INTRODUCTION:
A job seeker asked, “What is job probation?”
RESPONSE:
Probationary period, provisional period, orientation period, onboarding period, etc., all refer to the same thing. It is generally the first three to twelve months of a new employee’s time with their company. The probationary period is mostly seen as the employer’s time to decide if the new employee is a good fit for the job. Employers also sometimes also place employees on probation because of poor performance. However, most new employees often don’t realize that the probationary period is also their time to determine if the employer and the job are a good fit for them.
So, let’s check out four interesting facts about the new employee probationary period.
FACTS:
1. Probationary Periods Vary
Every employer’s probationary period is different. Some last three (3) months. Some last up to one (1) year. Typically, the biggest difference from one probationary period to another is the way that new employees are prepared for success on the job. Some employers have formal process. Others have an informal process. Not surprisingly, many have no established process.
2. New Employee’s Time to Assess
Most people consider the probationary period the employer’s time to assess the employee’s performance. Surprisingly though, few employees seem to understand that it is also their time to determine if the employer and job are right for them. Even if they are unhappy in their new job, few employees leave their new job within six months of hire.
3. Employees Are Not Always Fired at the End of Probation
Many employees fear that their manager will fire them at the end of the probationary period if they don’t meet all of their expectations. The truth is that I’ve seen very few employees get fired at the end of their probationary period. In fact, some managers don’t even complete an end of probation performance evaluation. That doesn’t mean that they’re not tracking employee performance; however, the manager is typically willing to extend the employee’s probationary period for thirty, sixty, or ninety days, etc., if they exhibit a willingness to improve their performance.
4. Probationary Period Can Lead to Revised Duties
Your open lines of communication with your manager should start on day one. Be honest about your job duties that you enjoy, and those you wish were different. Offer ideas on how to improve the experience of doing the job. Most managers welcome new ideas on how to make work more enjoyable.
IN CONCLUSION:
So, as a new employee, use the probationary period to your advantage. Learn as much as you can about your role and how it supports your employer’s mission. Knowing this information will give your duties purpose. Check in with your manager periodically to ask if they would like you to change the way you do your job in any way. This approach will let your manager know that you want to make them and the team shine.
Just as I shared earlier, the probationary period is just as much the candidate’s adjustment and decision-making period as it is their new employer’s. It doesn’t make you ungrateful or a bad employee if you decide that your needs for creativity, team work, sense of belonging, recognition, skills growth, and development are not met. So, don’t feel bad if you decide that you need to move on to your next assignment. Just do so in an professional and mature manner.
Remember that every job is not right for everyone.
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Also, I will be releasing more free training within the next couple of weeks. So, stay tuned in.
Until next time…
Career Search Success to You! Go Get Your New Job!
