From Offer to Impact: Getting Onboarding and Probation Right

Hiring a new team member is one of the biggest investments an employer can make—and managing their probation period well is key to protecting both performance and culture. This practical, hands‑on session equips employers / managers with the confidence and tools to guide new starters through probation in a way that is fair, structured, and aligned with the values that make their organisation unique.

With the upcoming changes to employment legislation, enabling employees with six months’ service to claim unfair dismissal, it’s never been more important to get how you do recruitment and probation right.

Through real‑world examples and easy‑to‑apply frameworks, participants will learn how to set clear expectations from day one, provide meaningful feedback, identify early warning signs, and document the probation process appropriately. The session also highlights how to support new employees so they can integrate smoothly into a team, maintain morale, and contribute positively to the workplace culture.

By the end of the training, attendees will understand how to balance legal responsibilities, good people management, and the realities of employing people and running an organisation —ensuring that probation becomes a powerful tool for growth, not a source of stress.

By the end of this session, employers / managers will be able to:

1. Set clear expectations for new starters from day one, including goals, behaviours, and cultural fit.
2. Structure an effective probation period. including check‑ins, documentation, and fair processes.
3. Provide constructive, timely feedback that      supports development while maintaining accountability.
4. Recognise early warning signs of performance or conduct issues and respond confidently and appropriately.
5. Promote positive integration by helping new employees adapt to the culture and dynamics of a team.
6. Balance fairness, legal considerations, and your      needs as an employer / manager to make informed decisions at the end of      probation.
7. Use probation as a tool for strengthening team      culture, rather than disrupting it.