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Recording Probation

Aimee

Hi, 

I hope you are all well.

I was wondering how other companies on here record and keep track of probation for their new employees to their companies. At the moment we currently use an excel spreadsheet to record that probation meetings have taken place, however this is very manual and also requires us to remember to check the spreadsheet weekly to check who will be having a probation meeting. Does anyone have any other ideas on how we can keep track and record that a probation meeting has taken place?

We do have probation forms which are completed which work well it is more the tracking to make sure they are being actioned between employee and manager. 

Thanks,

Aimee 

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  • Hi Aimee,

    I solved the problem by removing probation periods altogether. They didn't really fit in with our culture and felt a bit like we were saying to someone 'come and join us' 'You are fab but we want to just make sure and have an easy way out if we got it wrong!' 'We like you but we are watching you in case you do anything wrong'.
    I did some research and we hadn't dismissed anyone due to the failing of probation for over 5 years. So not high risk at all, takes away an admin process that no one likes and serves very little purpose and engages our new starters from the very beginning.

    What we now have is a settling in period and the managers have regular check ins (which exist anyway). We have also moved all benefits to Day 1 as well. So no waiting to see if you are good enough to get the benefits that everyone else enjoys.

    I appreciate it may not work for everyone and I have had to quieten my HR Brain which can tip back into that 'must have a process, must have rules, must think everyone is going to break a rule therefore we must have a rule in case that happens'

    I can tell you it is liberating to work from the perspective of our employees are grown ups and mostly if we treat them that way then they behave that way. When your managers get it as well, then their world changes for the better as well.

    Apologies for the ramblings! Hope some of it helps!

    Rachel
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  • Hi Aimee,

    I solved the problem by removing probation periods altogether. They didn't really fit in with our culture and felt a bit like we were saying to someone 'come and join us' 'You are fab but we want to just make sure and have an easy way out if we got it wrong!' 'We like you but we are watching you in case you do anything wrong'.
    I did some research and we hadn't dismissed anyone due to the failing of probation for over 5 years. So not high risk at all, takes away an admin process that no one likes and serves very little purpose and engages our new starters from the very beginning.

    What we now have is a settling in period and the managers have regular check ins (which exist anyway). We have also moved all benefits to Day 1 as well. So no waiting to see if you are good enough to get the benefits that everyone else enjoys.

    I appreciate it may not work for everyone and I have had to quieten my HR Brain which can tip back into that 'must have a process, must have rules, must think everyone is going to break a rule therefore we must have a rule in case that happens'

    I can tell you it is liberating to work from the perspective of our employees are grown ups and mostly if we treat them that way then they behave that way. When your managers get it as well, then their world changes for the better as well.

    Apologies for the ramblings! Hope some of it helps!

    Rachel
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