Is the probation period still relevant?
Have you ever considered how a probation period impacts a new hire? Recently, I came across an article highlighting a UK company that has scrapped probation periods entirely from their employment contracts, arguing that it eases pressure on employees during their on boarding. The rationale is simple - the probation period adds unnecessary stress for new hires, even though the organisation has already decided they’re the right fit.
At first glance, that approach sounds fantastic, doesn’t it? We all know the nerves of starting a new role, learning the ropes, blending into a new culture, and proving our worth. Removing the probation period removes one extra weight off employees’ shoulders, allowing them to focus on integrating themselves into the team with confidence.
While I like the philosophy behind this decision, I don’t think it’s a one-size-fits-all solution. For organisations, particularly small businesses without the luxury of complex hiring processes, a probation period isn’t just about pressure - it's about protection.
Why probation periods might still be necessary
It’s clear that businesses must set their people up for success. But probation periods often serve as an essential safety net, particularly for organisations with limited resources. They offer an opportunity to assess whether a new hire is truly the right fit, culturally, ethically, and practically, without committing beyond a manageable timeframe.
One client of mine recently experienced why probation periods can still hold immense value.
A real-life example
The client made significant efforts to find a candidate who seemed to tick all the boxes for the role and the company. Yet, within months, issues began to emerge. The employee not only struggled with team collaboration but failed to meet the basic expectations of their role.
When I was brought in to help, I found a frustrated manager on the verge of creating a new position to avoid dealing with the problem directly. The rest of the team, meanwhile, had grown dispirited and disconnected - clear signs of a toxic ripple effect originating from one misaligned hire.
This scenario underscores the importance of using the probation period as an opportunity to evaluate cultural alignment, work ethic, and teamwork dynamics - not just technical skills.
Steps to handle tricky probation-related decisions
Whether an employee thrives or struggles during their probation period, clear processes are key. Here’s how I supported my client in addressing the above situation and arriving at the best outcome for all involved.
Step 1. Conduct a thorough “Health Check”
My first step is always to assess the situation fully - gathering insights through conversations with the affected team members and the employee in question. It’s vital to hear both sides of the story before jumping to conclusions.
Taking this objective approach allows me to paint a clear picture of what’s working, what’s not, and whether the issues can be resolved.
Step 2. Recommendations backed by insights
After carefully assessing the situation, I delivered my recommendation - the employee’s probation period should be used as a checkpoint to exit them from the role. While ending employment is never an easy decision, the behaviour exhibited by the employee was creating too much of a negative impact on the broader team.
Step 3. Supporting the exit process
When leaders need to terminate employment during a probation period, empathy and thorough preparation are crucial. For this client, I provided step-by-step guidance to ensure the conversation was handled with care and professionalism. This included:
Summarising key facts from the Health Check to support their case.
Preparing necessary documentation to ensure compliance and fairness.
Practising scenarios for how the conversation might unfold.
The meeting was carried out respectfully and empathetically, ending the working relationship on as constructive a note as possible under the circumstances.
Key insights for conducting termination conversations
Exiting an employee is one of the hardest tasks for any leader, especially during a probation period. However, it can also create an opportunity to protect and rebuild team culture with transparency and clarity.
Here are some best practices for handling delicate termination conversations:
Keep it brief. Be clear and avoid leaving room for false hope. This ensures the individual understands the decision and why it’s final.
Show empathy. Communicate with respect and compassion. Offering a reference, if appropriate, can leave the door open for positive future interactions.
Stick to the facts. Ground the conversation in measurable observations or behaviours, rather than vague impressions.
Avoid discussing other employees. Keep the focus on the person in question, rather than comparisons to others.
Stay firm in your decision. While it’s human to want to cushion the blow, don’t waver or create confusion about the finality of the choice.
Supporting your team after a termination
An employee’s departure - especially an unexpected one - can leave a team feeling unsettled. Transparency becomes your most powerful tool during periods of change. Leaders should:
Communicate honestly about why the decision was made while respecting the departed employee’s privacy.
Clarify any immediate changes in responsibilities or team structures.
Reassure employees about the stability of their positions, reinforcing organisational values and the reasons for the exit.
This approach helps rebuild trust and keeps morale intact while minimising disruption to the workplace culture.
Balancing care with organisational needs
While some businesses may move away from probation periods entirely, others need to retain this valuable tool to safeguard their teams and cultures. The key is to treat the probation period not as a hoop to jump through, but as a chance to build positive momentum and genuinely evaluate fit - for both the employer and the employee.
For leaders managing tricky situations during a probation period (or beyond), support is available. Whether you’re navigating employee terminations, defining cultural expectations, or creating structured on boarding processes, I’m here to help. With tailored guidance, we can strengthen your workplace culture and ensure every decision aligns with your team’s success.