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Description

Remote Onboarding: Preparing the Arrival, Supporting and Following Up with New Joiners

Three hours to help a manager succeed with the arrival of an employee they will never pass in a corridor

  • 0.43 days — 3 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

A new employee starting remotely discovers the role through a screen. Nobody shows them where the files are or who does what. The first questions go unasked because there is no visible person to ask. Several weeks later, the manager realises that essential instructions were never passed on.

These 3 hours are designed for managers who welcome joiners remotely. They cover preparation of the first day, the distribution of contact points and the transfer of the unwritten knowledge attached to the role. Each participant leaves with an onboarding plan for the first few weeks, adapted to their team and to the tools available to them.

Learning objectives

  • Prepare the practical and informational conditions for the first day
  • Plan contact points with the new employee over the first few weeks
  • Pass on the unwritten rules of the role that appear in no document
  • Organise introductions between the new joiner and their internal contacts
  • Identify early signs of disengagement and respond without delay

What makes this programme different

An onboarding plan for the first few weeks, built by each participant
A review of the implicit role information that is systematically left unsaid
Remote disengagement situations analysed and then re-enacted in session

Programme

1Preparing the Arrival

Before Day One

  • Checking access, equipment and application rights
  • Briefing the team on the new joiner's role
  • Preparing the documents and links needed for the role
  • Appointing a reachable point of contact for day-to-day questions

2The First Few Weeks

Rhythm, Contacts and Reference Points

  • Building a progressive contact plan
  • Balancing formal check-ins and informal exchanges
  • Passing on team practices and unwritten rules
  • Setting short, verifiable objectives for the period

3Following Up and Correcting Course

Spotting Issues Before the Exit

  • Weak signals of disengagement that can be observed remotely
  • Running a useful rather than procedural progress review
  • Addressing a misunderstanding about the scope of the role
  • Preparing and substantiating a decision to end the probation period

Who is it for

Frontline managers responsible for remote teams and project managers welcoming new team members.

Prerequisites

Currently managing a team or about to take on that responsibility.

Dates & locations

12 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.