The First 30 Days for a New Starter

A new starter should not have to guess what good work looks like. Sending someone a stack of procedures is not the same as helping them learn the role. The manager should plan what the person needs to know, where they can practise and who will check progress.

Before the first shift, prepare the practical basics: schedule, uniform or dress requirements, access, assigned buddy and the first check-in. Confirm all employment, safety and system requirements through the company's process. Give the new colleague a named person to ask for help.

In the first week, introduce the team, customer promise, key areas and shift routines. Demonstrate a task, let the new starter practise with support, then ask them to explain or show the steps back. Keep the practice safe and within their assigned role.

During weeks two and three, add product, system and customer situations in manageable steps. Observe real work and give one specific piece of feedback at a time. Ask what is still unclear. Do not leave the new starter alone with a responsibility they have not been trained and authorized to perform.

At day 30, review progress against the role expectations, not against the speed of the most experienced colleague. Agree what is working, what needs more practice, what support the manager will provide and the next review date. Follow the company's probation and performance procedures where they apply.