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  • Writer's picturePGAA Tax

Onboarding remotely? Here's how:


Whether you are building a tax team from scratch or bringing on new hires to a now hybrid or fully remote tax team, your newest talent needs a clean and clear start to set the tone for their time with you. Remember, this new hire may have remote work experience and you've hired them for their talents, not for the geographical proximity, so trust that you're working with a-team talent.


Innovating apart: collaboration without a conference room


Depending on your team's communication systems, clear collaboration and interactive elements make remote on boarding successful. Delineate goals for the month, week, and then by the day and finally down to the hour. Demark what is top priority and what can be read/tackled during free time, provide checklists/or code system. Set up 1:1 check-ins throughout the process. Leave down-time for all the new information to be integrated. Give your tax team ice breakers that can be done in a large zoom meetings(we recommend in smaller break out groups or 1:1's).


Collaboration and communication platforms we like are: Trello, Clickup and Notion.


Onboarding is a team effort:

Make sure your team is on the same page for the onboarding process. It is just as important as having a clear process for the new hire. Existing teams should be prepared to train new hire on "x", meet with them on "y", and be ready for recurring mentorship meetings on "z" days. Leave room for questions and integration sessions with different staff in a 1:1 format if possible. That your team is involved in an organized way sets a tone of professionalism and collaboration for the new hire.


Empowered Trust: the key to ensuring productivity and acumen away from the office


Trust is one of the most empowering gifts you can give. When coupled with training, clearly set expectations, and open communication--the result is a level of trust that leads to a truly healthy work culture. "I know you've got this and if there's anything I can do to help, no question is too small," lands differently than an overbearing, mistrusting, parental-flavored onboarding process. Treating employees with trust encourages them to rise up and act accordingly.


Side note on remote work: If you don't want your team to work remotely, think about what is at the core of that? Is it actually about you? Do you have trouble working from home? Why do you think you'll lose a pulse on your team? Are you resisting workplace innovations? Do you need more social interaction? (FYI, work should not fulfill your socializing needs, so go get lunch with friend or colleague). Do you fear that your staff will slack off? Trust us, this rarely occurs when bosses create an atmosphere of, "Get your work done and do it well; that is what I need from you and that's what I am here to support you in."


On-boarding remotely? Let us know how it is going!

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