Advice for Employers…. Probation periods
Something I’ve discussed with clients a number of times over the years is the importance of a probation period handled properly.
What I think a lot of Employers forget is that a new employee often feels overwhelmed and too afraid to ask too many questions.
Overall they tend to feel frustrated as they feel incompetent at first, getting to grips with everything.
Mostly, they’ve gone from a role that they’ve mastered and now they’re like a “deer in the headlights”.
It’s such a crucial period for both the employer and the employee.
Some tips on how to handle a probation period effectively:
* Clearly communicate expectations with your Employee at the beginning.
* Regular check-ins: A relaxed discussion to find out how they’re doing, how they’re finding everything and to provide feedback and assess their progress. This will help the employee understand how they are performing and what they need to improve on.
* Document performance: The employer should document the employee’s performance, including any strengths or weaknesses, and provide feedback to the employee based on that documentation.
* Provide support and training: To help them develop the skills they need to succeed in the job. This will also show the employee that the employer is invested in their success and help them feel valued.
* Evaluate your Employee fairly: You can evaluate their performance fairly based on the goals and objectives that were set at the beginning.
Please don’t forget that this goes hand in hand with a proper onboarding process.
Encourage open dialogue so the Employee can be comfortable communicating openly with you.
The approach to deal with an Employee autocratically and intimidate them should have no place in a business, otherwise you will never get the best out of your Employee.
FM Recruitment Associate
