Before the new starter joins, create a structured induction plan that outlines exactly what they will be doing, materials they need to read and who they will be meeting over their first few days and weeks. Be aware you will need to plan to much greater level of detail than normal, to make sure they always have something to do to prevent them feeling demotivated. Download a template induction plan here.

Feelings of uncertainty are likely to be particularly high for new starters, so it is particularly important to reassure them that the plans for them to join the University are still going ahead. Good communication will help protect and build your relationship with the new starter. Make sure they are clear on any tasks they need to undertake before they start, and what they need to do on their first day.

The chances are that your new starter may not be used to working from home and, along with a new job, it may feel quite strange. It is important to acknowledge this and talk about ways the team are staying connected and supporting each other. The working remotely page is good to share with them for hints and tips. It is also important to ensure they have all the equipment they’ll need on their first day. Their IT equipment, log in details, and virtual access arrangements need to all be provided as a minimum before their first day. It may also be worth preparing a handbook of physical documents they can be reading, which can be helpful for them to work though should they have any access difficulties on their first day.

Working remotely should not affect the welcome you want to give to your new starter. This could include a team Zoom call on their first day where you can show your enthusiasm for them joining the team, introduce everyone personally and talk about things that people will be working on that week.

A buddy is someone (in addition to their line manager) who a new starter can get support and guidance from to help them integrate into their new role. Particularly when working from home, a buddy can play a crucial role in helping the new starter settle in. Guidance on setting up a buddy scheme for managers can be accessed here.

Despite not being able to meet colleagues and key contacts in person, its important the new starter has meetings set up regularly with key people from their first week onwards. This should include introductory meetings with every person in their direct team to ensure they get an opportunity for a 1:1 conversation with everyone they are likely to be working with.

Get the rest of the team involved with their induction and training. A good idea is a catch up call with a different team member each week. This could be to provide tasks for them to complete, train them in an aspect of the job, as well as informally discuss how they’re getting on and making sure they are enjoying things. This will also help the new starter build good relationships with their colleagues.

Giving your new starter a project or piece of work to complete in their first few days and weeks is really important to give them something to focus on and fill their time between meetings. Make sure this is something that doesn’t rely heavily on existing knowledge of the University / processes and is something they can start working on very quickly.

It is important to emphasise that the period of working from home is unlikely to be forever, and to ensure you discuss and prepare the new starter for the things they’ll be doing once they are office based again. It is important to keep things in perspective and think about the longer term impact they will have, especially if working remotely is leading to them getting off to a slower start.

When the new starter has established themselves in their role, have a conversation about their objectives for their performance and development during their probationary period. Depending on their start date, plan their objectives to fall in line with the P&DR cycle. See the probation and P&DR pages for more details and guidance.