Watch our short video on probation for more detail

  • How senior is the role?

  • What are the objectives?

  • What’s the potential reward?

Three very quick tips on probationary periods.

  1. Consider the level of seniority of the role. If they’re in a really senior position, they probably won’t need as much hand holding as somebody in a junior role.
  2. What objectives do you want them to meet in the probation period? Is it a high level project to deliver a four million pound saving, or is it to data entry x amount within a set period of time?
  3. What is the outcome going to be of that successful probation? Is it going to be a salary increase, perhaps they’re going to have a job title change. It may be that you put them in charge of more people,  whatever that looks like, communication is key.

Do you have questions about probation?

Give us a call at CUBE HR, we’ll be happy to advise you and we have policies and templates available to meet every HR need.

Why not check out our other blog on the same topic Probation Period Over – So What Next?

You can also watch a range of other videos on our YouTube channel