When you start a job, would you prefer to start with a trial period? Of course, nobody wants to be on trial right away! However, the standard practice in employment contracts is to kick things off with a 3 or 6-month probationary period. Is this practice outdated or still necessary?

Probation periods: the run down

A probationary period may be the first set back to you in a new organisation. You want to settle in, but you are on trial right from the word go. You're under pressure to perform, you have to fit in with your colleagues right away and have high expectations to live up to immediately. Your contract also states that you can be terminated without notice or on short notice. The pressure is high!

While many people might say both parties are 'on probation', typically this causes more uncertainty and job insecurity for the employee, rather the employer.

What can we do instead?

A win-win approach for both parties would be the best option. The question remains, how do we create an enabling environment for the success of the employees and unleash their potential? Collaboration between the line manager and employee is key, as is a structured induction which can include:

• Orientation sessions
• Work buddy
• Access to training
• Mentoring and coaching
• Agreed upon priorities and projects
• Access to all leave entitlements
• Lots of catch-ups

If an employee fails during the first few months, the line manager is equally at fault as the time wasn't spent wisely to onboard the new member.

Many companies are very progressive and offer plenty of the above options to make onboarding easier, however it remains industry practice to use the term probation. This instantly create a negative frame-of-mind – everything about that term makes it sounds criminal and defensive.

It's so important to create a positive environment for both parties to grow and establish a working relationship, rather than a negative experience where the employee is perceived to be 'on trial'. This helps focus energies to the accomplishment of objectives instead of worrying about the jobs. So, it's a win-win situation for the employee and the employer!

Don't you think we can move away from the term probation period? What would you prefer?