A probationary period is a trial period for a new employee. Although probationary periods have no legal status, they are a very useful tool that allows both you as a line manager and your employee to assess objectively whether or not the new recruit is suitable for the role, taking into account the individual’s overall capability, skills, performance and general conduct.
There is a strong argument that the use of probationary periods can have a positive impact on new employees, who are likely to perform more successfully in the role, as they help to set expectations, and provide a structure for getting the employee up to speed with the job and for identifying and resolving problems. Conversely, without an effective probationary review process, employees who are not suited to the job may be retained for longer.
It is much easier to tackle any performance or behavioural issues when they arise. Identifying and addressing any unsatisfactory performance or behaviour at the time gives employees a fair opportunity to improve their performance or change their behaviour, and you will not be seen as condoning or disregarding it. If you allow problems to continue, they may well escalate, making it more difficult to address at a later date.
Probationary periods work alongside onboarding (also known as induction) for new employees. Onboarding is a wider tool that you, as a manager, can use to help employees feel settled in their role, the team and the organisation. Onboarding includes introducing an employee to their role, and this is where probation fits in.
In summary, probation:
- Is a trial period for a new employee
- Allows you and the employee to assess suitability
- Increases the chance of success in the new job
- Provides an opportunity to tackle problems when they arise
