Three-Month Probationary Check-In

Now that your new hire is halfway through the probationary period, it’s time to assess their performance.

• If the New Hire Is Meeting Performance Expectations:
  • If you’re satisfied with their performance, let them know.
  • Provide constructive feedback and ask for their input on how to stay engaged and challenged.
• If the New Hire Is Not Meeting Expectations:
  • If performance, conduct, or attendance issues exist, address them promptly.
  • Clearly communicate the need for immediate improvement or the end of the probationary period.
• If the Assessment Is Unclear:
  • Identify areas of concern and areas of satisfaction.
  • Provide specific guidance to help the employee move in the right direction.

Feedback is crucial during this check-in, whether it’s positive or negative.

• If the Feedback Is Positive:
  • Offer detailed feedback on their accomplishments and suggest ways to enhance their performance further.
• If the Feedback Is Negative:
  • Honestly discuss performance, conduct, or attendance issues and consider involving HR if necessary.
  • Provide a clear path forward for improvement.
• If the Feedback Is Uncertain:
  • Suggest improvements for satisfactory work and acknowledge the positives.
  • Guide them on how to improve.

Can the supervisor address the deficits? Let’s find out.

• If You Can Address the Deficits:
  • Ask the new hire for their thoughts and offer guidance and training if necessary.
  • Reiterate specific expectations and follow up in a few weeks to assess progress.
• If You Cannot Address the Deficits:
  • If it’s beyond repair, consult HR to end the probationary period.
  • If there’s potential for improvement, lay out specific expectations and provide ongoing support.
• If the Situation Is Unclear:
  • Determine if training can address performance deficits or if additional resources are needed.
  • For conduct, attitude, or attendance issues, provide clear examples and suggestions for improvement.

Assess how well the new hire is fitting into their role, department, and the university.

• If the Integration Is Successful:
  • Learn what they enjoy and what challenges they face.
  • Offer assistance in settling into the job and the Gainesville area if necessary.
• If the Integration Is Not Successful:
  • Identify areas of difficulty and offer support to improve integration.
• If the Integration Is Uncertain:
  • Discuss their experiences and offer assistance as needed.

Ensure the new hire knows exactly where they stand.

• If They Are a Keeper:
  • Reassure them of their successful progress.
  • Express your excitement about having them onboard.
• If They Are Not a Keeper:
  • Communicate the situation and the reasons behind it.
  • If there’s potential for improvement, provide a clear roadmap to success.
  • If not, consult HR for the appropriate steps.
• If It’s Uncertain:
  • Be transparent about your uncertainty and provide a specific plan for improvement.
  • Consult HR if you need assistance in defining the roadmap to success.