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Discover what you should cover during months three to six of your induction to ensure your new starter can become a valued and productive member of the team.

Supporting long-term success. Between months three and six, your new starter should be growing in confidence, taking on greater responsibility, and becoming an established member of the team. 

This stage of induction is an opportunity to celebrate progress, review performance, and focus on longer-term development. It's also a chance to understand how well your new starter has settled into the organisation and identify any support they need to continue succeeding.  

 Explore our guidance on:

• Belonging
• Supervision
• Learning and development
• Review

Belonging

By this stage, your new starter should feel increasingly confident and connected to their team and organisation. Continue to create opportunities for them to feel supported as they take on more responsibility.  

Peer support  

As confidence grows, peer support may naturally evolve from regular buddy support into a coaching or mentoring relationship. 

Take time to review: 

• how effective the peer support arrangement has been  

• whether it still meets your new starter's needs  

• if different people or approaches would better support their ongoing development.  

Wellbeing  
Continue to make wellbeing a regular part of supervision and one-to-one conversations. As responsibilities increase, check whether your new starter feels supported and has the right balance between challenge and wellbeing.

Use our wellbeing resources to identify additional support where needed.

Supervision

Regular supervision should continue with regular check-ins to discuss how your new starter is adapting to their role. throughout months three to six, helping your new starter build confidence, develop competence and prepare for the end of their induction or probation period. 

Use supervision to discuss: 

• how they are adapting to the role  

• how they are applying what they have learned  

• areas where they are working confidently and independently  

• any additional support or development they need  

• progress towards induction and probation objectives. 

This is a valuable opportunity to ask for feedback about their induction experience.

Encourage your new starter to reflect on: 

• what has worked well  

• what could have been improved  

• what additional support would have helped them settle into the role.  

Following the three-month review, update objectives and development plans to reflect their progress and any changing priorities. 

Use our supervision guidance to support effective supervision conversations.  

Learning and development

Continue to support your new starter’s learning by reviewing completed training and identifying the next steps in their development.

Focus on:

• confirming that all planned induction learning has been complete and signed off 

• supporting ompletion of any role specific training

• identifying additional learning opportunities to build confidence and competence 

• discussing long-term career aspirations and development opportunities. Use the Care Workforce Pathway to help your new starter explore future career options and identify the skills, knowledge and qualifications needed to progresss.

Supporting new managers:   

If your new starter is in a management role, make sure they: 

• understand the policies and procedures relevant to their role  

• feel confident supporting and leading their team  

• have access to learning and development opportunities, including the Developing new managers and deputes guidance. 

Review

Three-month review

Arrange a formal review meeting around the three-month point to assess progress against the objectives agreed during the first month. Use this meeting to: 

• review performance, competence and behaviours  

• discuss strengths and achievements  

• identify any concerns or development needs  

• agree actions and support for the next stage of induction.  

Where concerns are identified, have an open and constructive conversation to understand any barriers and agree appropriate support or reasonable adjustments.  

Six-month review

Towards the end of the induction or probation period, arrange a final review in line with your organisation's policies. This meeting should confirm whether your new starter has: 

• successfully met the objectives of their induction  

• demonstrated the knowledge, skills and behaviours required for the role  

• achieved the level of competence needed to continue in post.  

If additional time or support is needed, discuss whether extending the probation period is appropriate and agree a clear development plan. 

Where there are significant concerns about suitability for the role despite appropriate support, follow your organisation's HR policies and seek advice from HR before making any employment decisions.  

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