Maximising the Effectiveness of Probation Periods in Employee Performance Management
Probation periods are one of the most effective tools for employers to assess new hires, have meaningful conversations, and ensure employees are on track. However, a common mistake businesses make is failing to engage with employees during their probation period. Often, once an employee successfully completes probation, their performance can decline in the weeks or months that follow.
While this isn’t always the case, it’s not uncommon. If an employee isn’t meeting expectations, there are several approaches you can take:
Managing Underperformance After Probation
Performance Management: The first step should always be performance improvement plans (PIPs) or structured feedback sessions to help employees meet required standards. Providing clear expectations and ongoing support can often resolve performance issues.
Employment Termination: If performance does not improve, you may need to assess whether the individual is the right fit for your business. Under UK employment law, you can terminate an employee’s contract with notice if they have less than two years of service. However, we strongly advise against doing this after 21 months, as there is a legal grey area if notice is served between 21 and 24 months.
Legal Considerations: Dismissals should never be linked to an employee raising a grievance or any potential discrimination claims. It’s essential to follow fair procedures to minimise risks.
Stay on Top of HR Best Practices
While managing probation and post-probation performance is relatively straightforward, businesses must remain proactive to avoid potential HR challenges.
If you need support with probation policies, performance management, or any HR concerns, don’t hesitate to get in touch.
Contact infor@ezhr.uk today for expert HR advice.
