What to include in the probation period?
Summary:
A probation period is a crucial time for both the employer and the employee, as it provides an opportunity to evaluate whether the new hire is a good fit for the company and the role. From a leadership perspective, it is important to have a structured approach to the probation period to ensure a smooth transition and successful outcome.
The probation period should start with a "start talk." This is an opportunity for the leader to set the tone and expectations for the new employee. The leader should explain what they hope to achieve during the probation period and what success looks like both for the individual and for the team. This is a good time for the new employee to ask questions and get a clear understanding of their role and responsibilities.
The mid-point of the probation period should include a "calibration meeting." This is an opportunity to assess progress and address any challenges that may have arisen. The leader should ask the new employee about their experiences so far and what is going well and not so well. This is a good time for the leader to provide feedback and support to the employee to help them achieve their goals.
Finally, the end of the probation period should include an "end talk." This is a time to reflect on the overall performance of the employee during the probation period. The leader should ask the employee about their experiences, what was good and what was not good, and what they still need to work on. The leader should also provide feedback and discuss any open items and how to move forward.
It is recommended that the three talks be documented, with the employee involved in the process. This can be beneficial in the onboarding process, and can provide a reference point for future evaluations. By having a structured approach to the probation period, the leader can ensure a smooth transition and a successful outcome for both the employee and the company.