Has Probation turned a blind spot for New Hires and Managers?



Has Probation turned a blind spot for New Hires and Managers?

Nov 25, 2020

Has Probation turned a blind spot for New Hires and Managers?

Beyond a successful job interview and job offer, Probation is trial time set by companies and organizations to ensure that the new hires understand organizational goals and enhance its performance in future. Probation turns out a fear factor for most hires as they presuppose it as a kind of micromanagement by company leaders, but in fact, it has a dual vision of upgrading professional skills and organizational growth, which, at large, is ignored.

Besides, discover below some interesting factors where new hires and managers can consider while taking and providing a job offer.

Prepare Beyond

If there is a vacancy, a manager while hiring a new employee may expect something more than the old job title, eventually he/she might expect the new hires to perform beyond average. The employee at this stage needs to understand that there is an element of ‘slow’ hiring process to make the new hire organize his/her skill sets to enhance organizational productivity and take their career a long way ahead.

Document Trial Process

Employers need to build a trial framework for new hires based on their prospects, rather than letting them figure out things on their own. This can result in an information gap that can gradually pull down the employee’s performance. To keep a track of their work process, it is safe for an employer to keep check of the new hires’ assignments through preparing a manual. This learning schedule process can facilitate and guide new hires to achieve what they need to boost the company’s performance.

Launchpad to Success

New hires should not waste any opportunity when it comes to them from an employer, while the employer needs to assign tasks based on employee’s skillsets depending on their position. Employee needs to ensure that during the probation work plan is communicated to the new hires and regular feedback is ushered to enhance their potentials to enhance organizational performance and achieve firm’s immediate and far goals.

Work Pressure Intelligence

Employers to check work pressure levels of the new hires, might assign an extra load like a side project. As a new hire, you if you achieve the target, you’re a rock star! If you are still able to complete the main task but lag in the side project, that is still fine. But when you are not able to manage both the tasks, then it can even lead to termination. Hence new hires need to take extra care, at this point, to balance work pressure to avoid any negative remarks or re-evaluation of your probation.

Progressive Projects

Progressive projects are one way to assess the meritocracy of new hires. In an age and time, where core competency, problem-solving, and innovation form the core of every organization, new hires during probation need to build intellectual nimbleness and informed decisions on projects to graduate from training level to confirmed employee status in an organization.

Valuing Opinions

Employers during the probation process need to respect ideas and opinions of new hires as they can easily give in to fear. To spread a positive work culture, employers should be accommodative and receptive to their questions that would help them find solutions to complex tasks and thus expand their explorative spirit and knowledge base. Employers should teach and support employees so that they gain hands-on experience as time passes.

Compare and Contrast

To discover how much do new hires want the job and how long they can stay with the company, employers can employ a comparative mechanism with the tenured employers through assigning special projects to check the efficacy of new hires. New hires also need to understand it is possible only if they can produce a strong commitment and attitude towards the job.

Exposure to multiple experiences

More than sinking the new hires into just training during the trial period, managers can guide them to different departments and allow them to various sections on a rotational basis so that they gain a holistic experience of the company. This exposure can greatly influence to know their roles and make them ever ready to respond to work challenges or otherwise.

Open Communication

Regular and honest work reviews during the trial period could help managers discover valuable gems. Even if a new hire has an experience with a qualification to the position, an in-depth review can prove the candidate is capable of making mistakes during the training process. This review during trial tenure can help the new hire rectify the errors and panic stations in executing his duties. This kind of performance review can help organizations to locate employee’s potentials and grey areas in the first few months of his training.

Having listed the various dimensions, probation provides a canvas on which new hires and managers paint their dream career and achieve overwhelming goals.