82 / LEADING FROM A DISTANCE
Setting the tone for day one
Make their first day a positive experience.
Remember that remote starters don’t
get the chance to bump into coworkers
around the building and they don’t get
taken out to lunch to get to know the
team. But you can still provide a warm
welcome, set expectations for the new
role, and start each new sta member
o on the right path.
Starting a new job can be awkward and nerve-racking for many
people. Doing so remotely can be 10 times worse. As a manager,
you should welcome new sta to your team with even more care
than you would in a shared work space.
Get the tech side ready
It can take a while to grant
access to files and internal
communication channels.
This can leave new starters,
especially remote ones, feeling
cut o. Do all you can to get the
technical side of things sorted
by the time they start.
Make a connection
Send out any new starter info
in advance, plus a plan for what
week one will look like. Also make
sure any necessary training is set
up. Book a one-on-one welcome
meeting early on their first day,
preferably by video—smile, sit
up, look at the person, and listen.
Introduce key people
Start establishing a network
by introducing new sta to
the rest of the team and other
important contacts. Invite all
new starters to join informal
chat channels and upcoming
social events.
Welcoming new
starters remotely
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WELCOMING NEW STARTERS REMOTELY / 83
Explain company terms
When people start a new role
remotely, they don’t always come
forward to ask about unfamiliar
terms. Explain any organization-
specific acronyms, jargon, and
names of company tools. Include
a company glossary to a new
starter pack to explain key terms.
Encourage questions
Tell new starters to ask as
many questions as they like.
You might need to respond to
lots of chat messages or emails
at first, but put yourself in that
person’s shoes and remember
to be patient.
Get feedback
Ask the new recruit to provide
feedback on the company’s
induction procedures to get
a sense of what it’s like to
join your organization. Use
the responses to make the
process better for the next
new employee.
Be available
Book a regular one-on-one
catch-up to check how the
new person is getting on and
identify any issues. You can
oer additional support yourself
or allocate a “buddy”—choose
an experienced and personable
sta member to do this.
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