Are you making the most of the probationary period with new hires?
The probationary period is a critical stage in the employee lifecycle. It provides an opportunity for both the employer and the new hire to assess if there is a good fit in terms of skills, expectations, and company culture. When managed well, probation can help new employees succeed and reduce long-term turnover. So how do you ensure you’re making the most of it? We provide five key tips for making the most of the probationary period below.
1. Conduct regular, documented meetings
Holding scheduled check-ins throughout the probation period creates structure and allows managers to track progress. These meetings should be fully documented, covering:
- Performance feedback
- Goal progression
- Any concerns from either party
Regular meetings ensure that issues are identified early and allow for proactive support rather than reactive decisions later.
2. Set clear expectations from day one
Clarity is critical. From the first day, new employees should understand:
- Their role and responsibilities
- Performance expectations and key performance indicators (KPIs)
- Workplace norms and company values
Clear expectations help new hires stay focused and allow managers to objectively assess progress. It also helps identify strengths and areas for development more effectively.
3. Provide consistent feedback and support
Many new hires, particularly fresh graduates, need frequent guidance as they transition into the workplace. Providing timely, constructive feedback helps:
- Reinforce positive behaviors
- Correct issues before they become patterns
- Build confidence and competence
Don’t wait until the final review – ongoing feedback is more effective and far less intimidating.
4. Consider mentoring
Assigning a mentor can significantly ease the onboarding process and accelerate learning. A supportive, approachable mentor helps:
- Build connections within the team
- Provide a sounding board for questions or concerns
- Foster a sense of belonging
Mentoring is particularly effective in boosting engagement and performance during probation.
5. Handle extensions thoughtfully
Not every probation period leads to a clear yes or no decision. In some cases, an extension is necessary to give the employee more time to demonstrate their capability. During the final probationary review, outcomes may include:
- Confirmation of ongoing employment
- Termination due to poor fit
- Extension with clear improvement goals and timelines
Be transparent about the reason for the extension and what’s expected moving forward.
The probation period isn’t just about evaluation. Instead, it’s an opportunity to set new employees up for long-term success. When structured with this approach to include regular communication, clear expectations, and meaningful support, it becomes a powerful engagement and retention tool.
Getting probation management right is not only good for employee development, it’s also a compliance safeguard. Need help getting it right? Contact out team to discuss how you can outsource your HR requirements on 02 8977 4002.