Probation

HiAll,
Please advise how many times can we extend someones probatory period?

I have a situation where we have already extended someone's probation twice over & its time to assess his performance again. The only reason we are not asking him to leave is bcoz he is not useless & we think he can improve..

Please advise.
Regards, Anshu

Hi,

Firstly how many months extension you have give to him/her...

also,

The max you should extend an employee is for two times......as that is the enough period for someone to show his/her skills to improve or to grow.

As after this i dont think that employee can improve.

Regards,
Anshu Goyal

Hi..Anshu.

If u think the probationer is a good resource and worth giving a final try, then u may contemplate a final extension of probationary period. Make sure that the inputs given during this period are consistent and will address his/her foibles, that have been assessed. You never know he /she may ultimately prove to be your star performer...

Good luck.
RSrikanth

Hi..Anshu.

If u think the probationer is a good resource and worth giving a final try, then u may contemplate a final extension of probationary period. Make sure that the inputs given during this period are consistent and will address his/her foibles, that have been assessed. You never know he /she may ultimately prove to be your star performer...

Good luck.
RSrikanth

Hi Anshu & Srikanth

Thank you for the sound advice.

Regards, Anshu

I think that the creteria which your organization has develped is not strong engugh to judge the probation.







ZAFAR
0333-2346067
PAKISTAN

Hi Anshu,

I dont think giving so many chances is the right way. In this way you are giving wrong signals to the other employees that in case you are not performing and not even improving, still the company cant take any action.

Even for the respective employee (to whom you have already given two chances), if he is not taking your two chances seriously and not proven himself, what is the guarantee he will try this time?

Personally I also feel very bad if i have to fire someone. But Just think it positively, as this failure might teach him a lesson to be more serious in life and someday he will understand it.

ALL THE BEST

take care
Nisha Binner
HR Manager

Hi Anshu,

I dont think giving so many chances is the right way. In this way you are giving wrong signals to the other employees that in case you are not performing and not even improving, still the company cant take any action.

Even for the respective employee (to whom you have already given two chances), if he is not taking your two chances seriously and not proven himself, what is the guarantee he will try this time?

Personally I also feel very bad if i have to fire someone. But Just think it positively, as this failure might teach him a lesson to be more serious in life and someday he will understand it.

ALL THE BEST

take care
Nisha Binner
HR Manager

Hi Anshu,

I agree with Nisha. Giving too many chances may cost you time and money. But please make sure that he was given proper training and he was aware of the business process in general and his responsibilities in particular. You may give him a final chance to prove himself within the stipulated time period.
all the best!
Regards,
priya.

Hi,

You have received a good response, so I will retrict to the basics.

In employment legislation, "probation" is privided for to "probe" the candidate's suitability to the organization in terms of knowledge, skills, attitudes and habits.

If watching a person for let us say, six months, the organization cannot decide upon the candidate's suitability, GOD help! If the organization finds him to be "a good soul around", take him in and close the chapter. If he does not improve with time, ask him to leave by following a due process.

We confirm candidates on the basis of their assessed potential to fulfill organization's expectations. If the assessment does not justify confirmation, you will be kind in releiving him forthwith. Continuing a person on probation for such flimsy reasons, is an "unfair labour practice" and further, if the candidate does get confirmed after an unreasonable period of time, he develops an absolutely NEGATIVE attitude towards the employer. Its not worth it.

The probationary period is a critical period in an employee's career. We may create an asset out of the candidate or turn him into a liability!

Much more can be said about how to handle "probation period" in the organizations, but what is important is to be legally and morally correct at all times. Personally, I lay greater emphasis on being morally right!


Regards
samvedan
July 10, 2007