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Remote Onboarding Programs For Virtual Teams

Remote Onboarding Programs For Virtual Teams


Develop remote keyboard programs for virtual groups

Face to face, work environment 9 to 5, the recruiter, superv supervisor, team and new tenants are usually in the same physical location. They will meet in person, shake hands, talk about elevator crossings and life events. They will have the opportunity to test their professional chemistry and eventually develop a professional collaboration with their team. Often, they will also gravitate towards an informal tribe of like-minded people. Rather than thinking hard about the job, being in a person’s physical work environment is always a means of making and developing personal relationships, finding mentors and making friends. So, how do you develop the most successful remote keyboard programs?

E-book release

How to Offer Virtual Employee Keyboard Programs for Your Remote Workforce?

Discover new, returning (back-to-back) employees’ insights, tips, and practical advice on virtual keyboards.

Your organization’s new skills virtual keyboard should achieve all the objectives of the classic personal keyboard. However, a remote, digital or fully virtual keyboard alone adds an intriguingly complex layer.

To create a truly sustainable virtual remote keyboard program, you must allow for the full keyboard experience that includes the soft features described above.

How can this be done?

1. Review, analysis, plan, map

If you are digitizing an existing onboarding program – in other words, if you have a large keyboard program and need to adapt it to a virtual environment, you should review it to ensure two main objectives: instructional clarity and interaction opportunities. If creating a new virtual keyboard program, this step is valid but should apply to the content more roughly than existing learning resources.

Counseling clarity

When analyzing your existing program, keep your review in mind with the following question: Will the new employee be able to understand and successfully complete all the required tasks and assignments on time, with no one to explain each step?

The goal is to create as user-friendly, clear, insightful, and self-guided user experience as possible.


  • Organize tasks chronologically (e.g. first day of work, second day of work, first week of work, second week of work, second month of work, etc.). This will give your new employee a clear idea of ​​what to achieve (fill out, submit, review, sign up, etc.) and when. This applies not only to the administrative tasks required with new jobs, but also to job-related training and assignments.
  • Ideally, your new employee should have a single contact point, which is the “letter of knowledge” assigned to the entire keyboard setup process.

Interaction opportunities

In a face-to-face office setting, your new employees will create and facilitate formal opportunities to interact with them as well as their supervisors, peers and groups. To bridge the gap between face-to-face office setup and a fully virtual remote keyboard program, it will serve as a promising temporary replacement for your new tenants to identify all opportunities to interact with other employees and create formal digital events. Face-to-face office setup interaction.

The goal here is to create different events for your new employees to successfully connect with new teams and follow the culture of your organization.


Review your existing keyboard program through the prism of personal interaction opportunities. For example, you could hold a city council meeting for all new employees hired on the first day. The meeting has specific objectives and participants are encouraged to interact and make connections. A formal introductory activism facilitates this. During the design phase of the Virtual Remote Keyboard program, focus on creating this type of effective replacement as needed.

Content stability

Updating a slide or two of a personal workshop presentation is relatively easy; The eLearning module is a different story. Updating this type of content is usually more complicated and requires more time, specialization, money and specialized software.

Content analysis is especially helpful here. You need to have a clear understanding of the resources and their sustainability to reach your target audience. The following 3 levels can serve as a guide when deciding your options for content distribution:

  • Text 1
    High stability. Content is unlikely to change in 5+ years. Examples may include proven scientific facts / theories and processes / systems installed within your organization.
  • Level 2
    Medium stability. Content may evolve over the next 3-5 years. Examples may include legal and / or compliance training, which should be reserved for updates over a period of time. Learners should be informed of the potential and reason for such updates.
  • Level 3
    Low stability. The probability of an update is high and the timeline is short. Examples may include strategic documentation related to recruitment, contract preparation updates, legal and compliance training, as well as updates in highly active scientific fields. This type of content is not suitable for integration into e-learning modules; It is best suited for concise and independent access to easily edited templates (e.g. website, science journal, or simple folder).


  • If you want to link to Level 2 or Level 2 content, create an external folder (SharePoint or any other public drive) and attach it to the folder. Linking to a specific folder instead of a single file gives you the flexibility to transfer resources without updating the link, which can be complicated in e-learning modules. This allows updates to be kept at one end of the info path (folder and its contents) instead of maintaining a log of each item linked to the folder and updating each link.
  • Implement an update strategy from the beginning. Use these questions to formulate your plan: How often do you need to review content? Who reviews the content? Who implements updates and how? How do you communicate about updates?

2. Design and create your remote keyboard program

Use mixed learning principles to ensure both approaches (rapid conversion or new virtual keyboard program), instructional efficiency, and knowledge-based knowledge exchange. Assurance that you do not have so much personal contact with your new employees; Increasing the potential success rate of the program by giving them a variety of learning assets, taking into account the different learning styles your target audience may have.

3. Manage

Managing your remote keyboard programs depends on the technical centralization of the program. There are two types of keyboard programs: centralized and scattered. Centralized keyboard programs usually reside and are managed within a single Learning Management System (LMS), website, learning center, or application. Scattered virtual keyboard programs are listed in an extensive electronic checklist or on a keyboard map, but learning assets are distributed across different platforms.

From a management and pursuit point of view, it will always be easier to keep learning distributions in one place. All contemporary LMS usually allows tracking and recording at the click of a button. Scattered program recording and tracking are more complex, as each tool may have its own reporting features.

Regardless of the centralized vs. scatter nature of your remote keyboard program, tracking and recording should be controlled:

  • Completion
    Has the compulsory tuition delivery been completed? Is it finished on time? If not, do you know why?
  • Behavior
    How do your new employees deal with learning distributions? Do they complete them in groups just before the due date? Or do they accelerate their efforts over time?
  • Feedback
    Is there a way for new employees to report their experiences or provide feedback?
  • Social interaction
    Do you know how and when your new employees deal with each other? Do you use formal interaction channels? Are informal interaction channels being created?

Completion is subject to binary assessment criteria: Learning completed or not completed. Management The rest of the components of effective management and reporting are more difficult to find and interpret. It is important to gather as much information as possible so that you can maintain a constant improvement loop for your remote keyboard programs.


Transforming an existing keyboard program into a virtual or creating a completely new virtual keyboard program, the ultimate goal is the same: to fully integrate new employees and ensure that they are made aware of the culture and values ​​of the business. Following the steps outlined here will take your organization one step further to achieve these goals.

Be sure to download virtual employee keyboard programs for your remote workforce to find out why it is essential for companies to offer remote keyboard programs that are fully integrated with new tenants. Also, get involved with webinar onboarding, reboarding and upgrading: a manager’s guide to stimulating your virtual onboarding programs to learn how to assess and improve your organization’s performance.


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