New Employee Trial Period: Here's What You Need to Know

Whether employers and HR professionals like the idea of ​​a trial period for new hires or not, they know one thing: staff turnover doesn't come cheap.

Replacing team members can cost business owners between half and double an employee's annual salary, not to mention the time and resources needed to hire, onboard, and train them.

Excessive turnover can also damage a company's reputation, pass owners by attractive candidates, and undermine employee morale. This is all made more difficult when you probably had to compete for new recruits in the first place.

Setting up a trial period for new hires can be an effective solution to the above risks. If you're unsure if it's right for you and your team, look no further. We've explained exactly what a trial period is for new hires, the most common trial scenarios, and some of our top tips for doing your trial period right.

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What is a trial period at work?

A probationary period for new employees at work is a short period, usually lasting between one and three months, during which employers evaluate new employees on job qualities such as work ethic, adaptability, cultural fit and attitude before offering them a permanent position. . Employee probation is also beneficial for new hires who want to ensure that their new job is a safe and supportive place to work and develop their skills.

What is the purpose of the trial period for employees?

Employers use the probationary period to avoid staff turnover as much as possible. Job applicants often look great on paper and make a great first impression during an interview, but a trial period gives employers more time to determine if their new hire will be a good fit over the long term.

> Test a new recruit

Many small business owners will tell you that there are a lot of lessons to learn when it comes to managing a team. Even if you take the time to create an employee handbook or set expectations upfront, it's hard to foresee all the issues that might arise during the hiring process. New hires may start out with a positive attitude but end up bumping into a member of their team. Or they may produce high-quality work in their first few weeks, but let things slide over time.

Testing a new employee for a probationary period allows you to account for issues or quirks that you may not always anticipate during onboarding and training, and gives you time to address those issues before they get out of control.

Putting an employee under review for poor performance

When a team member is simply not living up to your expectations after receiving consistent and constructive feedback, you may decide to give an employee a review instead of firing them.

An employee review period (which can last about three to six months depending on the judgment of the manager) works best when management can point out specific instances where employees have not met expectations. Managers who submit employees for review should also be prepared to create a detailed plan for this period with action steps for development and improvement.

Examine an employee for a new position

When a team member is promoted, establishing a review period for their new role allows managers to gauge how they are adjusting and gives the employee time and perspective. 'space...