Thus, especially, in a hybrid home working model, an important part of being successful at work is feeling engaged and connected from the very beginning to the company mission and vision. Engagement is not and should not be regarded as an office centric process.
Hence, working within a home-office hybrid model does not mean that team cohesion is an unattainable goal, and that team integration should not even be attempted during the Onboarding phase.
On the contrary, your employer should be wary and keep track any challenges brought by hybrid home working. As such, when using a hybrid work from home policy, your Pre & Onboarding processes should ensure that:
1. You have the right set-up to do your job both on-site and remotely (for example an IT Onboarding Checklist containing, among others, a hardware and software list could be an extremely useful tool).
2. You have been instructed on using troubleshooting resources in case of any network or software issues.
3. You have access to the necessary training resources to do your job productively.
4. You have been paired with a buddy, which will ensure that regardless of your location, you won’t miss out on any informal learning that would normally occur at the office.
5. You are presented with the right communication tools that can be used formally (for job specific questions, meetings and training), but also informally (for gaining a sense of connectedness to the culture of the organisation).
6. You have a schedule that combines the social aspect of starting a new job, with the requirements of a job and the final goal of a productive performance. Thus, onboarding would ideally mix business with fun: making you feel at home and commencing camaraderie relationships with your co-workers from the get-go.