How to Manage Staff during The Probationary Period

The probationary period is a critical phase for both employers and new hires. It’s a time for evaluation, adjustment, and mutual fit. However, if not managed well, employees may disengage or even leave before completing probation—costing time, resources, and morale.

Here’s some good practical tips we have gathered over the years from both our own and our Clients expereince as to how to reduce early attrition and set employees up for long-term success within your Organisation. The key is open communication.

1. Set Clear Expectations from Day One

• Clearly define job roles, responsibilities, and performance metrics.

• Provide a structured onboarding plan with milestones.

• Ensure employees understand company culture, policies, and growth opportunities.

• Clarify what " Good" looks like in this role.
  
  
• Set SMART goals for the employee
  
  

2. Offer Strong Onboarding & Mentorship

• Assign a buddy or mentor to guide new hires.

• Schedule regular check-ins (weekly or biweekly) to address concerns.

• Provide training and resources to bridge skill gaps quickly.

  
  

3. Foster Open Communications

• provide "real time" feedback

• Encourage feedback—listen to their challenges and suggestions.

• Be transparent about performance progress and areas for improvement.

• Create a safe space for employees to voice concerns without fear.

  
  

4. Recognise & Reinforce Positive Contributions

• Acknowledge small wins to boost confidence and motivation.

• Provide constructive feedback, not just criticism.

• Show how their work contributes to the bigger picture.

  
  

5. Assess Cultural Fit Early

• Involve them in team activities to build connections.

• Ensure alignment with company values and work environment.

• If mismatches arise, address them proactively rather than waiting.

  
  

6. Offer Support & Flexibility

• Some employees struggle with workload or work-life balance—be adaptable.

• Provide additional training if needed.

• Consider phased ramp-up periods for high-pressure roles.

• Extend probation if it is necessary to fairly assess progress and offer more support.
  
  

7. Make Probation a Two-Way Street

• Switch the mindset of it  being the dreaded point at which the employee could be 'fired'.

• Probation isn’t just about the company evaluating the employee—it’s also their chance to assess if the role is right for them.

• Address their career aspirations and growth path early.

  
  

8. Conduct a Mid-Probation Review

• Don’t wait until the end—check in halfway to realign expectations.

• Adjust support or responsibilities if necessary.

A well-structured probation period increases retention, engagement, and productivity. By setting clear expectations, offering support, and maintaining open communication, you can turn probation into a positive launchpad rather than a stumbling block.

How Can We Help?

We have placed and filled over 100,000 temp and permanent assignments over the last 30+ years so have a vast knowledge and range of techniques, ideas, and platforms that could help you. Why not call us on 0113 367 2880 have a conversation with one of our team. Alternatively, drop us an email here.