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Mary Market Manager - Thursday, July 27, 2017
July 27, 2017
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90-Day Probation Policy Is One Of The Keys To High Performance
Every employee should be put on 90-day probation period before a termination is made as an absolute policy and it should be well known in the company for optimum results.
Why? Those not on probation know where they stand at all times. Those who enter 90-day probation are given a legitimate opportunity to improve the area they are deficient in before termination.
Ninety-day probation is not an action to take as a perfunctory move before termination but rather as a genuine, clear communication of an area that needs improvement prior to POTENTIAL termination. At each 30-day interval inside the 90 days, the employee is given an update on the their progress or lack of in the areas identified. At the end of 90 days, the employee is either reinstated to full-time status, gets an extension of another 90 days of probation, or is terminated.
This clear approach to improvement does a few things. If someone does not want to improve, they have 90 days to find another job or they have 90 days to improve if they like this job. Terminated employees are never surprised and other employees are clear where they stand as well.
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