Probation periods are great. They are a time for both employees and employers to determine whether the relationship will work and be mutually beneficial.
If your organisation is building a strengths' -based culture, probation reviews should also be approached from a strengths' perspective. In strengths'-based organisations courageous conversations are the norm. Direct Manger and Employee should meet regularly to check-in.
Create a robust process which is essential for effectively assessing an employee's performance, potential, and overall fit within the organization. Ensure that this process enables two-way conversation so that employees can provide their feedback with ease.
Questions to be asked include, 'how are you going,' 'are you playing to your strengths,' 'are you feeling energised and motivated or depleted and demotivated,' 'what are you noticing about us as an organisation,' 'what one thing can be done to improve your experience,' 'what can I do to make your experience easier.?' There should be no surprises.
Here’s a comprehensive outline for you to tailor for your context:
Probation Review Process
Understand the strengths' profile of the individual, and how they fit within the overall team strengths profile.
Ensure that you have 1:1 conversation to jointly explore the strengths profile as it pertains to the role.
Performance & Potential Assessment
Review the performance of the employee, against the job description and any KPIs', jointly. Consider running a 9-box talent assessment to review performance in role and potential, against current role. Understand the employees aspirations.
Psychometric Assessment
Aside from a strengths assessment, consider implementing an aptitude test to determine aptitude against the role
Gather Direct Stakeholder Feedback
Gather feedback from individuals who directly interact with the employee including the direct manager and the direct team. Feedback should be based on how the employee is achieving goals within the role.
Broader Stakeholder Feedback
Capture a wider perspective on the employee’s impact and integration within the organization. This could include collaboration, team - work, integration into the team / overall business
Employee Self-Assessment
Encourage the employee to reflect on their own performance and development. Ask questions about how they are finding the role and the organisation. Enable a conversation to understand personal and career goals and aspirations.
Actionable Next Steps
1. Compile Feedback:
- Collect all data from assessments, feedback sessions, and self-assessments.
- Organize information into a coherent report for review.
2. Conduct Review Meeting:
- Schedule a meeting with the employee to discuss findings.
- Encourage an open dialogue about feedback, expectations, and aspirations.
3. Identify Development Areas:
- Collaboratively identify key areas for development based on feedback.
- Set specific, measurable goals for improvement during the next review period.
4. Training and Support Plan:
- Recommend relevant training, mentorship, or resources to support the employee’s development.
5. Set Timeline for Follow-Up:
- Establish a timeline for follow-up meetings (e.g., 30, 60, and 90 days) to monitor progress.
Final Decision
A robust process will enable a good decision that is arrived at through transparent conversation.
Conclusion
This structured approach to probation reviews not only facilitates a comprehensive assessment of the employee but also promotes a culture of feedback, growth, and development within the organization. Employees receive transparent feedback with actionable outcomes.
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