Probation Periods Don't Have to Be Scary

The only scary part is when they’re not done at all!

As a HR professional, I’ve seen it time and time again - a manager wants to end someone’s employment at the end of their probation period. My first question is always: “And were they aware of the areas to improve on?” Too often, the answer is no.

One of the biggest issues is communication. Honest, open feedback doesn’t happen as often as it should. And really, how can someone improve if they don’t know what (or how) to improve?

It’s never easy to tell someone they’re doing something wrong. But what’s even harder is being in a role, thinking everything’s fine, only to be called into an end-of-probation meeting and told it isn’t working out. That lack of feedback feels unfair for the employee and makes the situation harder for everyone.

What is a probation period?

A probation period is a set time (often 3 or 6 months) where both you and your new employee get to see if the role is the right fit. It’s not about catching someone out - it’s about giving them (and you) the chance to adjust, learn and make sure things click.

Why it matters

Clear expectations: You can set the tone for how things work in your business.

Support early on: Regular check-ins show your new starter they’re valued and not left to sink or swim.

Fairness: If it isn’t the right match, probation gives a structured and transparent way to address issues.

How to make probation periods work for you

Be clear from day one: Let them know what success looks like and how to get there.

Check in regularly: A quick monthly chat goes a long way.

Give feedback (both good and constructive): People want to know where they stand.

Don’t forget the review: Always hold a proper meeting at the end of probation to confirm next steps.

Need Help Supporting Your New Staff?

At BloomHR, we offer friendly, practical HR support for businesses in Portsmouth, Hampshire & UK-wide.

Whether you need help creating policies, managing employee relations, or staying on top of legal requirements — we’re here to help. Contact us for more information.