Someone has joined my team recently to run social, community, user research, etc. They have done this in the past for their family business and are very good with it.
But they seem to be quite clueless about communication and coordination in a team (especially remote) context. They are quite young and never worked outside their family in the past. Their social skills of late teens might also have been hampered due to Covid.
They get started on things that we spoke about but never actually discussed what methods should be followed and what the deliverables are (so the risk is something will need to be redone). I am not sure they understand the concept of procedures (conduct the user research based on some guidelines), standard requirements (check a certain set of things during user interviews), deliverables, etc.
They disappear for many days without reporting back - and later it turned out they were working on the thing they thought they were supposed to be working on. And they came back with a nice report which was half useless but which they spent good effort on.
I guess that while working with one's own family on a small business, everyone has a general idea of what everyone else is up to and there's a lot of leeway on what/how things are done. But doesn't at all translate to a remote team. A few times I wasn't even sure if they were still working with us or had simply decided to stop and never bothered to tell me.
What is a good way to train this individual on how to work as a team with well-meaning people but who are 1) remote and 2) not family. Though smart and capable, they are young, impulsive and impressionable. I have mostly worked in professional settings, so advice how to handle and keep this person on board and make them more productive will be nice. I also need them to retain their open mindedness and creativity, because it is very useful. It just needs to be channeled. How do I achieve that?
Notes (based on the comments) -
Yes, this person works directly for me, but everyone who works for me does so fairly autonomously with loose supervision.
This person is not doing this full time but along with school. So sometimes when they have exams, they are expected to disappear and focus on school.
This is a very small operation (without a full-time HR), so there's a bit of informality and not many SOPs. Since almost everyone is an experienced professional on a profit-sharing arrangement, this set up works/worked fine.