At Sheridan Maine, we know that the probationary period is one of the most important phases in welcoming a new hire. For employers, it’s a vital opportunity to assess whether a candidate is the right fit for the role and the organisation. However, without clearly defined criteria, this period can be confusing and subjective. Setting clear, measurable expectations ensures both the employee and employer understand what success looks like from the start.
We advise employers to define key areas for evaluation. This should include performance metrics, such as targets, deadlines, or project milestones, alongside core competencies like communication, teamwork, and problem-solving. Cultural alignment, engagement with learning opportunities, and professionalism are also essential indicators of long-term potential. By being explicit, employers provide employees with a roadmap for success and reduce ambiguity.
Regular monitoring and feedback are critical. Employers should schedule milestone reviews and ongoing check-ins, enabling employees to track their own progression and adjust where necessary. This structured approach fosters development, reduces surprises at the end of probation, and allows employers to make objective, evidence-based decisions.
Ultimately, clear probation criteria benefit both parties. Employees gain clarity on expectations and can confidently measure their progress, while employers secure insight into performance and fit. Sheridan Maine encourages all employers to adopt this approach, ensuring probationary periods become a constructive, growth-oriented stage that strengthens teams and sets up long-term success.
