It's important to take steps to ensure new employees are actively managed and assessed during the probation period and not assume that at the end of the period they will be confirmed.
Employers are now familiar with probationary periods, with most employment contracts containing a probationary period of between 3 and 6 months. It is important that managers take steps to ensure that new employees are actively managed and assessed during the period and not assume that at the end of the period they will be confirmed.
Too often we come across staff performance issues that could have been addressed during a probationary period where the long term suitability of the employee is questioned. It can become an expensive exercise, counted not just in dollars but time, for employers who may need to terminate staff due to poor performance outside the probationary period.
During the probationary period regular meetings should be held and key performance areas assessed. Managers should set expectations and ensure new staff fully understand and are able to meet the responsibilities of their role. When an attitude or performance problem occurs, it needs to be addressed quickly and formally. It is important to also provide feedback to employees when they are doing well. This will give new staff confidence, security and direction. There is no need to wait till the end of a probationary period if a new staff member is clearly not working out.
A final meeting should be scheduled at least one week prior to the end of the probationary period where the employee is given formal feedback and their employment is confirmed. A written confirmation should also be provided.