While some might treat it as a mere formality, the reality is that probation periods are a strategic opportunity for employers to evaluate new hires.

We’re finishing up the first quarter of the year, but that’s exactly the right time to think about getting probation periods right. Like most businesses, you might have hired new team members at the start of the year, and they might be right in the middle of their probation period now.

A probation period is important for businesses because it’s a trial run for both parties. While some might treat it as a mere formality, the reality is that probation periods are a strategic opportunity for employers to evaluate new hires.

From start to finish, this blog outlines our practical tips on getting the probation period right for your new starters.

Tip #1: Have a great onboarding process in place

The first step to getting the probation period right is having a strong induction process. The induction sets the tone for a new team member’s experience in your company.

A good onboarding process helps your new starter understand their responsibilities, what expectations you have of them, and lets them know how their performance will be evaluated during probation. It’s also a good way for them to gain insight into your company’s culture and values.

Having a structured approach to onboarding reflects positively on your company as well, and shows professionalism and care for team members. In our experience, team members who feel supported and welcomed right at the start of their employment journey are more likely to develop loyalty toward the company.

Onboarding isn’t just the start of employment—it’s the first step in ensuring that a new team member’s probationary period goes as smoothly as possible.

Want to learn more? Our team of HR Partners have some solid advice on evaluating your onboarding process in this article.

Tip #2: Look out for these red and green flags

As probation periods are a way to evaluate if a team member is a good fit for the company, it’s important to spot red flags when they pop up.

Common warning signs that may indicate a team member isn’t a good fit are:

• Lack of motivation or initiative
• Struggling to meet deadlines or expectations
• Difficulty integrating into the team or the workplace culture

The above issues should be warning signs for an employer or manager during a probationary period. While concerning, remember that the probation period is also a period where these negative behaviours can be addressed.

The good news is that if there are red flags in a probation period, there’s also green flags, or common positive indicators that suggest a team member is thriving in their role.

Common green flags in probation periods: 

• Demonstrate an eagerness to learn
• Consistently meeting or exceeding performance goals
• Communicates well with management and the rest of the team

Remember, exhibiting red flags during the probationary period is an opportunity to give a new starter constructive feedback and allow them to address these red flags. On the other hand, green flags should be celebrated as this shows your new team member that their successes are valued and seen.

Tip #3: Document everything

Those of us in the HR space can’t stress this one enough! Document performance reviews, feedback sessions, and any concerns raised during the probation period.

Having a “paper trail”, so to speak, has plenty of uses, such as:

• Documenting everything during a probation period lets you maintain transparency and accountability
• Having a list of goals and expectations for the team member’s role ensures that the evaluation process is fair and objective, guaranteeing that any decisions made on your new starter’s future with the company are evidence-based
• Showing whether goals and expectations were met during the probation period, and if their performance met the criteria that the role asks for.

Proper documentation also provides legal protection for an employer and the new team member. If a team member who is under probation has their contract terminated during or after probation, having detailed records can justify the decision and demonstrate compliance with the company’s policies and legal requirements.

Finally, documentation serves as a reference point for evaluation involved in the probation period. Having a historical record of a team member’s performance is useful for long-term planning and career development discussions.

Looking ahead: past the probation period

Hiring new people is an exciting venture for any business. Why? It means growth. Growth inevitably brings about changes, and can bring challenges to any business. Getting the probation period right can make a big difference in how well your new hires do and how they’ll benefit your business in the greater scheme of things.

This is where HR comes in. We’ve got experience in dealing with the employee lifecycle, which of course includes probation periods and making sure they’re set up in a way that ensures success for you and your team members. You don’t have to bear the stress and challenges of hiring new people and getting them through their probation periods alone.

Explore how you can get an outsourced HR team to handle the intricacies of the probation period in your business. Contact us now!