Set them up for success

In their onboarding, play an active role and give them the support they need from before they start to the end of their probation.

Choose the right approach

Think about what approach you want to use with:

  • learning and communication styles
  • role requirements
  • systems, tools and access needs
  • team culture
  • ways of working

Check your organisation’s policies before you adjust

If you want to onboard or induct differently, check your changes comply with your organisation’s policies and the law.

You can speak with your HR team or get in touch for advice.

Create a good experience

As non-physical onboarding may be confronting for your new employee, show them empathy and understanding.

Create a positive experience so they can perform their best from day one.

Be patient but clear with what you expect from each team member.

Make your onboarding process easy to follow and give them as much information as they need.

Embrace diversity and inclusion

Your onboarding and induction processes must be inclusive.

Ask your employee what they need at all stages of their onboarding and induction.

Embrace diversity in capabilities and backgrounds. Respect the uniqueness of each employee. Be open minded to have your lived experience challenged.

When you ask your new employee to do something, be mindful everyone has different abilities with technology. Have alternative methods ready if they need them.

Consider their home working arrangements.

For example, some employees may not have their own internet connection or workstations.  Or some may have caring responsibilities or work flexible hours.

Read create an inclusive workplace and your organisation’s inclusion and diversity strategy.

Support employees with disability

If your new employee has shared disability information with you, you must adjust your process and offer reasonable adjustments if they need them.

Ask them if they need specific work arrangements and what they need to perform in their role.

Read 5 ways you can support employees with disability to work remotely.

Checklist for all stages

  • I’ve checked my organisation’s onboarding policies and asked HR if it’s okay to adjust them for my process
  • I know what a protected attribute is and offered reasonable adjustments if they need them
  • I’ve checked my approach and technology will allow them to fulfil the inherent requirements of the role
  • I’ve embedded diversity and inclusion in my process and have asked my new employee what they need to be successful in their role