Remote and hybrid employees were 22% happier than workers in an onsite office environment and stayed in their jobs longer.
- Forbes
Virtual Onboarding
How to effectively and efficiently onboard a new employee online.
We have 10 years of experience as a coast-to-coast, remote-first team. Even though we hire, onboard, train, and develop everyone virtually (meet Johnny, Fortunate, and Darren), several of our team members say that they’ve never felt more connected to their coworkers.
So, what's the secret sauce? We walk the walk, using the tools and processes that we teach daily in order to set up our new hires for success.
Exclusive Launch Offer!* Sign up by February 28 and get an additional 40% OFF!
Use coupon code: SHINE40
*For individual use only. To purchase for a group or team contact us: hello@vivoteam.com
Every day, our team works to champion and inspire future leaders. It's time you did the same. And, we're here to help! We're thrilled to announce the launch of our first self-directed course: How to Shine Online! available now.
Learn and master practical behaviors and techniques that can easily be applied to any type of virtual meeting or online interaction.
Why: Interactive digital whiteboards, like Google's Jamboard, support and enrich virtual brainstorming sessions, creativity, and team collaboration. Plus, you don’t have to worry about erasing the whiteboard for the next meeting, and you never run out of space for your ideas—you can just keep adding a new board!
Hybrid Hype
Dear Dr. Jim,
How do I know if my hybrid team is succeeding?
- Mika*
Hi Mika,
First of all, you and your team need to have a clear agreement as to what “hybrid success” looks like. How do we know? What are our goals? What kind of experience do we want to be having? You need to set that so everybody’s really clear. And, it may be different for some people.
Once a week, I would highly recommend that you get together with your team, for no longer than 15 minutes and go through what we, at Vivo Team, call the D.O.S.E.—a direct, ongoing, swift, encounter. One at a time, each person shares what they’re working on. The second piece, after you’ve gone around and everyone has shared, is a stuck point. What’s a stuck point that each person has? And the final piece is a ‘win’. This is designed to get in touch and better connected with one another.
Now, another way of doing it is in a one-to-one. In no longer than 10-15 minutes per person, the leader connects with each team member and goes through:
What’s working well
What needs improvement
It’s a quick check-in.
Quarterly, I would recommend that you have some kind of an assessment. For example, we have the Vital Statistics Report™ (VSR™). I’d recommend that quarterly or semi-annually, your team do a VSR™. So in that VSR™, you get an idea of how that team is functioning in six key areas. In the second area, there’s an element called the Leader Behavior Gap, and that will give you an indication of how you perceive your behaviors as a leader, and how your team perceives your behaviors as a leader. And, if there’s any gap(s) it opens up a conversation.
Dr. Jim Sellner, PhD. DipC. answers questions leadership, motivation, accountability, manager connection, or working on a remote team. Send your questions to: askdrjim@vivoteam.com
