In my last blog I outlined my ideal induction process for a new employee. This month I shall list some useful tips to ensure that their probation period is smooth sailing. These are by no way compulsory, but it is good to have systems in place to ensure your new recruit learns the job effectively and that they feel comfortable in their new role as quickly as possible.
1. Firstly, is your probationary review period set to the appropriate length of time? Usually probationary periods last 3 months but some roles may need longer.
2. Ensure you check in regularly with your new employee and set dates from day 1 for formal reviews and stick to those appointments. I believe a formal review each month is necessary for the first 3 to 6 months (role dependent).
3. Before the review meetings, consult with their line manager to obtain feedback.
4. At the reviews, use an appropriate form with headings that remind you to discuss, for example, parts of the role that have been covered, what is left to cover, any training required and any objectives. Also, ensure you ask for feedback from the employee.
5. At the next review, check the training has been carried out and objectives met. Refer back to your notes from previous reviews to ensure you have covered everything off.
6. Define more objectives. Even after 3 months your new employee will not know it all. If your review period is 3 months, set another review appointment in 6 months’ time to go through those objectives.
7. Use this review appointment to go through the job description with the employee in order to check its accuracy (always useful for any future hire). Has the employee been trained on all of the tasks in the job description? Has the employee carried out and has good knowledge of each task in the job description? Are there any grey areas? Has something been missed off the job description?
8. Keep a clear and concise note of each review and ensure both parties sign off on it.
9. If there is an issue, don’t brush it under the carpet hoping it will go away / get better. Give constructive feedback and again monitor this over the next few months. Have they listened and taken on board your feedback? If not, why not? Do they need more guidance and support?
10. Listen to the feedback from your new employee; you will learn something!
11. Don’t be afraid to extend the probationary period if you are not sure. It is better the employee is aware that, for whatever reason, they are not meeting the standards required.
12. If at the end of the probation period, the new employee is not working out, this may not necessarily be their fault; the role just may not be suitable for them. If this is the case, then a review of your job description and person specification will need to be carried out. If your job and person spec look fine then you may need to revisit your probationary training program.
I do hope the above helps but if you want any further advice or assistance, please do call me on 07969 433590 or email louise@taylormadeservices.org.uk
13 October 2020