You should plan and schedule progress meetings at the outset of the employee’s employment. It is your responsibility to ensure that all probationary reviews are completed on time.
At each meeting, you should aim to:
- highlight areas where the employee is doing well;
- explain clearly and in precise terms any areas in which the employee is falling below the required levels;
- explore the possible reasons for any failure to meet the required standards;
- discuss and agree whether any specific training or coaching is required;
- discuss any other relevant matters such as timekeeping, attendance, conduct or attitude;
- ask the employee how they feel they have integrated into the team and how well they are getting on with their colleagues; and
- give the employee an opportunity to ask questions and raise concerns about any aspect of their employment.
Do not restrict the progress meetings to discussions of problem areas. Ensure you give praise and highlight the positive outcomes that the employee has achieved.
You should be prepared to provide all possible support to your new employees to give them a fair opportunity to become effective team members and productive employees in the longer term.
