{"id":112163,"date":"2023-07-18T10:37:08","date_gmt":"2023-07-18T08:37:08","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=112163"},"modified":"2026-03-30T11:08:36","modified_gmt":"2026-03-30T09:08:36","slug":"probation-review-meeting","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/","title":{"rendered":"10 Tips For Conducting A Probation Review Meeting"},"content":{"rendered":"<p data-pm-slice=\"1 1 []\"><strong>A survey by <\/strong><a href=\"https:\/\/www.hrmagazine.co.uk\/article-details\/a-fifth-of-employees-fail-to-pass-probation\" target=\"_blank\" rel=\"noopener noreferrer\"><strong><u>HR Magazine<\/u><\/strong><\/a><strong> found that 18% of new employees fail their probationary period in the UK.<\/strong> The majority of those dismissals during probation were a result of poor performance (62%). Rather than just using probation periods as a safety net, employers should aim to use these initial weeks and months to <strong>support their employees, optimise their performance and help them reach their potential. <\/strong>Employers can do this by inviting their new hires to a probationary review meeting to assess their progress.<\/p>\n<p>Reviewing an employee\u2019s progress and performance during their probationary period is a proactive way to support them in becoming a great employee. Providing transparent feedback prevents them from just quitting. This is why<strong> probationary reviews<\/strong> in any organisation are <strong>critical<\/strong>, both for employers and employees alike.<\/p>\n<div class=\"js-toc toc\">\n<p class=\"js-toc-title toc__title\">Table of Contents<\/p>\n<nav id=\"fac_toc_nav\" class=\"js-toc-nav toc__nav\" aria-label=\"Table of Contents\"><ol class=\"toc__list toc__list--level-1\"><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-1\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#what-is-a-probation-period\" title=\"What is a Probation Period?\" data-target-id=\"what-is-a-probation-period\">What is a Probation Period?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-2\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#why-is-it-important-to-hold-reviews-during-the-probationary-period\" title=\"Why is it Important to Hold Reviews During The Probationary Period?\" data-target-id=\"why-is-it-important-to-hold-reviews-during-the-probationary-period\">Why is it Important to Hold Reviews During The Probationary Period?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-3\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#how-many-reviews-should-there-be-during-the-probationary-period\" title=\"How Many Reviews Should There Be During The Probationary Period?\" data-target-id=\"how-many-reviews-should-there-be-during-the-probationary-period\">How Many Reviews Should There Be During The Probationary Period?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-4\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#ten-tips-for-conducting-a-probationary-review\" title=\"Ten Tips For Conducting a Probationary Review\" data-target-id=\"ten-tips-for-conducting-a-probationary-review\">Ten Tips For Conducting a Probationary Review<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-5\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#questions-to-ask-in-your-probationary-review-meeting\" title=\"Questions to Ask in Your Probationary Review Meeting\" data-target-id=\"questions-to-ask-in-your-probationary-review-meeting\">Questions to Ask in Your Probationary Review Meeting<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-6\" href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/#conduct-a-probationary-review-meeting-with-factorial\" title=\"Conduct a Probationary Review Meeting with Factorial\" data-target-id=\"conduct-a-probationary-review-meeting-with-factorial\">Conduct a Probationary Review Meeting with Factorial<\/a><\/li><\/ol><\/nav><\/div>\n<h2>What is a Probation Period?<\/h2>\n<p data-pm-slice=\"1 1 []\">The <a href=\"https:\/\/factorialhr.co.uk\/blog\/probation-period-at-work\/\" target=\"_blank\" rel=\"noopener noreferrer\">probation period<\/a>, often called <strong>a trial period<\/strong>, is a designated timeframe for evaluating an employee&#8217;s performance and suitability for a particular role. It essentially serves as a trial phase before the employment becomes <a href=\"https:\/\/factorialhr.com\/blog\/everything-about-a-permanent-contract\/\" target=\"_blank\" rel=\"noopener noreferrer\">permanent<\/a>. This period allows employers to assess an employee&#8217;s capabilities, work ethic, and compatibility with the organisation &#8211; <strong>ultimately, deciding whether the new starter is a good fit.\u00a0<\/strong><\/p>\n<p>The length of the probation period can vary depending on the company&#8217;s policies &#8211; there\u2019s no right or wrong probation period duration. Saying that, they <strong>typically last between three to six months<\/strong>. On top of that, probation periods can be extended further than the initial timeframe if an employer isn\u2019t fully satisfied with an individual\u2019s performance.<\/p>\n<p>The rights and entitlements of employees during the probation period are generally the same as those of permanent employees, including statutory benefits and protections. However, <strong>certain contractual terms or benefits may differ<\/strong>. For instance, some organisations may offer benefits such as enhanced sick pay, but only to individuals who have successfully passed their probationary period.<\/p>\n<p>It&#8217;s essential for both employers and employees to understand the terms and conditions specific to their employment contracts and company policies.<\/p>\n \n <!--HubSpot Call-to-Action Code -->\n    <span class=\"hs-cta-wrapper\" id=\"hs-cta-wrapper-c7970308-bcc0-4e98-9bc9-ad681fd224dd\">\n        <span class=\"hs-cta-node hs-cta-c7970308-bcc0-4e98-9bc9-ad681fd224dd\" id=\"c7970308-bcc0-4e98-9bc9-ad681fd224dd\">\n            <a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/c7970308-bcc0-4e98-9bc9-ad681fd224dd\">\n                <img decoding=\"async\" class=\"lazyload hs-cta-img\" id=\"hs-cta-img-c7970308-bcc0-4e98-9bc9-ad681fd224dd\" style=\"border-width:0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/c7970308-bcc0-4e98-9bc9-ad681fd224dd.png\"  alt=\"1-to-1-meeting-template\" width=\"100%\" height=\"100%\" \/>\n            <\/a>\n        <\/span>\n        <script type=\"text\/javascript\">\n            function loadCTA(){\n                window.hbspt.cta.load(4960096, 'c7970308-bcc0-4e98-9bc9-ad681fd224dd', {'region': 'eu1'})\n            }\n            if(window.hbspt){\n                loadCTA()\n            }else{\n                Defer.js(\n                    'https:\/\/js.hubspot.com\/cta\/current.js',\n                    'hubspotCTA', \n                    0, \n                    loadCTA\n                );\n            }\n        <\/script>\n    <\/span>\n<!-- end HubSpot Call-to-Action Code -->\n\n<h2>Why is it Important to Hold Reviews During The Probationary Period?<\/h2>\n<p data-pm-slice=\"1 1 []\">As mentioned, probationary meetings are a mutual benefit for both the employer and employee. Taking the time to give constructive feedback can prevent the need to restart the recruitment process. Here are key reasons from both perspectives on why probation reviews matter.<\/p>\n<h3 data-pm-slice=\"1 1 []\">Organisational Perspective<\/h3>\n<p>From an organisational perspective, conducting regular reviews during the probation period holds several advantages. Let\u2019s take a look at a few:<\/p>\n<ul>\n<li><a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-appraisal\/\" target=\"_blank\" rel=\"noopener\"><strong>Assess performance<\/strong><\/a>: Providing feedback ensures both the employee and employer are aligned. This is an opportunity for managers to give constructive criticism with the goal of improving their team member&#8217;s skills to align with the company&#8217;s overall goals. During this probation review meeting, you can be honest with your employee about what skills they are missing or places they are thriving.<\/li>\n<li><strong>Identifying Issues Early: <\/strong>Review meetings provide an opportunity to identify performance or conduct issues early. By addressing these concerns promptly, employers can take appropriate actions, such as providing additional training or support, to rectify the situation before it escalates.<\/li>\n<li><strong>Retaining Staff: <\/strong>Research by <a href=\"https:\/\/web.jobvite.com\/rs\/328-BQS-080\/images\/2022-12-2022JobSeekerNationReport.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><u>Jobvite<\/u><\/a> found that a huge<strong> 33% of new starters leave their new jobs within the first 90 days<\/strong>. Engaging in review meetings demonstrates a commitment to employee development and shows that the organisation is invested in their success. This can contribute to higher employee satisfaction and engagement, reducing the likelihood of turnover during the probationary period.<\/li>\n<li><strong>Enhancing Productivity: <\/strong>Regular feedback during probation review meetings helps new employees understand their strengths and areas for improvement. This feedback loop facilitates their development, allowing them to address any performance gaps and enhance their productivity at a faster pace.<\/li>\n<li><strong>Aligning Expectations: <\/strong>Review meetings provide an opportunity to align expectations between the employer and the new employee. Clear communication about job responsibilities, performance standards, and organisational values keeps both parties aligned. This reduces misunderstandings and helps prevent potential conflicts.<\/li>\n<li><strong>Ensuring Legal Compliance:<\/strong> It is essential to hold review meetings during the probationary period if stated in the employee&#8217;s contract or company policy. Following the company-specific process ensures compliance and mitigates legal risks.<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-112215\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon.jpg\" alt=\"manager holding a probationary review meeting with an employee\" width=\"873\" height=\"582\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon.jpg 2145w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon-1536x1024.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102502\/pexels-helena-lopes-1015568_11zon-2048x1365.jpg 2048w\" sizes=\"(max-width: 873px) 100vw, 873px\" \/><\/p>\n<h3>Employee Perspective<\/h3>\n<p>But probation reviews don\u2019t just support and protect the organisation. From an employee perspective, review meetings during the probationary period are also highly beneficial:<\/p>\n<ul>\n<li><strong>Building Rapport: <\/strong>Regular interactions with their line manager during review meetings help in establishing a rapport and building a positive working relationship. This helps to promote open communication and a supportive environment for the employee.<\/li>\n<li><strong>Reducing Isolation and Boosting Morale:<\/strong> Review meetings prevent the feeling of isolation that new employees may experience during the probationary period. It gives them a platform to voice their concerns, seek clarification, and receive guidance, boosting their morale and job satisfaction.<\/li>\n<li><strong>Receiving Recognition: <\/strong>Review meetings provide an opportunity for new employees to receive recognition and validation for their efforts and progress made during the probationary period. This validation can motivate them to continue performing at their best.<\/li>\n<li><strong>Reducing Uncertainty:<\/strong> Review meetings help alleviate any uncertainty and anxiety that new employees may feel about their probationary status. Clear communication about their progress, areas of improvement, and prospects for continued employment provides clarity and reduces uncertainty.<\/li>\n<li><strong>Receiving Necessary Support and Resources: <\/strong>Review meetings are a platform for employees to discuss any challenges they face and seek the necessary support and resources from their employer. This support can include additional training, guidance, or access to tools and resources to enhance their performance.<\/li>\n<\/ul>\n \n <!--HubSpot Call-to-Action Code -->\n    <span class=\"hs-cta-wrapper\" id=\"hs-cta-wrapper-c71cf4d7-db40-4062-9f31-4175be512c0e\">\n        <span class=\"hs-cta-node hs-cta-c71cf4d7-db40-4062-9f31-4175be512c0e\" id=\"c71cf4d7-db40-4062-9f31-4175be512c0e\">\n            <a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/c71cf4d7-db40-4062-9f31-4175be512c0e\">\n                <img decoding=\"async\" class=\"lazyload hs-cta-img\" id=\"hs-cta-img-c71cf4d7-db40-4062-9f31-4175be512c0e\" style=\"border-width:0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/c71cf4d7-db40-4062-9f31-4175be512c0e.png\"  alt=\"free-employee-satisfaction-checklist-template\" width=\"100%\" height=\"100%\" \/>\n            <\/a>\n        <\/span>\n        <script type=\"text\/javascript\">\n            function loadCTA(){\n                window.hbspt.cta.load(4960096, 'c71cf4d7-db40-4062-9f31-4175be512c0e', {'region': 'eu1'})\n            }\n            if(window.hbspt){\n                loadCTA()\n            }else{\n                Defer.js(\n                    'https:\/\/js.hubspot.com\/cta\/current.js',\n                    'hubspotCTA', \n                    0, \n                    loadCTA\n                );\n            }\n        <\/script>\n    <\/span>\n<!-- end HubSpot Call-to-Action Code -->\n\n<h2>How Many Reviews Should There Be During The Probationary Period?<\/h2>\n<p>It is important to strike a balance when determining the number of reviews. <strong>Too few reviews may result in inadequate evaluation of the employee&#8217;s performance, while too many reviews may become overwhelming and hinder productivity.<\/strong><\/p>\n<p>Typically, organisations always hold one <strong>final probation review meeting <\/strong>to decide whether the individual is right for the role. The goal of additional reviews during the probationary period is to assess the employee&#8217;s performance on an ongoing basis. Regular, structured reviews create a thorough evaluation process. This helps both the employer and employee make informed decisions about the future of the employment relationship.<\/p>\n<p>As a result, whilst there is no universal rule, it is <strong>generally advisable to conduct multiple reviews<\/strong> to effectively evaluate the employee&#8217;s progress and address any concerns.<\/p>\n<p>Here are some factors to consider when determining the number of reviews:<\/p>\n<ul>\n<li><strong>Probationary Period Length: <\/strong>The duration of the probation period itself plays a role in determining the number of reviews. If the probationary period is shorter, it may be appropriate to conduct more frequent reviews to gather sufficient data and make a well-informed decision regarding the employee&#8217;s performance and suitability for the role.<\/li>\n<li><strong>Complexity of the Role: <\/strong>The complexity and demands of the job can also influence the number of reviews required. More complex roles may require additional reviews to assess the employee&#8217;s ability to handle the responsibilities effectively.<\/li>\n<li><strong>Training and Development Needs:<\/strong> If the employee requires extensive <a href=\"https:\/\/factorialhr.co.uk\/blog\/training-and-development\/\" target=\"_blank\" rel=\"noopener noreferrer\">training or development<\/a>, it may be beneficial to schedule more frequent reviews to track their progress, provide feedback, and ensure they are receiving the necessary support to succeed in their role.<\/li>\n<li><strong>Regular Informal Check-ins:<\/strong> In addition to formal reviews, regular check-ins and informal discussions between the employee and their line manager can be valuable. These informal conversations provide an opportunity to address immediate concerns, provide guidance, and ensure ongoing communication throughout the probationary period.<\/li>\n<\/ul>\n<h2>Ten Tips For Conducting a Probationary Review<\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-112216\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-scaled.jpg\" alt=\"conducting a probationary review with a member of staff\" width=\"888\" height=\"592\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-scaled.jpg 2560w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-1536x1024.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102641\/pexels-christina-morillo-1181743_11zon-2048x1365.jpg 2048w\" sizes=\"(max-width: 888px) 100vw, 888px\" \/><\/p>\n<p data-pm-slice=\"1 3 []\">So, you\u2019ve considered how many times you\u2019re going to meet with your employee during their probation period to review their progress, but how should you conduct the meeting itself?<\/p>\n<p>Here are a few tips to help you conduct an effective probation period review:<\/p>\n<ol>\n<li><strong>Don&#8217;t leave the preparation to the last minute:<\/strong> Adequate preparation is essential for a meaningful review. Collect and review relevant performance data, feedback, and any documented incidents throughout the probationary period. Be prepared to discuss specific examples during the review meeting.<\/li>\n<li><strong>Hold the review in a safe space:<\/strong> Create a supportive and comfortable environment for the review meeting. Choose a private setting where the employee feels at ease to openly discuss their performance and address any concerns or challenges.<\/li>\n<li><strong>Be welcoming: <\/strong>Don\u2019t begin the conversation in an overly formal tone. Remember that the employee is also continually assessing whether the organisation is the right fit for them too. Make them feel welcomed into the organisation.<\/li>\n<li><strong>Present feedback in a clear way: <\/strong>Provide feedback in a clear and concise manner, focusing on specific examples and outcomes. If the employee&#8217;s performance falls short in certain areas, clearly articulate the expectations and provide constructive suggestions for improvement.<\/li>\n<li><strong>Ensure all feedback is objective: <\/strong>Maintain objectivity and fairness throughout the review process. Base <a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-appraisal\/\" target=\"_blank\" rel=\"noopener noreferrer\">feedback<\/a> on measurable performance criteria and avoid personal biases. Consistency and fairness are crucial for an effective evaluation.<\/li>\n<li><strong>Recognition is important:<\/strong> If the employee is performing well, acknowledge their achievements and efforts. Recognition is a powerful motivator that boosts engagement and encourages continued success.<\/li>\n<li><strong>Address performance issues promptly: <\/strong>If the employee is not meeting the expected standards, it is important to communicate this early. Avoid surprising the employee with a dismissal at the end of the probationary period. Instead, provide constructive feedback and guidance throughout the probationary period, allowing them the opportunity to improve along the way.<\/li>\n<li><strong>Set goals and regularly review them: <\/strong>Set clear goals and expectations for the employee&#8217;s performance during the probation period. Regularly review these goals to track progress and discuss any necessary adjustments or additional support required.<\/li>\n<li><strong>Provide support and resources:<\/strong> Support the employee&#8217;s development by offering the necessary resources, training, and guidance. Use the review meeting as an opportunity to identify any specific support they require and ensure that it is provided consistently throughout the probationary period.<\/li>\n<li><strong>Document every conversation: <\/strong>Document all probation review meetings, feedback, and performance-related discussions. Follow company policies and procedures in record-keeping and ensure that you consult with HR or relevant stakeholders to maintain compliance and protect the interests of both the employee and the organisation.<\/li>\n<\/ol>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-112218\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon.jpg\" alt=\"line manager conducting probationary reviews with her employees\" width=\"964\" height=\"643\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon.jpg 2490w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon-1536x1025.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18102836\/pexels-fauxels-3182781_11zon-2048x1366.jpg 2048w\" sizes=\"(max-width: 964px) 100vw, 964px\" \/><\/p>\n<h2>Questions to Ask in Your Probationary Review Meeting<\/h2>\n<p>Using the right questions in a probation review meeting helps employers gain valuable insights into the employee&#8217;s experiences and strengths. It also highlights areas for improvement and development needs. This information enables the organisation to provide targeted support and set realistic goals for the employee.<\/p>\n<p>Here are some suggested questions to include in your review meeting:<\/p>\n<h3>Performance Assessment<\/h3>\n<ul>\n<li>How would you evaluate your overall performance during the probation period?<\/li>\n<li>Can you provide specific examples of projects or tasks where you believe you excelled?<\/li>\n<li>Are there any areas where you feel you could have performed better? If so, how do you plan to improve in those areas?<\/li>\n<\/ul>\n<h3>Skills and Development<\/h3>\n<ul>\n<li>Have you identified any specific skills or knowledge gaps that you would like to address?<\/li>\n<li>What support or resources do you believe would help you enhance your performance and professional growth?<\/li>\n<li>Are there any training opportunities you would like to explore to further develop your skills?<\/li>\n<\/ul>\n<h3>Integration and Collaboration<\/h3>\n<ul>\n<li>How well do you feel you have integrated into the team and company culture?<\/li>\n<li>Have you faced any challenges in working with colleagues or collaborating on projects?<\/li>\n<li>Can you provide examples of successful teamwork or contributions to the team&#8217;s goals?<\/li>\n<\/ul>\n<h3>Goal Setting<\/h3>\n<ul>\n<li>What goals did you set for yourself during the probation period? Have you made progress toward achieving them?<\/li>\n<li>Are there any new goals or objectives you would like to discuss for the next phase of your employment?<\/li>\n<\/ul>\n<h3>Feedback and Communication<\/h3>\n<ul>\n<li>How have you found the feedback and guidance provided during the probation period? Do you have any suggestions for improvement in this area?<\/li>\n<li>Is there anything you would like to discuss or seek clarification on regarding your role, expectations, or performance?<\/li>\n<\/ul>\n<h3>Career Aspirations<\/h3>\n<ul>\n<li>What are your long-term career goals, and how do you see yourself progressing within the organisation?<\/li>\n<li>Are there any specific opportunities or roles you would be interested in exploring in the future?<\/li>\n<\/ul>\n<p data-pm-slice=\"1 1 []\"><em>Factorial&#8217;s user-friendly cloud-based software can provide a seamless transition from recruitment to <\/em><a href=\"https:\/\/factorialhr.co.uk\/employee-onboarding-and-offboarding\" target=\"_blank\" rel=\"noopener noreferrer\"><em>onboarding<\/em><\/a><em>, allowing your new starter to focus on their new job, rather than just admin.<\/em><\/p>\n<h2 data-pm-slice=\"1 1 []\">Conduct a Probationary Review Meeting with Factorial<\/h2>\n<article class=\"text-token-text-primary w-full\" dir=\"auto\" data-testid=\"conversation-turn-32\" data-scroll-anchor=\"true\">\n<div class=\"text-base my-auto mx-auto py-5 [--thread-content-margin:--spacing(4)] @[37rem]:[--thread-content-margin:--spacing(6)] @[72rem]:[--thread-content-margin:--spacing(16)] px-(--thread-content-margin)\">\n<div class=\"[--thread-content-max-width:32rem] @[34rem]:[--thread-content-max-width:40rem] @[64rem]:[--thread-content-max-width:48rem] mx-auto flex max-w-(--thread-content-max-width) flex-1 text-base gap-4 md:gap-5 lg:gap-6 group\/turn-messages focus-visible:outline-hidden\" tabindex=\"-1\">\n<div class=\"group\/conversation-turn relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"relative flex-col gap-1 md:gap-3\">\n<div class=\"flex max-w-full flex-col grow\">\n<div class=\"min-h-8 text-message relative flex w-full flex-col items-end gap-2 text-start break-words whitespace-normal [.text-message+&amp;]:mt-5\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"74c8e363-74c4-499b-95bb-2b845429a77d\" data-message-model-slug=\"gpt-4o\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-[3px]\">\n<div class=\"markdown prose dark:prose-invert w-full break-words light\">\n<p data-start=\"0\" data-end=\"301\" data-is-last-node=\"\" data-is-only-node=\"\">A probation period allows employers to assess whether a new employee is a good fit for the business. To do this effectively, it&#8217;s essential to evaluate how the individual performs against the role&#8217;s requirements. This information is crucial for all probation reviews, especially the final meeting.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"flex justify-start\">\n<div class=\"touch:-me-2 touch:-ms-3.5 -ms-2.5 -me-1 flex items-center p-1 select-none -mt-1 duration-[1.5s] focus-within:transition-none hover:transition-none pointer-events-none [mask-image:linear-gradient(to_right,black_33%,transparent_66%)] [mask-size:300%_100%] [mask-position:100%_0%] motion-safe:transition-[mask-position] group-hover\/turn-messages:pointer-events-auto group-hover\/turn-messages:[mask-position:0_0] group-focus-within\/turn-messages:pointer-events-auto group-focus-within\/turn-messages:[mask-position:0_0] has-data-[state=open]:pointer-events-auto has-data-[state=open]:[mask-position:0_0]\">Agreeing how a new employee&#8217;s performance will be tracked during the probation period is a significant first step in helping the individual understand expectations and requirements in their new role. It also helps to reduce uncertainty as it is clear how the new employee will be assessed at the end of the probation period.<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/article>\n<p><span style=\"font-weight: 400;\">Tracking performance through probation ensures that the employee clearly knows what they have done well and what they need to improve. It also identifies any extra training or other support required during the probation period to help the employee achieve their goals and pass the final probation period review.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.co.uk\/performance-management\"><span style=\"font-weight: 400;\">performance management software<\/span><\/a><span style=\"font-weight: 400;\"> is an excellent resource for tracking performance throughout probation. You can customise the periods between the reviews, create groups of peers who will be asked for feedback and identify and track training needs.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A survey by HR Magazine found that 18% of new employees fail their probationary period in the UK. The majority of those dismissals during probation were a result of poor performance (62%). Rather than just using probation periods as a safety net, employers should aim to use these initial weeks and months to support their<a href=\"https:\/\/factorialhr.co.uk\/blog\/probation-review-meeting\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":164,"featured_media":112213,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[337],"tags":[],"class_list":["post-112163","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent"],"acf":{"topics":"talent-onboarding"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>10 Tips For Conducting A Probation Review Meeting | Factorial<\/title>\n<meta name=\"description\" content=\"10 expert tips for impactful probationary review meetings and appraisals with key 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