Is putting a new employee on probation a waste of time? Yes it is. That may sound strange coming from an HR specialist. But probation becomes a pointless exercise if you don’t do what you’re meant to do during this period. So here are the procedures and the benefits of probation.
Most of the businesses I know, when they put a new employee on probation, it’s usually for 3 months. Then on occasion, during this period, they sometimes find that the ‘newbie’ can’t cope with the job; or just doesn’t perform up to standard. After the 3 month probationary period is up, they realise to their utter frustration that the new employee is not competent enough to do the job, and they need to let him or her go.
Terminating the employee at this stage (which is really a dismissal) without following a simple procedure during the probationary period is a big mistake. It can have disastrous consequences if it goes to the CCMA.
Procedures
The probationary period is the time that you should focus on assessing a newly appointed employee’s skills and competencies. As well as their ability to interact positively with colleagues, customers and management.
Then when they don’t perform up to your required standards you must address this with them. As soon as it’s brought to your attention. Through constructive feedback, you’ll need to tell them what’s wrong with their performance. Explain what you want from them and give them time, within reason, to try and meet these standards.
It’s up to you! Make sure you do these assessments and reviews regularly and record them properly. Don’t only do them when there’s substandard performance, but do them at least at the end of each month during the 3 month probation.
After giving the employee feedback and a chance to try and meet the standards, if the employee is still found lacking, you can terminate the employment contact. That’s if there are no other alternatives. But first you must give the employee a fair performance hearing.
Benefits
When used correctly, probation does play an important role. Use this opportunity to assess a new employee’s knowledge, ability and skills to do the job properly; to determine their general suitability in terms of diligence, commitment, character and compatibility. And then give the employee feedback as to how they are doing. This will go a long way in helping them to improve their performance (read this for some advice on how). Which is what you are really trying to do in probation.
In essence, this is the same process that you must follow for any employee who is performing poorly, permanent or otherwise.poorly.
So what’s the point of putting a new employee on probation?
Reason for Probation
There is none really!…Unless you’re going to do proper and regular performance assessments during probation.
The only bit of leeway for you as business owner, regarding the law on a probationary employee who is not performing up to scratch, is perhaps the reason for a dismissal. It doesn’t have to be as compelling as it would be for the dismissal of a permanent employee who has completed probation or who has been working for you for some time, and who has been performing poorly.
Probation works well if you do it properly, as intended. But it’s up to you to make it work.
Need Help
Let me know if you need help. A bit of guidance from an expert can certainly make the process a lot easier in the long run. Click HERE to find out more about how it works.
Also if you know anyone who also needs help or assistance with a probationary employee, I really would appreciate a referral. Thank you.
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