Poor onboarding can be devastating to engineering teams. A Bamboo survey found that 33 percent of tech workers quit a job within six months of their start date. One-third reported that a lack of effective onboarding contributed to their departures.

And this low retention is expensive. Onboarding software maker Edify found that the total cost to replace a $98,000/year junior engineer is a whopping $350,000.

Replacement costs are just the beginning of the impact of bad onboarding. “The effects of employee onboarding last way beyond when a new person starts working and impact your whole company,” said Status Page founder Steve Klein. “If your onboarding isn’t effective, in just 1 or 2 generations of hiring, you’re dealing with a team that’s shockingly less productive than it could be — and costing you a lot of money.”

Getting it Right
So how do you onboard new engineers when there is no office? Onboarding takes on a different flavor with remote employees, and with millions of employees now working remotely for the first time, getting onboarding right for them is even more critical and challenging.

We dove into how to onboard remote engineers in a live webinar (now recorded), “Thriving in the New Normal: Best Practices for Onboarding Remote Engineers.” InVision Engineering Manager Liz Ojukwu and Andela VP of Partner of Engineering Wambui Kinya will share from their experiences building and growing remote development teams.

Start Early
The most common onboarding mistake is to be unprepared for the new employee’s arrival. It is very demoralizing for employees to show up on the first day of work, and no one knows what to do with them. It’s even more demoralizing when the employee is sitting at home alone.

Ship computers in advance, ideally preloaded with all necessary internal applications and programs. Assign an owner to welcome new hires in a video call and to make sure that they have everything needed to get started. You can find more detail on Day 1 and Week 1 guidance by watching the webinar.

Information + Inspiration
Successful onboarding programs for remote employees immediately engage and educate new hires about team programming standards, culture, and performance expectations. Make sure that the information new team members need to be successful is documented and is practical and relevant.

It is also essential for you to connect new employees to your team’s aspirations. Information explains what you do and how you do it. Inspiration comes from understanding and connecting with the “why” of your work practices. Employees want to feel like valued contributors to a remarkable team working for a remarkable company. Don’t assume that “you had them with the offer letter.”

Can’t Afford Not To
“It is a competitive advantage accessible to every firm willing to invest in the strategic design and deployment of a new hire experience,” according to a report by Kronos and The Human Capital Group. “The monetary investment required can likewise be quite minimal, offering organizations with small talent management budgets the occasion to make a dramatic impact.”

Learn how to invest wisely in onboarding in the recorded webinar.

featured_image
About the Author

Bill Peatman

More Insights

April 20, 2020

The High Cost of Poorly Onboarding Remote Engineers

Bill Peatman

Poor onboarding can be devastating to engineering teams. A Bamboo survey found that 33 percent of tech workers quit a job within six months of their start date. One-third reported that a lack of effective onboarding contributed to their departures.

And this low retention is expensive. Onboarding software maker Edify found that the total cost to replace a $98,000/year junior engineer is a whopping $350,000.

Replacement costs are just the beginning of the impact of bad onboarding. “The effects of employee onboarding last way beyond when a new person starts working and impact your whole company,” said Status Page founder Steve Klein. “If your onboarding isn’t effective, in just 1 or 2 generations of hiring, you’re dealing with a team that’s shockingly less productive than it could be — and costing you a lot of money.”

Getting it Right
So how do you onboard new engineers when there is no office? Onboarding takes on a different flavor with remote employees, and with millions of employees now working remotely for the first time, getting onboarding right for them is even more critical and challenging.

We dove into how to onboard remote engineers in a live webinar (now recorded), “Thriving in the New Normal: Best Practices for Onboarding Remote Engineers.” InVision Engineering Manager Liz Ojukwu and Andela VP of Partner of Engineering Wambui Kinya will share from their experiences building and growing remote development teams.

Start Early
The most common onboarding mistake is to be unprepared for the new employee’s arrival. It is very demoralizing for employees to show up on the first day of work, and no one knows what to do with them. It’s even more demoralizing when the employee is sitting at home alone.

Ship computers in advance, ideally preloaded with all necessary internal applications and programs. Assign an owner to welcome new hires in a video call and to make sure that they have everything needed to get started. You can find more detail on Day 1 and Week 1 guidance by watching the webinar.

Information + Inspiration
Successful onboarding programs for remote employees immediately engage and educate new hires about team programming standards, culture, and performance expectations. Make sure that the information new team members need to be successful is documented and is practical and relevant.

It is also essential for you to connect new employees to your team’s aspirations. Information explains what you do and how you do it. Inspiration comes from understanding and connecting with the “why” of your work practices. Employees want to feel like valued contributors to a remarkable team working for a remarkable company. Don’t assume that “you had them with the offer letter.”

Can’t Afford Not To
“It is a competitive advantage accessible to every firm willing to invest in the strategic design and deployment of a new hire experience,” according to a report by Kronos and The Human Capital Group. “The monetary investment required can likewise be quite minimal, offering organizations with small talent management budgets the occasion to make a dramatic impact.”

Learn how to invest wisely in onboarding in the recorded webinar.

featured_image
About the Author

Bill Peatman

Thanks for subscribing!

 

More Insights

Partners in Delivery: Andela’s Model of Remote Software Engineering Staff Augmentation

In the wake of the COVID-19 pandemic, businesses are looking to streamline operations and find new ...

4_June_2020

How to keep engaging your tech community in a fully-remote world

In-person (offline) tech community meetups have, for the longest time, been the major engagement pl...

29_May_2020

The complete guide to Debug Swift code with LLDB

This guide contains the following content to ease your journey to become an lldb ninja: — Obje...

27_May_2020

Tips for Handling Remote Team Emergencies

Guest post by Ashley Kent. If your company is in the process of transitioning to a remote team, ...

27_May_2020

Remote Engineering Staff Augmentation Aids the Race to Digitize

While the economic shock and aftershocks of the global pandemic continue to ripple through the econ...

26_May_2020

Partners

Tap into a global talent pool and hire the “right” developers in days, not months.

Developers

Accelerate your career by working with high-performing engineering teams around the world.

BECOME A DEVELOPER

Hire Developers

We take great pride in matching our developers with the best partners. Tell us about your team below!

preloader_image

Thank you for your interest

A member of our team will reach out to you soon.