Insights

When it comes to managing employee performance good documentation is essential. A well-documented performance management process not only ensures consistency but also protects both managers and employees in the long run. Yet unfortunately it is often treated as a box ticking exercise, or neglected all together.

The probationary period is the golden window to assess if an employee is the right fit for a role and set them up for success. When you don't actively engage with your new hires during this time, you risk missed opportunities for feedback, adjustments, and growth. And while the majority of employees will pass probation with flying colours, the reality is sometimes you’ll find certain people are not the right fit for your business. When necessary, terminating employment during probation is better than managing performance issues later. It avoids a drawn-out process, reducing the impact on both business productivity and employee wellbeing.

An effective probationary period is built on taking the time to consistently engage with the employee and the process. Providing consistent feedback, clear expectations, and importantly, seeking stakeholder input. Regular check-ins and an open feedback loop help both managers and employees stay aligned, ensuring that performance is on track and issues are addressed early on.

1. Set Clear Expectations: From day one, ensure your new hires know exactly what’s expected of them.
2. Frequent Check-ins: Hold regular one-on-ones throughout the probationary period. Don’t wait until the end to review performance.
3. Support & Feedback: Actively listen to their challenges and offer feedback, resources, and guidance to help them succeed.
4. Mid-Probation Reviews: Instead of waiting until the final day of probation, implement a formal mid-probation review to discuss progress, address concerns, and make adjustments if needed. This helps avoid surprises and ensures the employee feel seen and heard.
5. Get Stakeholder Feedback: Regularly seek input from relevant stakeholders on how the employee is performing during probation to ensure a well-rounded assessment and to identify any potential areas for improvement early on.

How do you approach probationary periods in your organisation? Share your best practices or challenges below—let’s talk about how we can turn probation into a true period of growth for employees and companies alike!