Managing a new employee induction

Induction is an important part of helping new employees settle into their roles and workplace, and line managers are key to making this a meaningful, engaging process. Effective induction significantly enhances employee retention and satisfaction, ensuring a positive start and fostering long-term success.

Use the Induction Guidance for Managers (.pdf) to support you to establish a new employee in their role and to set them up for success in their probation period. The guidance includes tips to prepare an induction plan, meet a new employee for the first time, manage the first two weeks of an induction and support a new employee to become established in their role. An induction checklist for managers is also included within the guidance to ensure that you cover the key elements of what a new employee needs to know.

The key guiding principles are:

• Start preparing before the employee arrives.
• Be visible, available, and approachable throughout induction.
• Focus on relationship building as well as administrative tasks.
• Keep induction flexible and tailored to individual needs.
• Use induction as the foundation for a successful probation period.

Below is a summary of the key management actions required that are detailed in full in the downloadable guidance document (linked above).

Before the employee starts

• Send a personalised welcome message and share first-day arrangements.
• Confirm accessibility requirements, reasonable adjustments, travel and workspace needs.
• Ensure contracts, pre-employment checks and IT access are complete.
• Prepare a workspace and create a structured induction plan for the first two weeks.
• Assign an induction buddy and brief key colleagues.

The first day and first week

• Welcome the employee personally and introduce colleagues and key contacts.
• Explain the role, team structure, working arrangements and expectations.
• Provide access to essential systems, resources and staff information.
• Arrange a campus tour and staff card.
• Complete health, safety and compliance requirements, including mandatory training.

The first two weeks

• Help the employee understand the University, department and team objectives.
• Schedule regular one-to-one meetings and encourage open communication.
• Introduce key stakeholders and collaborative networks.
• Discuss probation requirements and agree a probation plan.
• Identify development, training and learning opportunities.

Ongoing support

• Review progress, goals and performance regularly.
• Encourage open communication and feedback.
• Gather feedback on the induction experience and make improvements where appropriate.
• Provide feedback, coaching, mentoring, training and practical support.
• Promote wellbeing resources, staff networks and employee benefits.
• Ensure awareness of University policies, procedures and working practices.