3 tips for more effective probationary periods

Not every hire will be a great fit for your business. Which is exactly why probationary periods are so important. For one, they’re a great way for new starters to check their suitability for a particular position. But they also allow employers to gauge how a hire fits and thrives within the wider organisation. In short, probationary periods bring you closer to the staff most compatible and engaged with your business.

They’re especially important in the current climate. Almost?1 in 4 workers in the UK?were planning a job change in November of last year. This makes it even more crucial to be intentional and realistic about the staff you’re investing in.

With this in mind, we’ve compiled a few top tips for squeezing more value out of probationary periods.

Access to information

As an employer, it’s your responsibility to give new starters the tools they need to succeed. Often, this means sharing all the information and guidance necessary to hit the ground running in their new position.

Easy access to training documents and company procedures gives new starters more confidence. They’ll also be less prone to making mistakes, which can save your organisation a lot of time and resources. You can also provide extra training through structured online learning and bookable events. The more options you provide for learning and development, the sooner new hires will settle in.

On the reverse, data access with employees on probation also requires some due diligence. For example, keeping their permissions reduced until they complete their probation. Controlled exits are also crucial for data protection, revoking access if the period isn’t completed.

Regular reviews

The more you perform structured check-in reviews throughout probationary periods, the better. These ensure both employee and employer understand how they’re progressing in the role. They provide space for staff to voice any questions or concerns. As well as any needs – training or otherwise – that aren’t being met. These reviews are as much for the individual as for the company. They make sure new starters are getting the most out of their probation and will be more than ready to take on their role fully.?

Monitoring completion of these reviews will?be important to ensure every new starter is being given the same support. As well as helping area and regional managers visualise how individual locations or teams are developing.

Extending probations

You might have a new starter who hasn’t quite met all the requirements to pass their probationary period. Or perhaps they’ve had to take time away and haven’t quite ticked all the boxes in time. In this case, you’ll want to extend their probationary period.?

But, to stay compliant, you don’t want any permissions automatically changing without full confirmation and sign off. Some actions will have time limits that’ll need pushing back to account for a later completion date. You might also need to gain access to additional resources and training opportunities to help your hires along their extended probationary period.

Probationary periods enable you to recognise unsuitable hires sooner rather than later. They save you a lot of time and effort, giving both you and your staff the opportunity to trial new roles with fewer stakes. But managing probations doesn’t have to mean more hassle.?

At?Inform People, managing probationary periods is simple. We make it easy to schedule check-in reviews and share operational documents with new starters. You can also maintain full compliance by extending probationary periods. To find out more,?get in touch?with us on 0161 713 4104 or at [email protected].