Importance of probation periods

For the employer, it is an opportunity to assess whether the employee is a good fit for the practice and its culture. For the employee, it is a chance to prove their worth and showcase their skills. As a manager, it is crucial to keep a close eye on your staff's probation period for several reasons. 

Identify poor performance early on
One of the primary reasons why managers should keep an eye on their staff's probation period is to identify any poor performance or behaviors early on. This is the time when an employee is still learning and adjusting to their new role, and it is easier to identify any issues before they become major problems. By monitoring your staff's performance during their probation period, you can provide them with the necessary feedback and support to improve their performance.

Ensure compliance with company policies
Another reason why managers should keep an eye on their staff's probation period is to ensure compliance with company policies. During the probation period, new employees are expected to adhere to the practices policies and procedures. By monitoring their behaviour, managers can identify any instances where employees are not complying with company policies and take corrective action.

Provide necessary support and training
During the probation period, employees are still learning and adapting to their new roles. As a manager, it is your responsibility to provide them with the necessary support and training to help them succeed. By monitoring your staff's probation period, you can identify any areas where they require additional training or support and provide it to them.

Assess cultural fit
Workplace culture is an essential aspect of any practice. During the probation period, it is essential to assess whether the employee is a good fit for the practices culture. By monitoring your staff's behaviour and interactions with their colleagues, you can determine whether they align with the practice overall values, culture and goals.

Make informed decisions
Finally, by monitoring your staff's probation period, you can make informed decisions about whether to keep or terminate their employment. If an employee is not performing up to the required standards or is not a good fit for the practice, it is better to terminate their employment during the probation period. This can save a practice time and money in the long run.

This highlights the importance of managers, and those stepping in for management being aware of when a new employee’s probation period may be about to finish. This allows for appropriate time to consider the outcome of that probationary period. If the practice no longer wishes to keep an employee on after their probation period, then there needs to be a discussion with that employee, before their probation is complete. Having that conversation after their probation period has finished can expose the practice to unfair dismissal claims being lodged against them. 

In conclusion, the probation period is a crucial stage for both the employer and the employee. As a manager, it is essential to keep a close eye on your staff's probation period to identify any performance issues early on, ensure compliance with company policies, provide necessary support and training, assess cultural fit, and make informed decisions about their employment. By doing so, you can set your employees up for success and ensure your organisation has a productive and motivated workforce.

	Workplace Relations Support  Workplace Relations Support can help you with any questions you may have around what period of time would be appropriate for a probationary period. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au.
	Workplace Relations Toolkit Workplace Relations Toolkit provides its subscribers with template letters and documentation in relation to successful or unsuccessful probationary periods.
	Workplace Relations Consultancy Workplace Relations Consultancy can review contracts you currently have in place and advise on if they are suitable for the size of your practice and meet current legislative requirements.