It’s the end of an employee’s probation period - are you going to hire them, extend the probation or dismiss?
Posted on 26th April 2018 at 13:06
You’re about to reach the end of an employee’s probationary period. It’s time to decide whether you confirm their employment, extend the probationary period or dismiss them.
Best practice suggests that you should have a formal review meeting with the employee. Even if you are entirely happy with their performance and conduct, it’s a good opportunity to provide them with feedback on how they’ve done and give them a chance to voice their opinions about the job and what it’s like to work for the company.
On the other hand, if the employee’s performance has been unsatisfactory and you’re looking to dismiss them, the formal meeting means that you can provide them with constructive feedback on their performance and conduct. You are able to discuss any areas of concern and you can give them a clear understanding of what they will need to improve for future jobs they may have.
It’s also useful to get their thoughts on why their performance wasn’t up to scratch. Did they get the right training? Were they given effective support to help them succeed? Were there any issues outside of their control which stopped them doing a good job? If you identify anything that impacted their ability to do a good job, you might want to consider extending the probationary period for a time rather than simply dismiss them. This gives you the time to address any workplace problems and may also prevent a tribunal claim. The employee has the chance to improve their performance and demonstrate competence in the full range of duties and required behaviours.
We also recommend that, prior to the meeting, you write up an assessment of the employee and set out any recommendations you are making, together with the reasons why. This will help you stay on course during the meeting and can be kept as a formal record of their performance.