{"id":4145,"date":"2023-03-29T18:26:43","date_gmt":"2023-03-29T16:26:43","guid":{"rendered":"https:\/\/oliviapodobea.com\/?p=4145"},"modified":"2023-03-29T18:26:43","modified_gmt":"2023-03-29T16:26:43","slug":"perioada-de-proba-la-tine-in-companie","status":"publish","type":"post","link":"https:\/\/oliviapodobea.com\/en\/perioada-de-proba-la-tine-in-companie\/","title":{"rendered":"Trial period at your company"},"content":{"rendered":"
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Why is there a probationary period if it's not a probationary period, but already a settling-in period for the new employee?<\/p>\n

I've talked to a lot of managers and I've heard the same thing: they can't find employees or they find them hard to hire and from that point on, when they do manage to fill a new position, the feeling is that they've got God by the leg. What dare they then test the newcomer! Maybe they leave and have to start all over again.<\/p>\n

The trainee leaves anyway if they find the job is not for them. People stay in our company, on our team as long as their goals at that time can be accomplished with the help of the probationer. So let's not kid ourselves and treat the probation as a real probation.<\/p>\n

Probation must be a harder time for the new employee. <\/strong>This is the time when it's important for him to face challenges so that you, the employer, can see the character of the new employee. You can see character the hard way, and if the challenge is a sweet period of bonding with the employee, you run the risk of finding out the employee's character at exactly the moments that are really critical for the company and the team. So plan the probationary period to be harder than what the employee is then going to do.<\/p>\n

Remind the employee that their job is not yet secure<\/strong>. That he has to give everything. To prove it. He doesn't do it now, you can be sure he won't do it after probation.<\/p>\n

Be prepared to enter the probationary period with clear responsibilities (the same ones you discussed at the interview) and a training plan for the new employee during this probationary period<\/strong>. He has both to learn and to prove in these 3 months. And yes, it's pretty tough, but don't forget that you, the employer, are also paying a salary for him to learn during this period. You take the risk.<\/p>\n

Emphasize - plan employee induction<\/strong>. Don't give him all the information on the first day or week because you don't have time. It's your job to take the time to plan your induction. It would be good to have an induction manual that makes it clear what information you will give in the first week, the second week and so on until the end of the 3 months. If you give her all the information from the start and expect that if you have told her once, she needs to know, you can be sure that after the first week she will leave you with no regrets.<\/p>\n

Establish for each responsibility how many mistakes are accepted during the probationary period<\/strong>. Check, i.e. evaluate its performance every 2 weeks during these 3 months, so 6 times. With the list of responsibilities in front of you. And giving tests to see what he has retained from the theory. So both theory and practice. Test only what you have taught him in those 2 weeks. Not all at once. You'll find he'll know in advance if he'll continue in the company. And you won't have to either convince him to leave or negotiate whether you're right or wrong.<\/p>\n

If he has reached the maximum number of accepted mistakes, have the courage to drop the probationary employee<\/strong>. It will cost you more in money, time and hassle not to do it now. It will still come down to that if already out of the sample it doesn't do the job. It's a chance to part ways elegantly, knowledgeably and not begrudge you leaving, and even, why not, maybe even speak nicely of you and your company.<\/p>\n

A final thought<\/strong> - Even though I have written this reflection with the employer in mind, I am sure that if you, the employee, read it you will agree with me that, if things were to happen this way, it would be fair and useful for you too. You will also know what to expect, you will see how organised things are in the company, what you can and cannot rely on, how and for what you will be evaluated. You will have predictability. And I'm sure that's important to you.<\/p>\n<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"

De ce mai exist\u0103 perioad\u0103 de prob\u0103 dac\u0103 nu e prob\u0103, ci e deja perioada de acomodare a noului angajat? Am discutat cu mul\u021bi manageri \u0219i acela\u0219i lucru l-am auzit: nu g\u0103sesc angaja\u021bi sau \u00eei g\u0103sesc greu \u0219i, din acest moment, c\u00e2nd reu\u0219esc s\u0103 acopere o nou\u0103 pozi\u021bie, sentimentul este c\u0103 au prins pe Dumnezeu…<\/p>","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[97,6,2],"tags":[],"yoast_head":"\nPerioada de prob\u0103 la tine \u00een companie - OliviaPodobea<\/title>\n<meta name=\"description\" content=\"Career Coach, Trainer & Teambuilding Organizer, Olivia Podobea\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/oliviapodobea.com\/en\/perioada-de-proba-la-tine-in-companie\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Perioada de prob\u0103 la tine \u00een companie - 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