Create a handbook and integrate AI to onboard remote employees – TechCrunch

Is epidemic Forced organizations around the world to shut down the office environment, and create a remote-first strategy. Through necessity, professionals have adapted to remote working. But the systems they use are still catching up.

One area that can easily accommodate for remote environments is the onboarding process. Given that this is the first continuous contact that a new starter has with a company, a remote-first strategy rests on its success. To onboard new employees, first-day meetings and roads, in-person hardware setups and the luxuries of a team lunch are no longer available. From interviews to offer-letters and the initial journey of any new hire, the company is critical to their life, their job satisfaction, and ultimately their productivity. Remote induction should be a smooth process, and therefore requires a thorough rethinking.

A cultural shift in the company may be necessary. Organizations need to adopt knowledge-sharing and collaboration by turning to the “handbook first” approach. A few simple steps can take them there. Companies also need to analyze their workflow. Are the right systems in place to ensure a smooth flow of both tacit and explicit knowledge?

Perhaps most importantly, artificial intelligence can help transform the process of boarding an old vintage ship into a sophisticated, intelligible voyage. Naturally the best AI model to use will depend on the business, and the department in question. However, with some points business leaders can pave the way for AI integration.

Let’s dive into the nuances that can change the remote onboarding process for the benefit of both the company and the new starter.

How to handbook

Arguably this is the most important piece of the puzzle when it comes to ensuring that new people can access the right information at the right time; It is also the hardest to get right. It is for workers at all levels of an organization to think about how knowledge is shared between teams, and the processes that surround the exchange of ideas.

Most important is that everyone in the organization prioritizes documentation; Exactly how they do this is secondary. You can spin lots of free and paid softwares to start creating a handbook. Anything cloud-based is appropriate, with more sophisticated payment options recommended to keep things at ease, which can be discovered with documents printed in a well-defined hierarchy, rather than information in a sea of ​​folders From losing those nuggets.

However, this systemic challenge is best addressed from the top down. This process should include some checks and balances, with significant permissions for parts of the handbook that remain stable like policies and SLPs. Other parts of the documentation should be kept flexible, such as process and team level knowledge. As far as possible, the majority of the handbook should be democratized.

A remote company, GitLab, first coined the word “coined”Handbook-first“The DevOps software provider serves as a great example of a company that lives and breathes through the documentation and coding of internal knowledge. Everyone within the organization is assigned to manage the knowledge base content The subject matter buys into the mantra of documenting what they know with the experts. Maintaining the company’s documentation is a collaborative task that is considered paramount to the company’s livelihood. To contribute to providing software information Contributors help.

Darren Murph, Head of Remote GitLab, says that their documentation strategy, combined with a cooperative approach, helps build trust with new beginnings. “When everything needs to be found a new freight is written down, there is no ambiguity or wondering if something is missing. We have some documentation with documentation Buddy riding – A partner who is responsible for directing key stakeholder conversations and ensuring that praise goes well. “