Ensuring balance in onboarding/training processes in a hybrid culture

The onboarding and training of employees is critical to the success of any workforce, particularly a hybrid work arrangement. Onboarding may occur virtually or require in-person meetings depending on job requirements, company practices and budget. In all cases, employers should have an intentional and well-designed process in place for new employees that considers the circumstances of their hybrid arrangements.

Initial formal job training typically consists of an overview of: company policies and procedures; work expectations; company culture; use of equipment; perks and benefits; as well as job skills and know-how. Informal, on-the-job training that naturally occurs when working with others should not be overlooked or minimised. Employers with remote workers need to find ways to replicate the collaborative learning and teambuilding that occurs when people are together in the same place. This is the area where I see the most challenges and frustration.

Learning to work better is an ongoing process for employees. Remote work may require additional communication and oversight to assess an employee’s knowledge of job requirements and understanding of company culture. It can take longer, with new methods needed to become acquainted with co-workers and develop rapport. Some employees feel disassociated and unguided because of inadequate interaction with management. That can be a source of problems in employee retention. Managers may need training and coaching on how to communicate, develop teamwork and supervise their team more effectively in hybrid work arrangements.

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