Understanding probationary periods

We are often asked if you can give someone a probationary period when they transfer into a new role.  The simple answer is ‘yes’ but more importantly, is what you use the probationary period for.

Ultimately, the purpose of a probationary period is to trial someone’s suitability for the role. Usually it applies when someone new joins your organisation and lasts between 3-6 months (for the moment at least😊 the Employment Rights Bill might change that!) but can also be used where e.g. promotions apply.

What’s the purpose?

What is important is what happens during the probation period, namely:

·        Give them objectives -  how else can you assess them if there are no measurables?

·        Asses them – evaluate their work ethics, performance, cultural fit etc.

·        Support them – do they need additional training to do the job?

·        Give constructive feedback – if they aren’t performing to the organisation’s standards, tell them. Every employer’s standards are different, so even if they have worked for 20 years in your industry, you may operate differently and if you don’t tell them, they don’t know.

·        Give them time to meet those standards – and if they don’t, consider extending the probationary period. Countless times we hear clients say ‘they were rubbish from the start’ and yet nothing was ever addressed formally.

And don’t forget, if they take holiday or are off ill during the probation period, you can extend it to the length of time they were away - but don’t forget to communicate this to them!

So, whether they are new to your organisation or have recently moved into a new role, be clear on your expectations and work with them to achieve these (after all, you’ve already been through a lengthy and costly exercise to get them appointed so it’s in both of your interests to make it work!) If it isn’t working out, call us to discuss your options.

Please contact us – we’d love to hear from you.