More Than Just a Test Drive
When we talk about probation periods, most people think of it as a simple “wait and see” window; a chance to assess if a new hire is the right fit before making things official. But if you’re treating probation as a passive observation phase, you’re missing a critical opportunity to set your new employee (and your business) up for long-term success.
At HR4U, we regularly work with companies across Ontario who realize too late that an under-managed probation period can lead to costly missteps. From unclear expectations to avoidable turnover, or even legal risk if the process wasn’t handled properly.
Let’s break down how to get it right.
The Real Purpose of Probation
Think of probation as a structured onboarding and evaluation period, not just a holding pattern. It’s a defined time (typically 90 days in Ontario) where both the employer and the employee assess fit. But more importantly, it’s when culture, performance expectations, and communication norms are established.
Here’s a scenario that is often seen, but highly avoidable:
A fast-growing construction firm hires a promising site coordinator. They tell him, “We’ll see how things go over the next three months.” No formal check-ins. No job performance benchmarks. At the 90-day mark, the leadership team is divided: some say he’s not proactive enough, others argue he just didn’t know what was expected. The company lets him go. Two months later, they’re back in the hiring market, frustrated and behind schedule.
This wasn’t a talent issue. It was a process issue.
How to Approach Probation with Intention
Whether you’re a team of ten or a regional employer with multiple sites, a proactive probation strategy helps you:
- Clarify expectations early. Don’t just hand over a job description. Break it down into 30-60-90 day deliverables. Let the employee know what success looks like with timelines.
- Schedule regular check-ins. Formal reviews at 30, 60, and 90 days give space for feedback, coaching, and course correction. Many performance or fit concerns can be addressed early if they’re spotted and supported.
- Document everything. Keep records of discussions, performance notes, and expectations shared. Not only is this best practice, it also protects your business if termination becomes necessary.
- Treat it as a two-way street. Probation isn’t just about you assessing the employee… it’s about them assessing your culture, leadership, and clarity. Employees who feel neglected or uncertain in the first 90 days are more likely to leave quickly or disengage.
When Things Don’t Work Out
Letting someone go during or at the end of probation may feel more straightforward, but don’t assume that “probationary” means “risk-free.” If there’s no documentation of feedback or support, or if termination is handled poorly, you still open the door to reputational or legal risks.
We’ve supported clients through difficult probation terminations, ensuring that the process is compliant with Ontario employment laws and that the communication is respectful and well-documented.
How HR4U Can Help
At HR4U, we help employers develop probation strategies that work — not just for compliance, but for retention, performance, and culture-building. Whether it’s:
- Designing clear probation policy language
- Coaching leaders on how to give effective early feedback
- Providing fractional HR support to manage onboarding and documentation
- Or stepping in to help navigate complex performance situations
—we’re here to make the probation period a meaningful, productive start to a successful employment relationship.
Your new hire’s first three months are not a throwaway period. They’re foundational. Use them wisely, and you’ll build stronger teams with fewer headaches down the road.
Need help reviewing your probation practices or updating your employee onboarding? Let’s talk.
