Top Tips for Remote ‘Onboarding’

With many organisations working remotely, one of the questions that may arise if an organisation is in a position to recruit is how to carry out an induction process successfully remotely.

With this in mind, we have put together some top tips to help make the onboarding process go smoothly.

  • Get set up for success

Pre-remote working there was always plenty to think about before a new employee started and whilst a number of these things haven’t changed, there may now be logistical considerations that need to be considered and factored in so that a new remote worker is ready to go.

It will be important to identify what work equipment is going to be provided, to arrange for that to be safely delivered to the new starter and for any access to company systems to be organised. To help support a new starter it will be important to ensure that they have a point of contact if there are any problems on their first day, such as I.T issues.

  • Make use of virtual introductions

Whilst remote working may mean skipping the usual workplace tour, it doesn’t have to mean that many of the introductions that usually go along with it can’t take place. It will be important for a new starter to get to know their colleagues to feel connected, supported and part of a team.  Virtual team meetings and introductions over videoconferencing platforms such as Microsoft Teams can be a good substitute.

  • Clearly communicate your policies, workplace rules and performance expectations

A key part of any induction will be to communicate clearly to a new starter what is expected of them, this will be no different for a ‘virtual induction’. It’s important that key policies such as equal opportunities, anti-harassment and bullying, computer and internet use and sickness absence reporting are drawn to the employee’s attention. If everyone is clear on the rules, it can help to prevent issues arising later on. There are also practical matters that may need to be explained that an employee would usually observe by being in the workplace, such as arrangements for taking breaks and internal job related processes and procedures.

A virtual meeting with their manager as part of the onboarding process can be a good way of communicating these things as well as making sure the new employee knows what is expected of them in terms of performance.

  • Provide training, support and feedback

When a new starter is working remotely it will be important to remember to offer them support and to give feedback. Just as they would in the physical workplace, their manager should check in with them, see how they are doing and whether they need any help such as any additional training. Some organisations may wish to consider whether a colleague could act as a mentor for a new starter to help ‘show them the ropes’ and be available to answer job related questions.

If you have an employment law matter you would like assistance with, please do not hesitate to contact Kingfisher Professional Services Ltd as we are happy to help.

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