Career Coaching for Virtual Onboarding: 6 Tips for New Hires

Updated: Oct 21, 2020

career coaching

Success! You landed your dream job, or a job, which is a huge accomplishment in this extremely competitive and unique environment. Congratulations!

The interviews are behind you. The period of anticipation up to your first day is past. You have made it to…Day 1!

The first official impression you have of your new company and their first official impression of you.

The onboarding process now begins where you learn, 1) what you need to be successful in your role, and 2) how your work contributes to the overall goals of the organization. The company’s mission and vision and values and goals dance around in your head. You immediately want to be a part of a cohesive team. You want to feel that power of connection. You want to know everything about your company and colleagues and you want others to know everything about you and how you can help.

Think different. Be different. After all, the experience is different. It’s now virtual, but it can still be just as rewarding as being in person. If not more!

Follow these six tips to create a great virtual onboarding experience. You will stand out, accelerate your company knowledge, and build valuable, lasting relationships with colleagues at every level.

1. Make a stakeholder map

Start with a stakeholder map of who can help you the most across different levels within the organization. A more senior leader may be able to provide insight into the company’s mission, vision, and values. Someone within your department can help you navigate day-to-day strategies and initiatives that are important to help the company reach its goals. Make a list and reference it often.

2. Craft powerful conversations

Schedule 1:1 meetings to begin working on your personal relationships. These conversations must be mutually beneficial to both you and the person you are meeting. Plan ahead. Draft meaningful questions that will accelerate your impact.

What has worked well in the past with my role?

What advice would you have for me?

What bottlenecks / challenges have you seen?

Also, think about three ways that you can help make the other person’s job easier. Plan to share them in your discussion. Be proactive and send a follow-up email with ideas for the challenges they mention. Your eagerness to solve problems will immediately demonstrate your leadership potential.

3. Pursue incongruency and contradiction

You will interview people and 80% will be consistent with what other people say, but likely 20% will be inconsistent. That is what you should pursue! Find the truth. Seek to understand the discrepancy – why it exists and who believes what.