Should we conduct a formal performance evaluation in some form during the probation period?
While there is no legal requirement to do a formal evaluation, it is best practice to do some type of evaluation and provide feedback throughout the probation period. The business benefits from this process as it provides a clear and transparent process for providing ongoing feedback for both the manager and the employee.
If the employee is tracking well, it provides a good foundation for their ongoing performance and development in the role. In the event they aren’t tracking well, it provides feedback in a timely fashion and ensures each party are aware of what the outcome will be if performance does not improve. Some potential risks associated with no evaluation process could be that the employee has no idea they are underperforming, continues with ineffective practices or performance and are quite distressed to learn the truth.
This impacts not only the employee, but also the manager and the team. There can be further impact on the culture of your business as well as the brand in the marketplace. For a more detailed overview of the induction process see our Induction topic.
