When hiring new employees, the first 90 days are crucial for both the employer and the employee. This period, often referred to as the probationary period, is a time to evaluate whether the new hire is a good fit for the company and if they can perform the duties required of them. Here’s why having a 90-day probationary period is essential and how you can manage it effectively:
Why a 90-Day Probationary Period?
Evaluates Fit and Performance: The probationary period allows employers to assess whether the new hire is a good cultural fit and if they meet the performance standards of the organization. It also gives employees a chance to decide if the role and company meet their expectations.
Reduces Hiring Risks: Hiring is a significant investment. A 90-day probationary period minimizes the risk by providing a buffer period to evaluate the employee's capabilities without long-term commitment. This period is crucial to ensure the right hire and avoid the costs associated with a bad hire.
Promotes Engagement and Development: During this time, employees receive regular feedback, which helps them understand their strengths and areas for improvement. This continuous feedback loop encourages engagement and promotes professional growth, leading to a more committed workforce.
Clarifies Expectations: Setting clear goals and expectations during the probationary period ensures that both the employer and employee are aligned from the start. This clarity helps in avoiding misunderstandings and sets a solid foundation for a successful working relationship.
How to Manage a 90-Day Probationary Period Effectively
Set Clear Objectives from Day One: Outline the specific goals and expectations for the probationary period. This includes job responsibilities, performance metrics, and behavioral expectations. Providing a structured onboarding plan helps new hires understand what is expected of them.
Regular Check-Ins and Feedback: Schedule regular check-ins during the 90-day period to provide constructive feedback. These meetings should be an opportunity for two-way communication where both parties can discuss progress, address concerns, and identify any additional support needed.
Provide Training and Resources: Equip new hires with the necessary training and resources to succeed. Whether it’s technical training, access to company tools, or understanding company policies, providing adequate support is vital for new employees to thrive.
Evaluate Performance Objectively: Use a structured evaluation process to assess the new hire’s performance. This can include performance metrics, self-assessment, and peer reviews. A fair and transparent evaluation process ensures that decisions regarding the end of the probationary period are well-informed and unbiased.
Decide on the Next Steps: At the end of the 90 days, decide whether the employee will be retained, offered a permanent position, or if it’s best to part ways. Whatever the decision, ensure it is communicated clearly and professionally, with constructive feedback provided.
How DV HR Solutions Can Help
At DV HR Solutions, we understand that hiring the right talent is just the beginning. Managing and nurturing that talent through the initial stages of their employment is equally critical to building a strong, high-performing team. We offer comprehensive HR consulting services that help you implement effective probationary periods, provide training and development resources, and establish robust performance evaluation processes. Our expertise ensures you make the most of your new hires and foster a productive and positive work environment.
Ready to optimize your onboarding process? Let DV HR Solutions guide you through establishing an effective 90-day probationary period that sets both your company and your employees up for long-term success.
Contact us today to schedule a consultation and start building your high-performing team!
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