There are two common types of probationary periods of employment. The first type is typically entered into when a person takes a new job. Many companies implement a period of time where the employee and employer can determine if the job is a good fit for the new staff member. The second type of probationary period is usually a result of an employee not meeting the expectations of the position or having done something that breaks company policy. A time frame is determined in which the employee will be required to work on performance issues in an attempt to avoid being terminated. Each type of probationary period is further explained below.
A new job can be exciting for both the new employee and the company that has hired them. However, there is always a chance that the technical or interpersonal skills of a new team member will not fit the needs of the organization. As a way to protect themselves from legal issues and unqualified employees, companies often institute a probationary period to analyze the performance of a new employee. The length of the probationary period can vary, but 90 days is fairly common; this allows for adequate time to determine if an employee is able to perform the work that is needed and learn the new skills necessary to be successful at the job.
From an employee's perspective, a probationary period is a helpful way to try out a company and see if it supports their goals and plans. If a new employee finds they are not happy at a company or the position is not what they expected, knowing they have a probationary period in which it is appropriate to leave the company without any ramifications can offer peace of mind.
The second type of probationary period is not as pleasant, since it is typically implemented in response to a serious error, inappropriate action, or breaking of a company policy. When a person has violated a rule or policy, some companies will extend a probationary period for the employee to make amends and adjust their performance to match expectations. A probationary period is often the final step before an employee is fired, with the objective being to support the employee's efforts to salvage their job.
Probationary periods can be extended for many different reasons and vary by company. Some businesses have very strict termination policies and do not customarily offer probationary periods. Other companies use probationary periods as a tool to redirect employees and help them be successful in their jobs. When used appropriately, probationary periods can open the lines of communication, clarify misunderstandings, and put an employee back on the road to success. However, without proper coaching and mentoring, probationary periods can be ineffective and delay the inevitable termination.
While the words 'probationary period' may sound harsh or negative, there are many positive aspects to a time of probation. It can offer a new team member a chance to evaluate the job and ensure it is fulfilling to them. It also gives them an opportunity to decide if they like the company and want to commit to a career there. The company, in turn, has the time to evaluate the skills and attitude of the new employee to ensure they are the right person for the job.
When an employee has been on the job for a while and experiences challenges or inadequate performance, a probationary period gives them a chance to rectify their mistakes and perform at an appropriate level, rather than be terminated before having that opportunity. If they do not improve, the employer will have legal and professional grounds to terminate the employee. For most employees, a probationary period can be a game changer that puts them on the right course to being successful at their work and in the company in which they are employed.
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