We spend a lot of time thinking about how to find the right person, but what happens once they accept the job?

Those first 90 days can tell you a lot about whether someone is going to become a confident, engaged member of your team. But too often, probation becomes a date in the calendar rather than an ongoing process, with managers waiting until the end of three or six months to decide whether someone is working out.

In this episode, Karen looks at how to manage probation in a way that gives a new employee every opportunity to succeed, while also giving the business the information it needs to make a thoughtful decision about their future.

In this episode, you’ll hear about:

• Why onboarding and probation are connected, but have different purposes

• What managers should be looking for at 30, 60 and 90 days

• Why it’s important not to confuse confidence with competence when assessing a new employee

• How to spot patterns in performance and behaviour without overreacting to an isolated incident

• Why feedback should happen throughout probation rather than being saved for the formal review

• The questions to ask before deciding someone simply isn’t the right fit

• Why keeping a simple record of probation conversations can help managers make better decisions

• What to consider if you’re thinking about extending a probation period

• How HR support can help when you’re unsure about confirming or ending someone’s employment

Good probation isn’t about ticking a box at the end of three months. It’s about creating the conditions where people can do their best work, managers feel confident leading them, and the business can make informed decisions based on conversations that have happened consistently along the way.

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Visit https://www.amplifyhr.com.au/ for more insights and resources.

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