Proximity Bias Isn’t Inevitable – It’s a Design Problem
What if technology’s true power isn’t automation—but its ability to reconnect, relearn, and rebuild the networks modern work has quietly fractured? There’s a common belief floating through boardrooms, LinkedIn threads, and even academic papers: that proximity bias – the tendency to favour those who are physically present – is unchangeable unless people are brought back into the office. But that’s a misconception. And a dangerous one at that. The real issue isn’t that people are working remotely. It’s that we’ve failed to ask better questions about how we see, hear, and recognise one another in distributed environments. When recognition is still built on outdated models of visibility – like who’s in the room or nearest to leadership – of course proximity bias thrives. But here’s the good news: technology doesn’t need to replace proximity to beat proximity bias. It just needs to flatten it. And we’re seeing what that looks like in practice. Reimagining connection: from coffee chats to comments It turns out, the hallway conversation never really mattered because it was in a hallway—it mattered because it was informal, timely, and human. Today, we’re seeing those same moments happen in new, more inclusive ways: A short video tip from a team lead sparks discussion across regions. A comment on a process walkthrough connects roles that don’t typically interact. What once happened in a hallway or over coffee is now happening asynchronously – but still meaningfully. These aren’t compromises. They’re upgrades – intentional moments of connection, captured and scaled through tech designed for humans. This is what we mean when we talk about humane technology: tools that don’t try to replicate the office, but reimagine its best parts in ways that are inclusive, accessible, and enduring. Flattening bias through visibility and intentionality Proximity bias isn’t about where people work – it’s about how work is surfaced, shared, and valued. When visibility is left to chance, it rewards those who are loudest or closest. When it’s designed into the system, it rewards those who contribute meaningfully – regardless of geography. That’s what Slick+ is built to do. We help organisations: With the right tools, proximity stops being a competitive advantage – and equity becomes the standard. Asking better questions is the starting point We often hear leaders ask: “How do we get people back into the office so they stay visible?” But the better question is: “How do we design systems where people are visible because of the value they create, not where they sit?” Once you ask that, everything changes. We start measuring outcomes instead of optics.We design platforms that encourage contribution from all corners of the organisation.We create cultures where remote doesn’t mean removed. Because the truth is: connection is a human need, not an office feature. Professor Tatiana Andreeva’s research supports this point. Her study reveals that hybrid work actually damaged the advice-seeking networks that had flourished during fully remote work. The key insight from her findings: success isn’t determined by where people work, but by whether organizations deliberately design systems that maintain communication and trust across all work arrangements. The differentiator isn’t the tech – it’s how we use it As Don Taylor, Lead Researcher and Chair of the Learning Technologies Conference recently said: “the tech will level out – AI and digital tools may start as differentiators, but they quickly become commoditised. The real, lasting advantage lies in how we use them to lift people: to build cultures of learning, to deepen connection, and to help each other grow. That’s where the human edge lives.” That’s exactly it. Technology alone won’t fix bias or build connections. But tech designed with intention and empathy can turn passive participation into active contribution. It can make invisible work visible. It can scale recognition. It can surface learning loops that otherwise remain hidden. And most importantly, it can flatten the barriers that geography has always reinforced. Let’s stop treating proximity bias as inevitable The idea that “being seen” requires being physically present is a holdover from an old way of working. It’s time to move past it. With the right systems in place, we can: At Slick+, we’re not trying to recreate office dynamics. We’re building tools that make workplaces more human, regardless of where people work. Because the future of learning and leadership isn’t about location – it’s about design. So let’s stop defaulting to tired tropes and start asking smarter questions. Proximity bias isn’t a given. It’s just unchallenged. And we’re here to challenge it – intentionally, empathetically, and with tech that puts people first. When we evangelise people-first tech let’s walk the talk and build more human-centric workplaces where continuous and collaborative learning are deeply embedded no matter where people are located.
How to get your people up to speed without slowing down production
Here’s How Short, Context-Rich Videos Are Slashing Costs and Supercharging New Hire Success If you’re overseeing operations in manufacturing or logistics, you know the pain: a new hire joins, goes through hours of static onboarding, then asks the same questions everyone else did last month—and the month before. Worse, you’re paying for it again and again: in time, in delays, and in preventable errors. Let’s be blunt: PDFs, binders, and dusty drives full of SOPs aren’t working. Your deskless workforce doesn’t have time to search, scroll, or wait for someone to “show them how.” They need the right information, right now—in the flow of work. That’s exactly what Slick+ delivers. Ditch the Docs. Deploy Knowledge Instantly. Slick+ is a mobile-optimised knowledge sharing platform built for the real world—factory floors, warehouses, loading bays— as well as desks and flexible work set-ups. With Slick+, teams can: No filming crews. No LMS red tape. Just quick, clear video explainers to the exact questions your teams are asking—when and where they need them. This is modern employee onboarding software that is fit-for-purpose. Repeat Onboarding Is Costing You—More Than You Think Every time a team lead has to re-explain the same process, or a new employee makes a mistake due to unclear our outdated documentation, your operations lose time and money. Traditional onboarding methods: By contrast, companies using Slick+ have reclaimed 200+ employee hours in a single onboarding session and achieved 100% engagement from new hires using short, mobile-optimized videos—right from day one. This isn’t just a better onboarding employee platform—it’s a cost-saving operational asset. Learning That Works Like Your People Do Your frontline and deskless employees don’t learn by reading 60-page manuals. They learn by doing. Slick+ supports this with: This is the kind of employee knowledge sharing that creates real-time clarity, not confusion. Real Knowledge. Real Connection. Great onboarding isn’t just about compliance—it’s about connection. Slick+ lets you create (and schedule!): This boosts confidence, builds culture, and drastically reduces the time to productivity it takes for new employees to contribute. It also turns every experienced worker into a knowledge champion—without slowing them down. Ready to Make the Switch? If your team is still leaning on printouts and tribal knowledge, you’re not just stuck with conventional methods—you’re at risk. Slick+ helps you: Whether you’re onboarding new forklift operators or streamlining cross-dock logistics, Slick+ is the knowledge management system that keeps things moving—fast, smart, and scalable. Stop onboarding the hard way.Start enabling your people the smart way—with Slick+. 👉 Get started with Slick+ today
Top 5 HR Strategies you need in 2025
Why Human Connection Matters More than Ever in the Flexible Workplace. Introduction As we step into 2025, Paul Conneally, CEO and co-founder at Slick+ compiles some of the key challenges consistently being encountered in our discussions with customers and partners. We also incorporate some key analysis from major reports such as Gallup Workplace Report and the always excellent Hays Trends reports. The article also includes key insights from the discussions, perspectives and recommendations we were honored to be part of at the recent Social Learning Summit. HR leaders face a landscape transformed by hybrid work, advancing technology, and evolving employee expectations. While many organizations have mastered the basics of remote work, a deeper challenge emerges: fostering genuine human connection in a distributed workforce. Here are five critical challenges HR leaders must address, with a special focus on building the connective tissue that enables organizations to thrive. 1. Reimagining Talent Management for a Connected World The war for talent continues, but the battleground has shifted. Organizations aren’t justcompeting for skills – they’re competing for engaged, collaborative team members who cancontribute to a learning culture. More than 70% of employees are disengaged in the workplace according to Gallup – a statistic that should shock us all into immediate corrective action. Leadership capabilities have emerged as a critical gap, with many leaders struggling to build the right culture and support systems for leading and bonding their teams. The solution lies in creating more personalized approaches to work anddevelopment, while investing in an employer brand that builds a sense of community andprovides growth opportunities. 2. Making Hybrid Work More Human 60% of professionals in Ireland are working in a hybrid model – in line with global trends(source: Hays). Together with continuous professional development or upskilling, flexiblework is the number one strategy for ensuring more effective employee retention. Yet, whilehybrid and remote work have proven successful, they risk creating invisible barriers tocollaboration and knowledge sharing, which happens more organically when people areconnected. Organizations must move beyond basic hybrid policies to intentionally designexperiences and provide fit-for-purpose platforms that bring people together. This meanstraining managers to facilitate meaningful connections, providing the tech tools that bestachieve this, ensuring on-site days that maximize collaborative opportunities, and activelycombating the biases that can leave remote workers feeling excluded from importantconversations and opportunities. 3. Humanizing Digital Transformation As AI and digital tools reshape how we work, HR faces a crucial challenge: ensuringtechnology enhances rather than replaces human connection. HR leaders must champion apeople-cantered approach to technology while providing clear guidance on AI tool usage.This includes developing staff capabilities in technology and data analytics, but equallyimportant is creating spaces – both virtual and physical – where employees are empoweredto share knowledge and learn from each other’s experiences with new tools andtechnologies. As we often say on repeat: there is no silver bullet – it’s always about the people AND the tools. That is the secret sauce that HR leaders must serve up within the context of their organizational reality. 4. Prioritizing Wellbeing Through Community Employee wellbeing and mental health remain critical concerns, but the solution isn’t justabout policies and programs. It’s about creating supportive communities where employeesfeel comfortable sharing challenges and providing support and mentorship. Organizationsneed to tackle wasted time and the “long hours” culture while building networks of support through peer groups, mentorship programs, and team-based learning opportunities. Managers play a crucial role here, needing training to effectively manage workload, navigate conflict, and foster supportive team environments. 5. Evolving HR’s Role as Culture Architects HR professionals must step into a new role as architects of organizational connection. WhileHR continues to add value through diversity initiatives and employee experienceimprovements, there’s a growing need to focus on building the infrastructure for knowledgesharing and continuous learning. This means improving how responsibilities are shared withline managers, developing new approaches to training and development, and creatingframeworks that enable cross-functional collaboration and learning. Building a Connected Future The common thread running through these challenges is the need for meaningful humanconnection. In a world where work is increasingly flexible and technology-enabled,organizations that succeed will be those that intentionally design for collaboration, learning,and community-building. This requires a shift in how we think about workplace culture. Rather than treatingknowledge sharing and professional development as formal programs, they need to bewoven into the fabric of daily work. This might look like: As we navigate these challenges, the organizations that thrive will be those that recognizethat flexibility and connection aren’t opposing forces – they’re complementary elements of ahealthy workplace culture underpinned by platforms that are both scalable and people-centric. By focusing on building strong relationships and communities, HR leaders can createenvironments where knowledge sharing and continuous learning naturally flourish,regardless of where and how people work. If you would like to discuss how this can take root in your organization please reach out – wewould love to hear from you and learn more about how we can support. You also invite you to follow the Slick+ LinkedIn page for all the latest news and insights.
5 Tactics for Successful Onboarding & Employee Engagement: Beyond the Basics
Introduction The shift to hybrid and remote work has fundamentally transformed how organizations welcome and integrate new employees. Gone are the days of first-day office tours, team lunches, and impromptu desk-side training sessions. Today’s workplace demands a reimagined onboarding experience that bridges physical distances while preserving the human connection essential to new hire success. The stakes are high: research shows that organizations failing to adapt their onboarding processes risk losing top talent, with the Society for Human Resource Management (SHRM) reporting that up to 50% of employees leave within their first 18 months of employment. The new reality has also exposed a common misconception in many organizations—that orientation and onboarding are the same. In fact, understanding the distinction between these two processes is critical for designing a remote-friendly integration strategy. Orientation vs. Onboarding: A Vital Distinction While orientation offers a brief introduction to company policies, procedures, and paperwork, onboarding is a longer, strategic process that aims to help new employees become integrated, productive members of the organization. It’s about acclimatizing and connecting new hires so they feel supported and empowered to do their best work from day one. This is particularly important in hybrid settings, where the absence of physical touchpoints can leave employees feeling disconnected. Gallup research suggests it takes approximately 3-6 months for new hires to reach full productivity, making it essential for organizations to view onboarding as a long-term investment. It’s worth it! Research from the Brandon Hall Group reveals that a robust onboarding process can improve new hire retention by 82% and productivity by over 70%. 5 Tactical Approaches for Effective Onboarding and Employee Engagement 1. Foster Visual Connection and Community In the hybrid & remote world of work, building genuine connections is more challenging than ever. Traditional employee directories with static profiles can be reimagined as dynamic, video-based introductions. New hires can be encouraged to record short introductory videos, sharing a bit about themselves, while also accessing similar introductions from team members. This approach humanizes the virtual workplace, making it easier for newcomers to put faces to names and understand their colleagues’ roles. Platforms like Slick+ can help with this – and more…providing the opportunity for remote colleagues to connect for virtual “coffee cup” conversations or structured mentoring relationships. These informal touchpoints foster a sense of belonging, aligning with Etienne Wenger’s concept of communities of practice—groups where shared interests and goals encourage genuine, collaborative learning. Microsoft’s 2023 Work Trend Index also highlights this need, noting that 85% of employees who feel connected to their coworkers report greater productivity and innovation. 2. Build Trust Through Transparency and Equity Transparency, especially from day one, plays a vital role in establishing trust in hybrid environments. Lumen Technologies’ onboarding strategy is a compelling example of this. Ranked first by the American Opportunity Index 2024 for their transparency initiatives, Lumen provides real-time visibility into diversity metrics, comprehensive benefit information, and innovative skill-building programs. This transparency-first approach has paid off: job applications tripled following its implementation, and new hires reported greater engagement and trust. For remote hires, transparency goes beyond sharing policies; it’s about fostering psychological safety, where employees feel comfortable sharing ideas and feedback. Lumen’s onboarding sets the tone for this by emphasizing openness, aligning with Dr Nigel Paine’s philosophy that a learning culture flourishes when employees feel supported and valued. Organizations can build similar transparency by sharing company goals, diversity data, and development paths—fostering a foundation of trust that encourages innovation and long-term engagement. 3. Enable Knowledge Discovery and Just-in-Time Learning In a hybrid workplace, new employees must be able to access knowledge when they need it most. Instead of overwhelming newcomers with exhaustive training sessions in their first weeks, provide them with carefully curated resources they can explore as specific questions arise. This approach respects their cognitive load while ensuring they have reliable answers at their fingertips. Consider offering curated playlists of success stories from team members, short video demonstrations of key processes, or role-specific FAQs. This just-in-time learning approach aligns with Nick Shackleton-Jones’ experience-driven learning model, which emphasizes the importance of learning at the point of need. Research from the Corporate Executive Board shows that employees with access to knowledge-sharing platforms are 88% more productive in their first month, largely because they can find answers quickly without waiting on busy colleagues. To make this easier, Slick+ introduces its new Playlist feature. With playlists, you can now effortlessly organize and share essential learning content, guiding employees through every stage of their onboarding and mentoring journey and ensuring key information is just a click away when they need it most. 4. Establish Multi-Channel Support Systems Learning happens at the point of need—not on a set schedule. To meet this requirement, provide new employees with multi-channel support systems that include a mix of asynchronous and synchronous options, such as: This multi-channel approach allows employees to learn at their own pace and find the resources that best match their learning preferences. It also aligns with the principle that a supportive onboarding environment creates learning agility—the ability to adapt to changing needs and challenges, which is particularly critical for remote workers who may feel isolated without physical touchpoints. 5. Build for Long-Term Success A successful onboarding strategy for an organization committed to creating a robust learning culture should focus on fostering long-term growth and active engagement from day one. It is important to gradually immerse new employees into a collaborative environment where they feel valued, empowered, and ready to contribute. To embed a self-sustaining learning culture, onboarding should go beyond resource access to actively involve new employees in knowledge-sharing. For instance, inviting new hires to create process guides, document solutions, or share personal insights into their early experiences not only reinforces their understanding but also deepens their engagement. This tactic transforms onboarding from a passive orientation into an interactive, contribution-focused experience where employees are both learners and knowledge creators. As they contribute, new hires develop a stronger sense of belonging and purpose, recognizing that their input matters. This strategy not only
7 Tips to Boost Informal Learning in Hybrid Onboarding
The Power of Informal Learning in Virtual Environments With the rise of digital workplaces, remote onboarding has become the norm rather than the exception. While formal training is still important, informal learning opportunities often provide the richest and most lasting impact on new employees’ integration and success. This shift demands a thoughtful approach to leveraging technology that creates meaningful connections and facilitates natural knowledge sharing. 7 Essential Tactics for Nurturing Informal Learning in Hybrid Onboarding In a hybrid work world, onboarding isn’t just about formal training. Informal learning helps new hires connect, engage, and build meaningful relationships that drive long-term success. Use these practical tips to create an onboarding experience that supports natural knowledge-sharing and fosters a strong foundation for growth. 1. Choose Technology That Puts People First The cornerstone of effective informal learning lies in selecting the right platform. Your onboarding technology serves as new hires’ first impression of your company culture. The platform should be intuitive and user-friendly, allowing employees to navigate and engage without friction. It must prioritize human connection through features that encourage interaction and relationship building. Accessibility across various devices ensures that learning can happen anywhere, while rich interactive features support diverse learning preferences. The technology should feel less like a corporate tool and more like a welcoming space where employees naturally gather to share knowledge and experiences. 2. Death by Virtual Training Sessions For informal learning to flourish, employees need to feel secure in their interactions. This security begins with establishing clear codes of conduct that outline expected behavior and interaction guidelines. These guidelines should be accompanied by transparent community standards that everyone understands and agrees to follow. Assigning moderators and ‘drivers’ can help ensure these standards are maintained, while protected spaces for questions and discussions allow employees to seek help without fear of judgment. 3. Build Engagement Through Habit Formation Even the most intuitive platform requires consistent engagement to deliver value. Start by welcoming new hires with personalized emails containing quick-start video guides that showcase the platform’s features. Implement smart notifications that keep employees informed about colleague activities and learning opportunities. Creating engagement calendars helps employees develop regular platform usage habits by suggesting daily actions that contribute to their learning journey. Recognition of active participation is worth considering to encourage continued engagement, while clear expectations about platform usage help employees understand how the tool fits into their daily work routine. 4. Leverage Leadership Storytelling Personal connections with leadership create vital context for informal learning. Leadership involvement may begin with authentic welcome videos from senior management that set the tone for open communication. Share the company’s origin story to help new hires understand the organization’s journey and values. Department heads can contribute by sharing their vision and insights, helping employees understand how their role fits into the bigger picture. Regular leadership updates keep everyone connected to the company’s direction, while interactive Q&A sessions create opportunities for direct engagement with executives. 5. Implement Just-in-Time Learning Resources Make informal learning accessible when it matters most by creating a comprehensive library of searchable video playlists that address common questions and processes. Step-by-step screen-share videos can guide employees through complex tasks, while interactive how-to video playlists allow for hands-on learning. Encourage peer-created content to capture real-world experiences and practical insights. Ensure all resources are mobile-friendly and broken into digestible segments for easy consumption during the workday. 6. Foster Community Through Interactive Features Enable organic knowledge sharing by creating multiple touchpoints for interaction. Every piece of content should include comment sections where employees can discuss, ask questions, and share insights. Implement features that allow users to like and bookmark valuable resources for future reference. Encourage the creation of user-generated playlists where experienced employees can curate learning paths for others. Build peer recognition systems that celebrate knowledge sharing, and maintain active discussion forums where employees can explore topics in depth. 7. Measure and Adapt Your Informal Learning Strategy Success in informal learning requires constant evaluation and refinement. Monitor platform usage patterns to understand how employees engage with different types of content and features. Regularly gather feedback through surveys to identify areas for improvement and unmet needs. Analyze which content receives the most attention to guide future resource development. Pay attention to knowledge gaps revealed through platform interactions, and continuously adjust your approach based on observed user behavior and feedback. Conclusion: The Future of Informal Learning Remote onboarding doesn’t have to mean impersonal onboarding. By thoughtfully implementing these strategies, organizations can create vibrant virtual spaces where informal learning thrives. The key lies in combining user-friendly technology with human-centered design, creating an environment where knowledge sharing happens naturally and new hires feel supported in their journey. Remember that informal learning is an organic process that can’t be forced, but it can be nurtured. By providing the right tools, environment, and encouragement, you can create a culture where learning becomes an integral part of every employee’s daily experience, starting from day one. Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a discovery call today by clicking here. The Author Contact Linda Hegarty, Slick+’s CoFounder. Send us an email or connect on LinkedIn 😉 Reference Eraut, M. (2004). Informal learning in the workplace. Studies in Continuing Education, 26(2), 247-273. https://doi.org/10.1080/158037042000225245 Billett, S. (2001). Learning in the workplace: Strategies for effective practice. Allen & Unwin. https://doi.org/10.4324/9781003115979 Marsick, V. J., & Watkins, K. E. (2001). Informal and incidental learning. New Directions for Adult and Continuing Education, 2001(89), 25-34. https://doi.org/10.1002/ace.5 Noe, R. A., Tews, M. J., & Marand, A. D. (2013). Individual differences and informal learning in the workplace. Journal of Vocational Behavior, 83(3), 327-335. https://doi.org/10.1016/j.jvb.2013.06.013 Sambrook, S., & Stewart, J. (2000). Factors influencing learning in work-based settings. Journal of European Industrial Training, 24(3), 209-219. https://doi.org/10.1108/03090590010321140
5 Virtual Onboarding Mistakes to Avoid and How to Fix Them
Introduction As remote and hybrid work continues to evolve, virtual onboarding has become the standard rather than the exception. Yet many organizations continue to struggle with this critical process, often unknowingly making mistakes that can lead to expensive turnover and reduced productivity. Research shows that 20% of staff turnover occurs in the first 45 days, with remote employees being twice as likely to quit when virtual onboarding fails to build genuine connections. Let’s examine the five most common virtual onboarding mistakes and explore practical solutions to fix them. Practical Onboarding Tips for L&D and HR Managers Effective onboarding is more than just introducing new hires to their roles. It’s about creating a structured process that sets them up for long-term success. For L&D and HR managers, virtual onboarding presents unique challenges, from managing overwhelming information flows to building meaningful connections remotely. To ensure a smooth experience for new employees, it’s important to avoid common pitfalls and implement practical solutions tailored to today’s work environment. Below are five frequent onboarding mistakes and actionable strategies to overcome them, helping you build an onboarding program that truly works. 1. The Digital Maze Syndrome Mistake: Overwhelming new hires with scattered documentation across multiple platforms, forcing them to navigate a labyrinth of SharePoint sites, broken links, and outdated resources. Solution: Create a centralized, searchable knowledge base that new hires can easily navigate. Nick Shackleton-Jones’s performance-focused approach to learning suggests that effective onboarding should focus on helping people do things rather than just knowing things. This means organizing resources around actual work tasks rather than abstract categories. 2. Death by Virtual Training Sessions Mistake: Subjecting new hires to lengthy, one-way Zoom sessions where information retention is low and engagement is minimal. Solution: Break down training into digestible, interactive micro-learning experiences. Julian Stodd’s work on Social Learning emphasizes the importance of creating spaces for conversation and knowledge exchange rather than just content delivery. This aligns perfectly with modern virtual onboarding needs, where building networks of knowledge is as important as acquiring information. 3. The Knowledge Vacuum Mistake: Failing to foster genuine human connections in a virtual environment, leaving remote hires feeling isolated and disconnected from the team and company culture. Solution: Leverage technology to create meaningful interactions. Richard Culatta’s research on digital learning environments suggests that technology should enhance, not replace, human connections. This means using tools that facilitate authentic interactions and relationship-building, not just information transfer. 4. The Knowledge Vacuum Mistake: Relying on outdated SOPs and static manuals that fail to capture the organization’s actual ways of working, leaving critical institutional knowledge undocumented. Solution: Create a living knowledge base that preserves and shares institutional expertise. Josh Bersin’s research supports this approach, noting that businesses incorporating alternative learning programs “outperform those that focus on formal training by 3 to 1. In these companies the corporate training team doesn’t just train people, it puts in place content and programs to help employees quickly learn on the job.” 5. The One-Size-Fits-All Approach Mistake: Delivering the same virtual onboarding experience to all new hires, regardless of their role or specific needs. Solution: Implement a flexible, personalized onboarding system that adapts to individual needs while maintaining consistency in core elements. Nigel Paine’s work on learning cultures suggests that successful organizations create environments where learning is embedded in the flow of work, not separated from it. The Future of Virtual Onboarding As we continue to adapt to hybrid work environments, the importance of effective virtual onboarding cannot be overstated. The research tells us that organizations with strong onboarding processes improve new hire retention by 82% and productivity by over 70%. To build a successful virtual onboarding program: Remember: Virtual onboarding isn’t just about information transfer—it’s about creating an experience that makes new hires feel connected, capable, and eager to contribute to your organization’s success. It’s through our social interactions and participation in communities that we truly learn and grow. By avoiding these common mistakes and implementing the suggested solutions, organizations can transform their virtual onboarding from a potential weakness into a competitive advantage. In today’s talent market, can you afford not to? Conclusion Virtual onboarding isn’t just about transferring information. It’s about creating an experience that helps new hires feel connected, capable, and motivated to contribute. By avoiding these common mistakes and implementing the recommended solutions, organizations can turn their virtual onboarding from a challenge into a competitive advantage. In today’s competitive talent market, can you afford not to? Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a discovery call today by clicking here. The Author Contact Linda Hegarty, Slick+’s CoFounder. Send us an email or connect on LinkedIn 😉 Reference Didion, E., Ambrosius, U., Perello-Marin, M. R., & Català Pérez, D. (2022). Virtual organizational socialization: A structured literature review and research agenda. In BMT 2022 – 4th International Conference Business Meets Technology (pp. 179-185). Klein, H. J., & Polin, B. (2012). Are organizations onboard with best practice onboarding? In The Oxford handbook of organizational socialization (pp. 267-287). Oxford University Press. Purvanova, R. K., & Kenda, R. (2018). The impact of virtuality on team effectiveness in organizational and non-organizational teams: A meta-analysis. Journal of Organizational Behavior, 39(6), 779-799. Saks, A. M., & Gruman, J. A. (2021). What do we know about onboarding in the new hybrid workforce? In PLOS ONE.