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Many new recruits leave their job in the first few weeks and months because they have not settled in well to the team or role. Could more effective probation meetings help new employees find their feet? Bar Huberman sets out eight tips for line managers.
Regular review meetings to discuss the employee's progress and any support that the employee needs should take place regularly throughout the probation period.
For example, if the probation period is six months, the manager and employee could meet once a month up to the end of the probation period.
It is important that the review meetings are conducted before the probation period is up, as they will help the manager to make a decision about the employee’s suitability for the role. If the manager fails to conduct the final meeting before the end of the probation period, the employee's role may be confirmed by default.
2. Be prepared
To get the most out of a probation meeting, the manager must prepare for it.
This means reviewing the employee’s work prior to the meeting, to understand where they are performing well and what they need to improve on. This could include talking to the employee's colleagues to obtain feedback about any progress.
The manager should also think about what support the organisation could provide to help the employee's performance improve.
3. Provide feedback
Managers should use probationary progress meetings as an opportunity to provide