Does the Employee Make the Grade or Hit the Road?
You have an employee that hasn’t improved through discussions and finally decide an official probation period is necessary. Meeting with your employee to discuss probation is only the beginning. Now you both have work to do. Mark your calendar with every deadline you mentioned in the probation memo. You need to follow-up on each one with your employee. Read my “Tracking Your Employee’s Success or Failure” article in this series for more detailed information. Probation periods are usually 90 days because, over time, that’s the amount of time that juries have decided is needed to make a real change in someone’s behaviors. Usually the only shortcut to the full 90 days is if your employee is consistently failing to meet the earlier deadlines, making it difficult or impossible for them to successfully meet all expectations within the 90 days. This isn’t an automatic end to the probation period but it should definitely be part of the follow-up discussions. At each deadline you have a follow-
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