information via a ‘Welcome to Percolate’ survey."
*article*
✔️ At the beginning set weekly one-on-one sessions with your new team members; ✔️ Design what the first month of the new hire will look like project-wise. What will they be responsible for, and what’s the ideal outcome? You want to have something to help the person get acquainted with the company, but also have the feeling of accomplishment at the same time.
*checklist*
✔️ Outline the outcomes you expect them to achieve in their first 30-60-90 days; ✔️ Audit and update your team’s internal documents; ✔️ Announce your new employee in multiple places.