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Discover what you should cover during month one of your induction to help your new starter feel they can make a positive difference in their role.

Building confidence for long-term success. By the end of the first month, your new starter should have a good understanding of your organisation, their team and their role. They should also be starting to work more independently and feel confident about making a positive contribution. 

Remember, induction doesn't end after the first month. Many new starters take up to six months to become fully confident and effective in their role. Ongoing support, supervision and development are essential to helping them succeed and remain engaged. 

Explore our guidance on:

• Belonging
• Supervision
• Learning and development
• Review.

Belonging

By month one, it's a good time to review how well your new starter is settling into the organisation and whether the support you've put in place is meeting their needs. 

Review peer support 

Consider whether your peer support or buddy arrangements are working effectively. Ask yourself: 

• Is the buddy or mentor available when support is needed?  

• Does your new starter feel comfortable asking for help?  

• Are any changes needed to improve the support available? 

• Use this stage to reflect on how your new starter is demonstrating your organisation's values, behaviours and culture. 

• Values, relationships and wellbeing 

It’s a chance to consider alternative arrangements if needed.

Discuss: 

• how they are finding the role  

• how well they feel connected to their team  

• whether they have built positive working relationships  

• any challenges they are experiencing.  

A safety net conversation can help you understand how they're settling in and identify any concerns before they become bigger issues. 

Take time to check in on their wellbeing and discuss what support they may need as they continue to develop in their role. 

Supervision

Regular supervision and one-to-one meetings continue to play an important role during the first month. They provide an opportunity to recognise progress, reinforce expectations, and address any concerns early. 

Review progress against induction objectives, probation requirements and any goals agreed during previous supervision meetings.  

Supervision and one to ones should take place regularly, in line with your processes, probationary review time scales and good practice guidance. Progress and performance should be reviewed against the completion of probationary and induction goals. 

One month supervision should look like:

• reviewing workload and how they are managing their responsibilities

• identifying any knowledge or skills gaps

• discussing how they feel about the role and what support they need to succeed

• explore preferred learning styles and any reasonable adjustments needed to support them to meet expectations 

• reviewing performance, behaviours, and conduct against organisational expectations.  

Document the discussion and provide balanced feedback, recognising achievements as well as identifying areas for improvement. Where concerns are identified, agree clear actions and provide the support needed to help your new starter succeed. 

Learning and development

Month one is an ideal time to create a Personal Development Plan (PDP) with your new starter.

A PDP helps individuals identify their career aspirations and agree realistic actions to develop their knowledge, skills, and confidence. It also demonstrates your organisation's commitment to supporting long-term career development.   

An effective PDP should: 

• reflect the individual's interests, strengths and career goals  

• include realistic and achievable development objectives  

• be regularly reviewed and updated as learning progresses.  

Use the Care Workforce Pathway to help new starters explore career opportunities within adult social care, including specialist roles, recognised qualifications, leadership, and management pathways. 

You should also discuss funded learning opportunities, including support available through the Learning and Development Support Scheme (LDSS) where appropriate. 

Review

At the end of the first month, take time to review progress and begin planning the next stage of your new starter's induction and development. 

Consider the following questions: 

• Has the new starter achieved the goals and objectives set for their first month?  

• Do they understand what is expected of them in their role?  

• Are supervision and one-to-one meetings continuing as planned?  

• Have key policies and procedures been discussed and understood?  

• Are they demonstrating the values and behaviours expected within your organisation?  

• Are any reasonable adjustments still appropriate and effective?  

• Have they understood the informal ways of working within the team and organisation?  

• Have they shared any career interests or development ambitions?  

• Have you recognised and celebrated their achievements?  

Use the outcomes of this review to shape the next three to six months of support, setting clear expectations while continuing to provide regular feedback, encouragement and opportunities for development.  

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