The probation period is to ensure whether the selected candidate is qualified to perform the job and achieve regular targets. It is an opportunity to evaluate new employee’s performance, commitment and other things which are required for the suitability of the job role.
Necessary actions should be taken if the new employee is failing to meet the requirements. The probation period is also an opportunity to the new employee whether they like the work environment and if the job role is suitable for them.
There are certain steps to be taken to make the new employees aware of the work they need to accomplish and help them to understand organization better.
1. Setting The Standards
Give the best chance to your employee for passing their probation period by helping them. Provide them with the exact and clear job description, an overview of the general business practices and procedures.
If your new employees are lacking in some areas, schedule the necessary training to help them reach the requirements. Set up weekly or monthly meetings where you can run through the progress report of the employee and offer feedback for their various aspects of work and areas they need to improve.
2. Training And Support
You as an employer have to set up a structured training process, provide guidance and give supervisory support to the employee in order to help them achieve the required standards. Discuss every problem that your new employee is facing and give them ideas to resolve their difficulties.
During the probation period of an employee, their managers should schedule formal series of review meetings, these meetings can be conducted weekly or monthly.
When I got hired at Aasaanjobs, the first month was spent in getting trained. Later, I was well versed with the company and how it works. My manager kept review meetings every week to make sure I am doing good and able to understand my work. It helped me to improve my performance, I was glad to see my performance getting better every week.
You can draft some notes prior to the meetings which will help the discussions. Keep full and clear records of the employee and provide them with reviews of their work.
4. Resolve Difficulties
If an employee is facing difficulties during the probation period, you should provide them with an immediate solution and shouldn’t wait for the review meeting.
Your primary purpose is to bring sustained improvement in your employee’s performance and ensure that the employee has sufficient opportunities to achieve their targets.
Be open and honest about your employee’s shortcomings. Give the employee the opportunity to respond. There might be some other reason behind the problem.
5. Extend The Probation Period
Extension of the probation period depends on the employee’s performance and the feedback which reporting manager gives to the HR and the Department Head. At the same time allowing the employees with more time to improve their performance in order to fulfill the requirements by extending their probation period will maintain the productivity of the organization.
Moreover, If an employee’s performance is unsatisfactory in some areas, more training and support can make them skilled and bring them up to meet the required standards.
6. Terms Of Extension
When it is agreed that probation period of the employee is extended, it is important to set up the terms of extension in writing. Clearly, state the length of extension and when the extended period will end. The reason for extension should be given to your employee. The employee should meet the standard requirement of your company by the end of the extended probation period.
Employees wait desperately for their probation period to end and to see what is the outcome. If the employee’s probation period is satisfactory, you should inform them at final review meeting that their appointment is confirmed.
Handholding your employees in their probation period will make the employees understand your organization better. I hope this blog will help you to understand why providing new hires with guidance is necessary.