Having recruited your new employee and making sure that they have the relevant skills and experience to carry out the job role identified and planning their induction and key expectations in the role – is this where things stop? We find that whilst many employers like the idea of probation periods, very few use them as effectively as they could.
Probation periods are common in most industries these days, and they have great benefits for both the employer and employee, who can ensure the job role and the employee meet the expectations. Many employers, due to full workloads and busy diaries
Having recruited your new employee and making sure that they have the relevant skills and experience to carry out the job role identified and planning their induction and key expectations in the role – is this where things stop? We find that whilst many employers like the idea of probation periods, very few use them as effectively as they could.
Probation periods are common in most industries these days, and they have great benefits for both the employer and employee, who can ensure the job role and the employee meet the expectations. Many employers, due to full workloads and busy diaries, allow new employees get become entrenched in the business before reaching an epiphany later in the day, that the individual isn’t the best fit – creating a potentially difficult and costly situation and a gap in the workforce.
As soon as an employee starts work, they should have a proper induction to help them understand your companies approach, culture and goals. The probation period should also be used to get them to where you want them to be – making sure they’ve developed the necessary new skills, understand your systems, can build the relationships and are becoming a good representative for your business.
Having allowed your new member of staff time to acquaint themselves with the basics of the job role, use a probation framework to set objectives, monitor their approach and progress. We recommend that an opportunity is made available to sit down together during the probation period, to review progress made, acknowledge success and rectify any concerns. After all, if you don’t let them know you’re expectations, is it fair to expect them to make the necessary changes?
Reaching the end of a probation period only to decide that things have not worked out, is in no-one’s interest, but having the opportunity to address and rectify concerns before the end, achieves a higher success rate. The option to extend a probation period should also be a consideration in certain situations, where concerns remain or circumstances have not allowed the employee sufficient time in the job role. Probation periods may be perceived as “extra work”, but done correctly they can save time, money and energy and make sure you get the employees you want and need.
For support in managing a probation process or other employment related query, feel free to contact Black Dog HR Consultancy Ltd, Tel: 01280 817341 E: or visit our website www.blackdoghr.co.uk
