Virtual Onboarding

Last time we looked at issues related to virtual hiring and today’s topic is what to do after someone is hired. Virtual onboarding is obviously a little trickier than onboarding in person, so here are some tips. Some of these are obvious, but who hasn’t had a time when the obvious was forgotten?

+ Replace a job description with a statement of roles and accountabilities. Clearly identify what is expected and identify the accountabilities. Accountabilities are important because it demonstrates from the beginning that you expect the person to be responsible for outcomes. Review this on the first morning and check back during the next few weeks to make sure the person is clear on these responsibilities.

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“We’ve Always Done It This Way”

Change is almost always received with at least a little resistance. When someone says “we’ve always done it this way” it’s a signal that you’ll need to do more work than just the change itself. You’ll need to “sell” your people on why this specific change.

When planning for change, then, you should plan for the change itself in addition to internal persuasion time. Yes, this takes more time, and yes, you need to do this.

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Emotion vs. Passion

We love seeing examples of people expressing their passion, especially when it reinforces their desire to do well for their clients or colleagues. Passion is contagious and can even lift others out of lethargy.

There is a distinction, however, between expressing passion and being subjectively emotional, or “overly emotional” as some people describe it. When this happens, people lose their objectivity and they are less effective influencers. I’ve seen many examples of this, with both positive and negative emotions.

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