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Evaluation Probation Consideration

During the probationary period you can properly assess the qualities of a new employee. What should you pay attention to? And what do you do if the results are disappointing? Everything you need to know about evaluating the probationary period.

The probationary period is a mutual introduction period. As an employer you assess whether the new employee meets your expectations, but of course you're also assessed yourself. Because both parties may cancel the contract free of charge during the probationary period (if this is laid down in writing) without taking into account a cancellation period.

Make expectations clear

For a successful probationary period it's important that the expectations of both parties are clear from the start. What specific goals must the employee achieve during the probationary period? And what support does he need for this? Schedule a meeting with the new employee on the first working day in which you answer these questions. You can also put the most important agreements on paper so that you can check them off during the evaluation of the probationary period.

Supervise and assess

As soon as the expectations are clear, the first weeks in which you guide the employee in his new job start. Allow sufficient time for this, so that you have the opportunity to adjust the new employee where necessary.

At the same time you assess the employee on the following:

Competencies:

In an earlier phase you have drawn up a job profile with the corresponding competencies. During the probationary period you view how the employee scores on these competences.

Motivation:

Does your employee arrive on time? Does it work organized? Do your customers respond satisfied? These are important aspects that influence the quality of the work.

Circumstances:

This mainly concerns the practical matters. For example, whether the travel time can be done, whether the (changing) working hours pleases and whether there are other issues that the employee encounters around, for example, the work-life balance.

On an evaluation form you give a rating, such as insufficient, moderate and sufficient. In addition, not everything has to be sufficient immediately. Do you wonder whether the employee has the potential to further develop negative points.

If you have doubts about the possibilities for improvement, it's often better to say goodbye to an employee. After the probationary period, it's not easy to (prematurely) terminate the employment contract.

Hold an evaluation interview

You provide feedback on the results during the evaluation interview. A negative decision may not come as a complete surprise. If all goes well, you have provided the employee with sufficient guidance and provided both positive and negative feedback.

If the probation period was a success, ask the new employee what he is missing. Perhaps he still runs into something and coaching by colleagues or training comes in handy. This increases the success of your new staff member.

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