Home » Blog » How do you manage a successful probationary period?

Firstly, what is a probationary period?

A probation period is a good idea as it gives both you and your new employee time to see if they are right for the job. It gives you the opportunity to evaluate their skills, their personality and their performance in the role.

To manage this period best, there are a number of pointers to follow.

Set clear objectives

Your employee will need clear objectives for the role. This will almost certainly take the form of a job description that outlines their specific roles and responsibilities. In addition, you may also like to outline specifics of what is expected of them during the probation period and whether there are any key targets on which they will be measured.

Training and mentoring

Obviously you’re hoping the probation period will work out and the employee will be a good fit, so it’s important to arrange mentoring and support to optimise their potential for success.  The first few weeks in a new role (particularly in a new company) can be challenging as there is much to learn.

The ideal scenario is to give the employee the opportunity to shadow another person doing the same role as it is a great way to learn. But that may not be possible, in which case  the line manager will provide the main support role. They should set aside time to train, mentor and guide the employee.

If you’ve identified any training needs, then schedule the sessions or courses early enough for the employee to benefit from them before the end of the probation period.

Continual review

The employee’s line manager should set up regular meetings with the employee. These assess performance in an ongoing manner and allow both sides to provide feedback and identify any issues. Other work colleagues can also be a good source of feedback for the manager..

If there are issues, these are best addressed when identified, to give the best opportunity for correction and to avoid them growing into a larger problem which may affect whether or not the employee passes their probation period, or even if the employee wants to stay on.

In order to do this, provide clear a action plans that states what needs to be addressed and by when. You may decide to provide extra training or support, or it may be reasonable to expect your employee to improve certain aspects of their performance.

Dismissal during the probation period

Perhaps there are behavioural or misconduct issues that cannot be resolved, in which case you can statutorily dismiss the employee at any point during this period.

You must follow your own contractual disciplinary procedure to ensure you do not to terminate employment in a manner or for a reason that might cause the employee to claim unfair dismissal.

Extending the probation period

If the employee has not reached a satisfactory level of performance by the end of their allotted time on probation, but you believe that there is potential for them to do so, then it’s possible for you to extend their trial period.

You may already have a clause in your employee contracts that explains that probation periods may be extended. But if not, then you should gain the employee’s agreement to extend the probation period.

Pass or fail?

At the end of the probation period, or the extension, you need to assess your employee and let them know if they have passed or failed their probation period.

If they fail, you terminate their employment and will need to. conduct a full exit interview and explain the factual reasoning as to  why they have not passed the trial period.

If they pass, then the employment process has been successful and everyone will be happy. Your employee is confirmed in the role and – according to your contractual agreements – may also move over to a permanent contract or one with different terms.

Conclusion

The probation period is a great opportunity for everyone to assess if the role and the candidate are right for each other. When the process is managed well, any small issues can be addressed and handled so that the match is one that is successful for all.

It’s in everyone’s interests for the candidate to work out, so managing the probation period and adequately setting up your new employee for their new role is vital.

Let us help you guide you through the process with templates, letters and support. Just contact us on enquiries@HRBusCons.co.uk.

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