Let me tell you a quick story. A friend of mine recently started a new remote job, and on her first day, she logged into Slack, stared at the empty channels, and thought, "Is anyone even here?" No welcome messages, no introductions, just silence. By the end of her first week, she felt like an outsider, unsure of her place in the company. And honestly, that’s not uncommon. Studies show that 38% of remote employees feel disconnected at work. That’s a staggering number, and it’s costing businesses more than just morale - it’s impacting productivity and retention.

At Pebb, we’ve learned the hard way that building connections in a remote environment doesn’t happen by accident. It takes effort, tools, and a plan. But when you get it right? New hires don’t just join a company - they join a community. That’s the magic we aim for every time we onboard someone new.

So, how do you make remote onboarding feel personal, engaging, and welcoming? I’ll walk you through the strategies we’ve tested, the tools we rely on, and even a few lessons we’ve learned along the way. Let’s dive in.

Setting Up Connections Before Day One

Let me tell you, the secret to a truly standout remote onboarding experience starts before your new hire even logs in for their first day. It’s like setting the stage for a great show - you want everything ready so they feel welcomed and excited the moment they step into the spotlight.

At Pebb, we’ve discovered that the period between a candidate accepting an offer and their official start date is pure gold. It’s your chance to spark enthusiasm and ease those inevitable first-day nerves. Nail this pre-boarding phase, and your new hire will show up feeling prepared, valued, and genuinely pumped to get started.

Pre-boarding Setup

Here’s the deal: pre-boarding isn’t just about paperwork. It’s about creating meaningful touchpoints that make your new hire feel like part of the team right away.

Take a page from companies like Reckitt. They send new employees a care package featuring their products, along with a handwritten note tying those items to the company’s mission. It’s not just swag - it’s a personal gesture that says, “We’re excited you’re here.”

At Pebb, we’ve streamlined the process even further. New hires get early access to our communication tools - everything from our employee directory to group chats - up to a week before their start date. This gives them a chance to familiarize themselves with faces and conversations at their own pace, without the pressure to dive in immediately. It’s a small step that makes a big difference.

And let’s not forget the tech setup. Nothing kills first-day excitement like login issues. Companies like Percolate handle this beautifully, providing new hires with email credentials, FAQs, and a detailed onboarding schedule ahead of time. We follow a similar approach, ensuring all accounts and tools are ready to go before day one. We also include a quick-reference guide and the contact info for our IT team - because let’s face it, tech hiccups happen.

Once the pre-boarding groundwork is laid, it’s time to focus on crafting a first week that builds on these early connections.

Building a Custom Onboarding Schedule

Here’s something I’ve learned: cookie-cutter onboarding schedules don’t cut it. They can feel generic and, honestly, overwhelming. The best onboarding experiences are tailored to the individual - factoring in their role, background, and the team they’re joining.

We always map out the first week in detail. New hires should know exactly what’s coming each day, whether it’s meetings, training sessions, or even breaks. A clear plan builds confidence and helps them settle in faster.

When it comes to introductions, we take a phased approach. Throwing someone into an all-hands meeting on day one? That’s a lot. Instead, we start with the immediate team, then gradually expand to cross-functional partners and, finally, the wider organization. It’s also helpful to share a little personal info about team members - like their role, location, or hobbies - to make those first conversations feel more natural.

Oh, and don’t underestimate the power of breaks. Onboarding can be a firehose of information, so we make sure to include downtime for new hires to process what they’ve learned and explore our platform.

One of my favorite traditions at Pebb is our welcome thread in the news feed. Before a new hire joins, we announce their arrival and encourage the team to introduce themselves and share what they’re excited about. It’s a simple gesture, but it sets a positive tone and helps break the ice.

Why does all this matter? Because the numbers don’t lie. Employees who feel supported during onboarding are 54% more productive as they ramp up. Even better, 74% of new hires say their peers are their most valuable source of support during this time. By focusing on these early connections, you’re not just welcoming someone to the team - you’re setting them up for success from day one.

Organizing Team Introductions and Relationship Building

Once you've set the stage with pre-boarding, it's time to dive into the core of remote onboarding: creating authentic connections. Rushed introductions won't cut it here. Instead, aim for thoughtful, deliberate interactions that truly bring people together.

Planned Team Introductions

In a remote setup, those spontaneous chats by the coffee machine or quick hallway hellos just don’t happen. So, at Pebb, we make introductions a planned and purposeful experience. We start with what we call "introduction rounds." These are 30-minute video calls with small groups - usually three to four team members and the new hire. And here's the twist: these sessions aren’t just about work. We encourage everyone to share something personal, like their favorite hobby or an interesting fact about where they live. It’s amazing how quickly this breaks the ice.

Before these sessions, we recommend new hires check out the employee directory to get a sense of who’s who. Afterward, we create temporary chat groups to keep the conversations going. This way, those initial connections don’t fizzle out after one meeting.

We also use something called "connection mapping." During the first week, we help new team members pinpoint the key people they’ll need to interact with - not just on their immediate team but across the company. This includes cross-functional collaborators and even informal influencers. By spacing out these introductions over two weeks, we ensure every interaction feels meaningful and not overwhelming.

And to keep the momentum going, we assign an onboarding buddy who provides consistent, personalized support.

Setting Up Onboarding Buddies or Mentors

Here’s a little secret: the frequency of interactions with an onboarding buddy can make or break the onboarding experience. Microsoft discovered that 56% of new hires who met with their onboarding buddy at least once in the first 90 days felt they ramped up faster. But when those interactions happened more than eight times? That number skyrocketed to 97%. And there’s more: new hires with buddies reported being 23% more satisfied in their first week and 36% more satisfied by the 90-day mark. Plus, buddy programs have been shown to boost time-to-productivity by 60% and improve retention by 52%.

At Pebb, we’ve seen firsthand how effective buddy programs can be. We use a two-buddy system: one buddy focuses on role-specific guidance, while the other helps the new hire navigate company values and norms. This dual approach ensures new hires feel supported both in their job and within the larger company culture. One example we admire is Zapier’s "Zap Pal" program, which pairs new hires with buddies from different departments. This not only broadens their perspective but also sparks fresh ideas.

Our platform makes these buddy relationships even more impactful. Buddies can share resources through the knowledge library, use private chat channels for quick questions, and track progress with task management tools. When choosing buddies, we look for qualities like experience, approachability, and a genuine willingness to help. Sometimes, someone who joined just six months ago is the perfect fit - they still remember what it’s like to be the "new kid." We also provide thorough training for buddies, covering everything from company policies to tips on fostering a welcoming environment.

Regular check-ins are key. Whether it’s a quick weekly video call or an impromptu message, these touchpoints help maintain that all-important human connection.

Here’s the bottom line: trust is the glue that holds remote teams together. A well-structured buddy program doesn’t just answer questions - it builds relationships that make new hires feel like they truly belong. Over time, as new hires experience this support, they often step up to become buddies themselves, creating a ripple effect that strengthens the company’s culture of care and collaboration.

Using Interactive Activities to Build Connections

When we rolled out the buddy system, we knew it was just the beginning. To really cement those connections, we needed something more - something interactive that would turn those first introductions into real, lasting relationships. At Pebb, we’ve learned that the strongest bonds form when people are laughing, working together, and, yes, even learning from the occasional stumble. Let me walk you through how we’ve done this with live training and informal social events.

"Onboarding is a magic moment when new employees decide to stay engaged or become disengaged." - Amy Hirsh Robinson

These activities aren’t just about fun - they’re a crucial part of reinforcing the personal connections that make long-term engagement possible.

Live Training and Interactive Sessions

Forget the boring, one-sided webinars. We’ve ditched those for collaborative workshops where everyone’s voice matters. Here’s what’s worked for us: we mix things up with videos, interactive polls, breakout discussions, and hands-on problem-solving. It keeps the energy up and makes sure no one’s just passively sitting there.

One of our favorite tactics is using breakout rooms. Picture this: small groups of three or four tackling a mock customer scenario or brainstorming ideas for a company-wide project. It’s not just about learning - it’s about showing new hires that their ideas count from day one.

We’ve also introduced peer-led training. It’s a game-changer. When Sarah from marketing breaks down our brand voice or Jake from engineering explains our code review process, it feels like learning from a friend, not sitting through a lecture. It’s personal, relatable, and way more effective.

Here’s a great example from outside Pebb: Rowena Hennigan, founder of RoRemote, created Loom videos to guide users through LinkedIn Learning. She noticed many people struggled to navigate the platform, so she made walkthroughs tailored to their needs. The result? A big boost in both course sign-ups and engagement. It’s proof that personalized guidance beats generic training every time.

"When team members struggle to cultivate strong relationships with each other, their communication and collaboration suffer. But a sense of belonging in the workplace increases employee performance by up to 56%, according to Loom's remote work stats report."

Our platform makes all of this seamless. With features like instant resource sharing, dedicated chat groups for training cohorts, and task management for follow-ups, we’ve streamlined the process to keep things running smoothly.

Setting Up Informal Social Activities

Now, let’s talk about the fun stuff. While training sessions are great for professional rapport, informal activities are where the real magic happens. These are the moments that break down walls and let people see the human side of their teammates. The key? Keep it engaging but optional - no one wants forced fun.

One of our biggest hits has been virtual show-and-tell. Inspired by Help Scout’s MTV Cribs–style videos back in 2025, we’ve put our own spin on it. Team members share everything from their favorite coffee mugs to their most prized houseplants. It’s simple, it’s personal, and it always gets people talking.

We’ve also had a blast with game-based activities. Typing speed races and games like "Can You Hear Me Now?" - where one person describes an image using geometric shapes while others try to recreate it - are always a hit. They’re fun, collaborative, and even sneak in a bit of skill-building.

For something more laid-back, we host virtual coffee chats. These 30-minute sessions are a chance to grab a drink and chat about anything - weekend plans, work wins, or even the age-old pineapple-on-pizza debate. And then there are our themed virtual happy hours, like "Arm’s Reach Show & Tell", where everyone shares something meaningful within arm’s reach. They’re low-pressure but packed with connection.

"Really knowing your team will make you close and naturally create trust and confidence." - Adrienne Jones, Director of Global Prospect Campaigns, Okta

Thanks to Pebb’s platform, organizing these activities is a breeze. From sending out event invites to setting up dedicated chat channels or even creating private clubs - like a "Plant Parents" group or a sourdough baking community - it’s all right there.

These informal moments matter more than you’d think. Whether it’s a funny story from a virtual escape room or a hilarious mix-up during online charades, these shared experiences create inside jokes and memories that carry over into everyday interactions. And that’s where the real connections start to shine.

Keeping Connections Strong After Onboarding

At Pebb, we’ve realized that the real challenge begins after the initial onboarding buzz wears off. Those first few weeks are filled with excitement and introductions, but what happens when the novelty fades and daily routines take over? This is the moment when those early connections either grow into meaningful relationships or fizzle into surface-level interactions. And trust me, the difference between those two outcomes can make or break engagement.

Here’s something that really stuck with me: when managers don’t make it a point to regularly connect with their teams, only 15% of employees stay engaged. But when managers prioritize regular check-ins, that number nearly triples! Even more eye-opening, 70% of the variance in employee engagement scores comes down to how managers interact with their teams. It’s clear that keeping these connections alive takes effort - and it’s worth every bit of it.

Regular Check-ins and Feedback

When we first introduced regular check-ins at Pebb, I won’t lie - they felt a little forced. But over time, we learned how to make them meaningful. The trick? Structure and consistency. These aren’t just quick chats about project updates; they’re intentional conversations designed to deepen the relationships we started building during onboarding.

Now, every week, our managers carve out time for one-on-one meetings with their team members. We keep these sessions focused but also start with something light - like weekend plans or personal updates - to set a comfortable tone. Then, we dive into the important stuff: workload, roadblocks, challenges, and areas where support is needed. Wrapping up, we always plan ahead and take a pulse on team morale. Canceling or skipping these meetings? That’s a no-go. It sends the wrong message about priorities.

What really makes these check-ins work is the feedback loop. We don’t just listen; we act. If someone’s overwhelmed, we adjust their workload. If they’re eager to tackle a specific kind of project, we find ways to make it happen. Pebb’s platform makes this process smoother with tools like task management and integrated chat for addressing urgent issues. The goal is simple: create a space where everyone feels safe sharing both wins and struggles.

Supporting Continued Engagement and Growth

Here’s a lesson we’ve learned the hard way: even the most enthusiastic new hires can start to disengage if they don’t feel challenged or supported after a few months. That’s why we focus on professional growth as a way to keep those early connections alive. Personal relationships and career development go hand in hand.

One stat that always sticks with me is how organizations that empower employees to do what they’re best at see big boosts in engagement, productivity, and even profitability. So, during every interaction - whether it’s a formal check-in or a casual chat - we look for opportunities to help our team members grow. If someone mentions wanting to learn a new skill, we help them find the resources to do it. If they’re excelling at something, we give them more responsibility in that area.

Our knowledge library has become a living, breathing resource for this. Great questions from check-ins often inspire new articles, and when someone picks up a new skill, we encourage them to share what they’ve learned with the team. It’s a win-win: they grow, and so does the team.

We also make an effort to align projects with individual interests and career goals. Instead of just assigning tasks, we involve team members in cross-functional collaborations that not only strengthen existing relationships but also spark new ones. And when someone achieves something big - whether it’s completing a major project or mentoring a colleague - we celebrate it loudly on Pebb’s news feed. Shoutouts for learning milestones or creative problem-solving remind everyone that growth and connection are at the heart of what we do.

Here’s where the magic happens: when employees feel genuinely supported by their managers and connected to their teammates, they’re more likely to embrace challenges, share ideas, and invest in their own development. And as they grow professionally, those relationships deepen even further. It creates a cycle where there’s always something new to talk about, celebrate, or work on together.

The most engaged employees don’t just see their work as a series of tasks to check off. They feel like they’re part of a bigger story, contributing to something meaningful while evolving as individuals. And that’s where the intersection of personal connections and professional growth truly shines, setting the stage for thriving remote teams.

Conclusion: Building Strong Personal Connections for Long-Term Success

If there's one thing we've learned at Pebb, it's this: personal connections aren't just a "nice-to-have" in remote onboarding - they're the bedrock of everything that follows. When we prioritize these connections from the very beginning, the ripple effects are undeniable.

The numbers back this up. Did you know that 76% of employees with close friends at work are significantly more likely to stay with their organization? Or that an employee's position within their network can predict turnover with 85% accuracy? These aren't just stats - they're a wake-up call. Building genuine relationships isn't just good for morale; it's a key driver of retention and engagement. In fact, fostering these connections can lower turnover risk by up to 140%.

At Pebb, we've seen this in action. New hires who dive into our group chats, join private clubs, and form authentic friendships on our platform often become our most engaged and loyal team members. They're the ones who stick around, advocate for the company, and help shape our culture.

But here's the thing: building these connections takes effort - and the right tools. You can have the best intentions, but without a platform that makes relationship-building natural and ongoing, those early sparks of connection can fizzle out. That’s where Pebb steps in, combining communication, engagement, and collaboration tools into one seamless platform. It’s designed to make relationships a part of the daily workflow, not an afterthought.

Christina Matthews, who works at a construction company, summed it up perfectly:

"It combines everything - chat, tasks, news feed, and knowledge library - into one affordable solution".

She nailed it. It’s not about juggling separate tools for work and connection; it’s about creating an environment where both happen organically, every single day.

And let’s not forget the game-changing impact of effective onboarding. Statistics show that up to 30% of new hires leave within the first 90 days, but proper onboarding can cut first-year turnover by 50%. When you pair that with the power of workplace friendships, the path forward becomes crystal clear. Every conversation, every introduction, and every shared experience during onboarding is an investment in long-term success.

Remote work isn’t going anywhere, and neither is our need to connect. The companies that thrive will be the ones that figure out how to build real relationships, even from a distance. And when you lay that foundation of connection, you’re setting your team up for engagement, growth, and success - long after onboarding is over.

FAQs

How can pre-boarding enhance the remote onboarding experience, and what steps should be taken to make it effective?

Pre-Boarding: Setting the Tone for Remote Onboarding

Pre-boarding is where the magic begins. It’s all about making new hires feel like part of the team before their first day. When done right, it eases those first-day jitters and helps create early connections - which is especially important in a remote setup.

Here’s how we approach it. First, we send out a welcome email packed with everything they need to know - think essential details, next steps, and a warm note to kick things off. Then, we share the employment contracts and set them up with tools like Pebb. Pebb’s features, like group chats, news feeds, and an employee directory, make it easy for them to get familiar with the team and stay in the loop from day one.

We also assign an onboarding buddy to guide them through their first steps. Pair that with a clear, structured plan for their first week, and you’ve got a recipe for success. To top it off, we personalize the experience wherever we can - whether it’s a quick shout-out in the team chat or a small welcome gift. These little touches go a long way in making new hires feel valued, informed, and ready to dive in with confidence.

What is an onboarding buddy, and how can companies set up an effective buddy system for remote employees?

An onboarding buddy is like having a friendly guide when you're stepping into a new job. This person, often a seasoned colleague, is there to make new hires feel at home, answer those "Is this how we do it here?" questions, and share insider tips about how things run day-to-day. Think of it as having a go-to person who helps make the transition smoother, builds confidence, and keeps engagement levels up - especially if you're joining remotely. And here's the kicker: studies have shown that a solid onboarding experience can do wonders for productivity and retention. It's a win-win.

To make a buddy system work well, the key is in the pairing. Match new hires with experienced team members who genuinely want to take on the role. It's not just about assigning someone; it’s about choosing teammates who are willing to invest time and energy. Lay out clear expectations for buddies - like setting up regular check-ins and keeping communication lines wide open. Adding some fun, relationship-building activities into the mix can also strengthen those connections.

And let me tell you, tools like Pebb make this whole process feel effortless. With features like group chats, task management, and employee directories, it’s easy to keep new hires in the loop and feeling like part of the team right from the start.

What are the best interactive activities to help remote teams build personal connections?

Interactive activities are a game-changer for remote teams, and I’ve seen firsthand how they can bring people closer, even from miles apart. Take virtual game nights, for example. Whether it’s trivia, an online escape room, or a good old-fashioned murder mystery, these events have a way of breaking down barriers and sparking teamwork. I’ll never forget the time our team spent two hours cracking clues in a virtual whodunit - it was chaotic, hilarious, and, most importantly, brought everyone together.

For a more personal touch, virtual coffee chats and team introductions work wonders. Sometimes, it’s the simplest moments, like sharing a hobby or swapping weekend stories, that build the strongest bonds. These interactions aren’t just fun; they create a genuine sense of camaraderie that makes remote work feel a little less, well, remote.

Here’s where tools like Pebb come into play. It’s been a lifesaver for us when organizing these activities. With features like group chats, event planning, and private clubs, everything feels effortless. Plus, it’s budget-friendly - free to start or just $4 per user for the premium plan. Honestly, it’s hard to beat that kind of value when it comes to keeping your team connected.

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