During the probationary period, you should hold regular progress meetings with your employee, at least once a month, but more often in the earlier phase.
Regular meetings throughout the probationary period will allow the employee’s performance and progress to be monitored on a “little and often” basis. Less frequent meetings may result in important issues being overlooked, or delays in the resolution of performance issues.
Alongside formal progress meetings, make sure to check in regularly with the employee throughout their probationary period to ensure they understand what they need to do, give them feedback on their work and check whether they are receiving sufficient support.
Regular communication is essential in helping the employee get up to speed with their job and address any issues.
Update any conversations you have in the HR system – this way you can both see what has been discussed and what is expected.
