Probation Periods & Early Feedback
The first 90 days can make or break the employment relationship. Probation isn’t just about judgment—it’s about giving people the chance to succeed.
You’ve welcomed a new hire. They’re in the system. But are they truly in?
The probation period is a structured window of time — often 1–6 months — where both the organization and the new employee evaluate fit, performance, and expectations.
Done right, it’s a powerful period of mutual growth.
Done poorly, it becomes an awkward countdown.
What Is a Probation Period?
Typical durations:
- 1–3 months (common in US, tech/startups)
- 3–6 months (common in EU and traditional sectors)
May impact benefits, notice period, or termination rights — check local labor law.
What Probation Is (and Isn’t)
It is:
- A time for extra coaching and clarity
- A safeguard for mismatched expectations
- An opportunity to reinforce culture and standards
It isn’t:
- A way to “try people out” without effort
- An excuse to delay onboarding or support
- A threat or constant warning
Best Practices for Probation Management
1. Set Expectations Early
- Confirm goals and deliverables in week 1
- Be explicit about feedback and check-ins
- Explain the purpose of probation clearly
2. Use Milestones
Structure the period with regular checkpoints:
| Timeline | Suggested Focus |
|---|---|
| Week 1 | Orientation and tools |
| Week 2–3 | First tasks, shadowing, cultural immersion |
| Day 30 | First formal feedback |
| Day 60 | Performance discussion + plan for last month |
| Day 90 | Final evaluation + confirmation or extension |
3. Give Early and Frequent Feedback
- Praise what’s working — don’t just point out gaps
- Keep feedback timely, specific, and actionable
- Balance performance and behavior (culture fit)
4. Decide Clearly and Respectfully
At the end of probation:
- Confirm employment formally
- Extend probation with justification and support
- Terminate employment with dignity and documentation
Always record outcomes and rationale — not just for legal protection, but for learning.
Supporting the Manager
Most failed probations aren’t due to the employee — but due to:
- Lack of clarity
- Poor manager engagement
- Missed red flags
Support managers with:
- Clear guidelines
- HR check-ins or reviews
- Coaching on feedback and documentation
What About the Employee’s Perspective?
They may feel:
- Anxious about performance
- Unsure of expectations
- Eager to impress but overwhelmed
Normalize the process. Offer transparency. Invite two-way feedback.
Final Thought
Probation isn’t just a filter. It’s a foundation.
Support people like they’re already staying — and more of them will.
📌 Next page: Learning, Growth & Career Development – Build structures that keep employees challenged, skilled, and ready for what’s next.