Do you know how to structure a probationary period?

The HR Blog

A probation review meeting is a critical component of the onboarding process for new employees. It provides an opportunity for both the employee and employer to assess progress, address any concerns, and set clear expectations for the remainder of the probation period. Conducting these meetings effectively ensures that employees have the support they need to succeed and that any issues are identified and resolved promptly.

So, if you’re wondering how to get started, we can help:

 

Day One

You’ve recruited a brand-new employee, congratulations! Now, you need to make sure you’re not only getting the best out of your new starter, but you’re also setting them up for success. The key factors to remember are:

Timeframes. Make sure the employee knows how long their probationary period is, and how often it will be reviewed. Normally, if you have a 3-month probationary period, one or two meetings in between will suffice. Try and get these booked in early on, as the weeks will fly by before you know it.

Job Description. Take some time to go through the points on the job description and make sure the employee understands their role. Highlight any areas they are unsure of and discuss any training or support available to fill the gaps.

Expectations. We all want new employees to “hit the ground running”, but make sure any expectations you set are realistic. New employees are very unlikely to achieve the KPIs of their experienced counterparts in those first few weeks, so adjust their initial goals accordingly.

Goals. Now is time to set the goals for their probation. Set too few, and they may feel lost. Set too many, they may feel overwhelmed. Setting 5 or so achievable goals is a manageable amount to ensure success. These can set over their first 30/60/90 days, whatever works for your organisation and makes sense for the role.

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