Preparing in advance sets the tone for a smooth induction and helps new employees contribute confidently from day one.

• Welcome Pack: Share a detailed pack (digital or printed) with organisational insights, role-specific info, and practical documents like the Terms and Conditions and staff handbook. It answers common questions and is especially useful for technical roles.

• Structured, Not Necessarily Formal: Induction can be informal if it’s well-organised and consistent. Managers or supervisors often guide the process through day-to-day interactions.

• Personal Touches Matter: A welcome card or small gesture from the team can make a big impact, helping new starters feel valued and at ease.

A well-planned induction keeps momentum high. Decide what happens, when, and who’s involved

Example induction plan:

Step 1 – Before They Start

● Send a welcome pack with key organisational information and values.

● Finalise the induction schedule: who greets them, who mentors them, and prepare their workspace.

Step 2 – First Day

● Give a warm welcome and tour of the workplace.

● Introduce colleagues, managers, and their mentor.

● Cover essential documents and health & safety. Keep it light to avoid overwhelming them. 

Step 3 – First Week

● Share the organisational structure, culture, and unwritten norms.

● Clarify their role, expectations, and how performance is assessed.

● Let them try out tasks with guidance and support.

Step 4 – First Month

● Offer informal feedback, both encouraging and constructive.

● Check how they’re settling in and identify any training needs.

● Reinforce their progress with realistic, supportive feedback.

Step 5 – Three Months

● Review performance: what’s working, what needs improvement.

● Agree on next steps and set clear, time-bound goals.

Step 6 – Six Months

● Assess whether they’ve received the right support and training.

● Make decisions on probation: confirm, extend, or exit fairly.

● Set goals for the next phase of development.

Step 7 – Twelve Months

● Conduct a full performance review or appraisal.

● Invite feedback on the induction experience to improve future processes.

Step 8 – Ongoing Development

● Induction is just the beginning.

● Explore vocational and leadership development opportunities, such as the “Your Steps to Success Programme.”

Tailor the induction to everyone’s advantage: No two employees are the same, so their induction shouldn’t be either. A recent graduate, a seasoned professional, or someone returning after a career break will each need a different approach. Flexibility helps everyone settle in faster and more confidently.

Respect Working Patterns: Shift workers may need adjusted hours to take part in induction activities. For roles requiring deep reading or prep, remote time can be more effective. Some organisations even support completing mandatory training before day one.

Support Individual Needs:  While reasonable adjustments may be discussed during recruitment, not everyone feels comfortable disclosing these early on. Induction is a great opportunity to revisit this, once trust is built, to ensure every employee feels supported.

Cultural sensitivity training - Incorporate this into your induction to raise awareness and foster understanding among all employees. This training should cover topics such as unconscious bias, stereotypes, and respectful communication across different cultures.

Neurodiversity training - Ensure all new employees go on neurodiversity training as part of their induction. It’s estimated that 20% of the working population is neurodiverse so this will support new staff to feel supported and help other colleagues understand how best to empower and support their diverse workforce.

Diversity and inclusion policies - Ensure new employees are familiar with your diversity and inclusion policies from the outset. Emphasise the importance of respecting and valuing diversity in all its forms, including race, ethnicity, religion, gender identity, sexual orientation, disability, and age.

Celebrate diversity - Take the opportunity to celebrate the diverse backgrounds and experiences of employees during the induction process. Highlight cultural events, heritage months, and diversity initiatives, and encourage employees to share their cultural traditions and stories with one another.