Onboarding tips for hybrid work   

by | Aug 5, 2021 | Casestudy, Communication , Motivation , Telework  | 0 comments

Hello. This is Kojima from the Sales & Marketing Project.
I’m sure all of you new employees who entered the workforce this spring are starting to get used to the company and your jobs. I also joined the company as a mid-career employee in March, and have been working hard to become an effective member as soon as possible.
In this issue, I would like to look back on my progress from the perspective of a mid-career employee on the following themes.
1) Onboarding
2) Fitting in with the organization
3)Presenting yourself

Onboarding in a remote entity is a mental sticking point

I started working mainly remotely the day after I joined the company.
In a blog I contributed when I first joined the company, I touched on the rigors of onboarding in a remote-oriented work style, and looking back, that impression has not changed.
In the beginning, it is really important to be able to ask for help while observing the movements of the people around you.
Especially for new graduates, there are cases where there are peers and both parties can support each other, but such an environment cannot be expected for mid-career employees.
In addition, mid-career employees are basically expected to be “work-ready”. If you are a mid-career employee, you need to take care of yourself.

▶ Points
Place a staff member close by to help with onboarding, even if it’s just for a week or one person

There is no doubt that just having “this person I can ask” can greatly reduce the anxiety and stress of the individual.
Even if the organization has a hybrid work environment, it is advisable to set up a “face-to-face” situation on a working basis for the first few weeks if possible.
This step will also help with the psychological safety of the person, and will help him or her to be able to run on his or her own more quickly.

It is essential to be proactive yourself

Aside from the need for a support system to help you adjust to the organization more quickly, if you are joining a company in the middle of your career, you cannot afford to take a wait-and-see attitude.
It is important to think about what you can do and try it out on your own.
Think and research on your own to some extent, and if you still can’t get a clear answer, ask someone else because it’s a waste of time.
If you can’t find the answer to your question, don’t hesitate to ask someone else.

▶ Points
If you’re in charge of the company, you may not be the person in charge, but you’re the person who knows the name of the company.

You probably know at least the name of the person in charge of HR from the job description.
If possible, the next best thing is to get hold of the general affairs or general staff.
Anyway, I realized that if I could get the names and faces of the people in these two lines, I could get by.
However, if you ask questions after you have done all you can do, you will make much more accurate and steady progress than if you ask zero-based questions.

Just keep “inputting and outputting”

In addition to the company’s systems and rules, if you are not familiar with them on a practical basis, you will not be able to become an effective employee.
To do that, you need to communicate.
However, it is not so easy in an environment where each individual is working remotely.
Therefore, there are two measures I took.
1) Come to the office once or twice a week.
2) Make full use of the shared tools.

First, (1) is simple.
I tailored my output to my own physical presence.
Since the office attendance rate is only about 10%, I can’t see most of you.
However, if you change your perspective, your own presence stands out.
In other words, if you go to the office, people will notice that you are there, and if you create an opportunity for communication through greetings, they will remember your face.
That alone was worth the commute for me.
In addition, because Colorkrew has a communication space called Joyful Kitchen, I was able to have many opportunities to connect with people I don’t have a relationship with at work after work, which was a great benefit.


Next, (2) is the “Goalous, which is an internal social networking service.
The culture at Colorkrew is “open”.
You can share your own goals and activities to achieve them on Goalous.
My first goal was to “get to know the company”, so I used this site to input information about my colleagues’ work and daily activities, and also to post all my own thoughts and activities, even if they were trivial, to continue my active output.
Inwardly, I was tormented by the thought that I was polluting everyone’s timeline by posting such small things, but it was necessary in order to achieve my goal, so I continued.
Little by little, I started to hear from people I was talking to for the first time, “I see you all the time,” or “You’ve been taking action. I was able to experience firsthand that I was creating more connections than I thought.

It’s not enough to just share actions!

I tried to set a theme for each month and focus on the actions associated with that theme.
・First month: Overall picture of the company (getting to know the project and people through 1-on-1s with many people).
・ Second month: Responsible work (learn about practical work through attending other people’s business meetings and through my own trials).

While using Goalous every day since I joined the company, I have come to feel the importance of “visualization/showing” in today’s remote activities and that it would be a waste if Goalous is only used for communication.
I also felt that it would take a certain amount of time before I could make a stable contribution in practice.
So, when I thought about what else I could contribute in the meantime, I decided that if I had “long working experience” and “knowledge gained from many fields of experience,” I could contribute to the acquisition of knowledge by young employees as soon as possible through sharing, and I could also make further use of Goalous.
Third month: Verbalization of past knowledge (making Goalous a vessel for knowledge accumulation and sharing).


For one month, we continued to compile and publish content on a specific theme….
In the end, 61 items were created.
In order to make it a collective knowledge, we used the “circle” function to form a state of “all the information is here.
In addition, since it is a waste of time to scroll through all these articles, we put words that are not often used in daily actions as hashes in each article, so that you can find them via the search field.


The name of this space is “Remains of KOJIMA”, using my name as the creator.
Remains means traces or remnants of the past, but it also has a meaning.
This is because I made a decision to retire in late June. I have an offer from a company to be involved in DX promotion for that company.
The main reason for this decision was “I want my knowledge of the industry that I have been involved in for many years (and was previously active in) to be put to good use, not put to sleep.
I have no complaints about Colorkrew, but there are only a limited number of people who can take on this task, so I am choosing to meet this expectation and take on a new challenge while also giving back to the industry.

The “connection” that doesn’t disappear even when you leave

This writing was done spontaneously after I left the company and there is no discernment involved.
I was with the company for less than four months, but without this tool, I would not have been able to adjust to the company in such a short period of time, even in a remote environment. I can say this because I used the tool more than anyone else during my tenure.


Goalous is a tool that supports the realization of an environment that “connects individuals even when they are far apart” and “allows them to share their thoughts and activities”.
It can also be used to store knowledge with searchability, making it a one-stop solution for “casual yet close communication.
With the changes in the way we work in recent years, there has been a real decrease in contact with other people, and “diluted communication” has become a risk that employees and companies cannot afford to overlook.
Why not use Goalous as an effective tool to address this issue?