You may want to consider agreeing a training and action plan with your employee during the probationary period
The idea of a plan is to outline everything that the employee needs to learn and do to carry out the role effectively. A training and action plan might cover:
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- specific job tasks;
- the organisation’s procedures on, for example, health and safety or the use of technology;
- general workplace practices;
- product and/or technical knowledge; and
- computer skills.
Keep it interesting: give the employee work to do while learning
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- When structuring the training, make sure to give the employee interesting work to do while learning about the requirements of the job. If the employee spends all their time on training activities, this may lead to them feeling bored and disengaged.
Consider adjusting working arrangements during probation
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- Where the new employee’s working arrangements include remote or hybrid working or another flexible arrangement, you should consider, in advance of their start date, whether working arrangements can be adjusted during the probationary period to allow the employee to have more in-person time with you and other team members.
- Do not underestimate how being in the same room as colleagues can help someone get up to speed with the requirements of their job; they may feel more comfortable to ask a colleague a quick question when they are in the same space than if they had to call or email them.
