In the traditional laboratory model, "onboarding" meant a safety tour, a handshake, and pointing out the break room. But as science and industry evolve, the workforce is becoming increasingly distributed. Whether it's data analysts working from home or cross-functional teams spread across global sites, many lab managers now face a difficult question: How do I build a cohesive team when we aren't in the same room?
In the webinar "Virtual Onboarding: How to Foster Open Communications and Engage Employees from a Distance," strategic communications consultant and microbiologist Donna Kridelbaugh argues that you cannot simply replicate your in-person processes over Zoom. Virtual onboarding requires a deliberate, architectural approach to communication.
If you have hired "ghost" employees—staff who are technically on the payroll but feel disconnected from the culture—this webinar provides the tools to bring them into the fold.
The "Hallway" Deficit
In a physical lab, information flows naturally through hallway chats and casual observations. In a remote setting, this organic information flow dies.
- The Problem: Without structure, remote employees often feel isolated, unsure of expectations, and hesitant to ask "stupid" questions.
- The Solution: Kridelbaugh emphasizes that communication in a virtual team must be codified. You need a written "Communications Plan" that explicitly states how, when, and where the team talks.
Building a Virtual "Open Door"
How do you maintain an "open door policy" when you don't have a door?
- The Strategy: The webinar explores specific tools and protocols to simulate accessibility. This goes beyond scheduling weekly meetings; it involves creating digital spaces (like chat channels or virtual "coffee breaks") where non-transactional relationship building can happen.
- The Goal: To move from "checking up" on the employee to "checking in" with them.
The Onboarding Roadmap
Kridelbaugh outlines that successful virtual onboarding is a phased process, not a one-day event.
Pre-Boarding: engaging the employee before day one to reduce anxiety.
The First Week: Establishing the technical and cultural baseline.
Ongoing Support: providing access to resources and training that allows them to be productive faster.
Why This Matters for Science
Scientific work is often collaborative and high-stakes. A miscommunication in a data set or a misunderstood protocol can be disastrous. The webinar highlights that clear communication guidelines are not just "HR fluff"—they are quality control mechanisms for your lab's output.
Watch the Full Guide to Remote Leadership
Building a remote culture is a skill that can be learned. In the full presentation, Donna Kridelbaugh shares specific templates, tools, and resources to transform your virtual onboarding from a logistical hurdle into a competitive advantage.
Watch the full webinar below to start connecting with your remote team:
Key Takeaway
As you watch, pay close attention to the section on "Internal Communications Guidelines." This is the missing piece for most managers—a simple document that clarifies expectations for response times and preferred channels, eliminating the guesswork for your new hire.
Presenter: Donna Kridelbaugh
Donna Kridelbaugh of Science Mentor Consulting holds an advanced degree in microbiology and is a former lab manager. She is currently a strategic communications consultant who helps people, projects, and programs be successful through increasing visibility and online presence, securing funding, and developing effective outreach programs. She also freelance writes for publications such as Lab Manager on a variety of professional development topics to help advance the careers of scientists.
