The probationary period is set by the employer in the employment contract and is usually a 3 or 6 month period in which both the new team member and company can terminate the employment for any reason by providing as short as one day notice.

The probationary period is generally used as a lower risk way to assess the new team member’s performance on the job, and letting them go should something not be resolvable.

In the last newsletter we covered what to do “when it gets vague and confusing”, and this is still fully applicable to your hiring and onboarding and the probationary period.

While the probationary period can seem like a safety net, there are steps that employers need to take to predict how a person is likely to perform – before offering the contract.

In some roles, it can take much longer to see a person develop into their full potential and cutting them off too fast is an expensive mistake. By knowing more about the productivity level of the person, and their personality style, companies will know exactly what to expect.

And even though it can seem extreme, there have been times when it has taken businesses years to discover that the person they thought is irreplaceable is not performing and causing more hidden, complicated damage behind the scenes at the expense of the business.

It starts with how you are hiring. Using Performia’s Performance Hiring Strategy, you’ll start your hiring by attracting those who are results oriented and understand that their income comes from producing valuable results. This concept carries through at all levels of the organisation irrespective of the role you hire for.

Your contract then needs to CLEARLY communicate the result expected and the production expectations. This allows you as the employer to track much more easily how the person is performing during the probationary period. It does not need to be subjective when you are using statistics to measure performance.

Before you have decided to hire someone, always ensure you have completed a Performia Evaluation and know beforehand if your new team member will be productive and how they will fit the role. This information will be critical for the future growth and safety of your team and business.
The ease and success of your organisation’s expansion depends on how team members are hired, managed and run. Getting this area fully working is crucial for every growing business.

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