Ensuring you have the best possible team to drive your business
forward should always be a core part of a business, particularly
when the economy is unstable. Your employees should be your best
asset. After the energy and effort of recruiting a new member of
staff, you want to make sure you can set the expectation and also
give an opportunity to a new employee to learn their role.
A probationary period is an effective tool to manage the settling
in period for a new employee in what is a learning time for both
parties, i.e. are you right for each other?
Probationary periods are often 3-6 months long, depending on
seniority and nature of each industry. They serve to set expectations
and targets of both parties to see whether a new recruit will
become a permanent member of the workforce.
Reality being, if an employee doesn’t meet your expected standards
in the probationary period, then they are unlikely to be motivated in
the future to be able to do the right job well for you.
A probationary period should be monitored on the standards you
set. It should be written down and kept on an employee’s file.
There are three options at the end of a probationary period; pass,
extension or dismissal. This is normally done through a structured
probationary review meeting based on the expectations and targets
set out originally. We always advise when dismissing a member of
staff that you take advice.
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