Starting a new job or just entering the corporate world as a fresher is always very exciting. The first day at work comes with responsibilities, new colleagues, a new manager and a new environment altogether. A fresh beginning to a new job role or the first job role is very special to everyone.
However, for all working professionals, whether a first-time fresher or an individual who has been working in the industry but is starting their first day at a new company, their new journey to achieve something in life begins with something known as the “PROBATION PERIOD”.
This probation period is generally set for the first 3 months or 6 months at least. The Probation Period is generally a good trial period in which the employer and the employee get to know each other and understand each other’s strengths and weaknesses. It also gives them both an opportunity to assess the compatibility, performance and potential.
While many individuals see it as a period which tests their ability, it is just a manual evaluation process that plays a key role in shaping long-term employment. This period is used by the employer and the company to determine whether you are a perfect fit or not. This probation period also makes sure that the role assigned to you is right and helps you form a strong base for future growth, a learning curve and job satisfaction.
However, what exactly does it entail? What should you expect in this period, and how can you make the most out of this period? In this blog, we will unleash the meaning, importance, implications, rights, duration, etc. You will also get tips on how to improve your performance in the Probationary period.
So, whether you are a fresher stepping into the corporate world or you are a professional taking a new role, the probation period has to be served by all.
What is the Probation Period?
A Probation Period is an applicable period to all new employees, whether freshers or experienced. It is generally a 3 or 6-month period where both the employers and the employees can examine and assess if the role and the company are a good fit or not. It also allows the employer to evaluate the new joinee’s performance, skills and cultural fit in the company. Along with the employer assessing the employee who has recently joined, the employee also gets an opportunity to assess whether they are satisfied with the job and the company’s work environment.
Here is a more detailed breakdown of what a probation period is about:
Purpose:
- For the employer: This 3 or 6 months is a time frame in which the employer examines the newly joined employee for their skills, abilities, and cultural fit and their goal alignment with the company’s goals and targets before offering them a permanent position.
- For the employee: This period of 3 or 6 months is the best time for the employee to know if the work environment of the company is suitable for them. If they are satisfied with their job, and also make out if the role assigned to them is according to their career goals.
The Key Aspects of the Probation Period:
- Duration of Probation Period: 3 to 6 months.
- Evaluation in this period: The employers keep a check on the employee’s performance, skills and how well the employee integrates with the team. The employee also gets time to assess whether this job role and the company are suitable for their professional growth.
- Potential Outcomes: A successful completion of the probation period leads to a permanent position in the company, while if the performance of the employee is not satisfactory, then the employer might extend the probation period or terminate the employee.
- Limited Benefits: During the probation period, the employee on the probation period may not be eligible to experience certain benefits provided by the company.
- Notice Period: The employers may also have a shorter notice period during the probation process.
Significance:
- Early Assessment: This Probation period allows the employers and the employees to identify the potential issues and solutions earlier rather than later.
- Feedback: Allows the employers to have regular feedback sessions with the employees to help them improve and know about their grievances, if any.
- Career Decisions: It ensures that the employees make informed decisions about their career paths within the company.
What types of organisations offer probation periods?
The Probation Period is offered by various organisations, which include both private and public/government entities. Having a probationary period in these organisations is a common practice with variations in duration and specific rules.
Private Organisations:
- For-profit Businesses: Under the for-profit businesses, there are many companies which include IT, manufacturing, healthcare and finance.
- Duration: The Probation Period can range from a few weeks to several months, which includes 3 to 6 months at the max. Some companies have a probation period of 1 year; it again depends on the job title and the risk involved in the job.
- Factors Influencing Duration: The length of the probation period is often determined by the company’s policies, the employee’s role and the complexity of the job.
Government Organisations:
- Public Sector: The Public sector includes the various organisations like the departments, ministries and agencies.
- Typical Duration: The Probation periods in the government offices are for one year or longer in some cases, while for the central government jobs, the duration is two years.
- Examples: The recruitments within the Central Secretariat Service or the Staff Selection Commission often have a two-year probation period.
Other Organisations:
- Associations and Clubs: The Organisations, like the Churches, associations and clubs, may also use probation periods to evaluate new members.
- Unionised Jobs: The Probationary Period in such a job is a standardised feature in the union contracts, which allows for a trial period before full union membership.
Important Considerations:
- Legal aspects: While probation periods are a common practice in companies. It is said that “legally, there’s no such thing as a probationary period“. This means that the terms and conditions of employment during the probation period should be clearly outlined in the employment contract.
- Employee rights: Employees during probation periods are generally entitled to a salary and may or may not receive benefits or perks.
- Performance evaluation: A key aspect of probation is the employer’s evaluation of the employee’s performance against set criteria.
- Termination: Probation periods can be a way for employers to assess whether to confirm an employee’s permanent position, extend the probation, or terminate employment.
Understanding the Purpose of a Probationary Period
A probationary period in employment serves as a trial phase for both the employer and the employee. The purpose of the Probationary Period is to allow enough time for the employer and employee to understand each other and the needs of the company. This time frame allows enough time for the employer to assess the new employee’s skills, abilities, beliefs and goals matching with the company’s needs and targets.
The employee also gets enough time to analyse and evaluate whether the role and the company are a good fit for them or not. The time frame that is allowed for the probationary period is 3 or 6 months. In this period, many things come to light and form a strong base for a long-term working relationship.
Below is a detailed explanation of the purpose of the Probationary Period.
Purpose for the Employer:
- Performance Evaluation: Assess the new hire’s ability to perform job duties, meet performance expectations, and contribute to the team.
- Cultural Fit: Determine if the employee’s values and work style align with the company’s culture.
- Skill Assessment: Identify any skill gaps and provide necessary training or support.
- Risk Mitigation: Reduce the risk of making a long-term commitment to an unsuitable employee.
- Early Intervention: Address any performance or behavioural issues early on before they become significant problems.
Purpose for the Employee:
- Role Clarity: Gain a clear understanding of job responsibilities and expectations.
- Career Fit: Evaluate if the job aligns with their career goals and interests.
- Workplace Culture: Experience the company’s work environment and determine if it’s a comfortable and supportive place to work.
- Decision-Making: Assess if the job is a good long-term fit before committing to a permanent position.
- Learning and Development: Utilise the probation period to learn new skills and adapt to the workplace.
In short, the probationary period is a two-way street, providing both the employer and employee with valuable information to make an informed decision about the future of the employment relationship.
What are the benefits of the probation period?
The Probation Period offers many benefits to both the employees and the employers. It has proven to be beneficial for the employees as it has given them the chance to assess the job and company fit, develop skills and receive feedback, while the benefits for the employer are that it allows for a performance evaluation and also streamlines the onboarding process. The probationary period is a well-planned structure that seems to be beneficial for both parties by ensuring a good match and setting the stage for long-term success.
Below is a more detailed breakdown for knowing the benefits for both parties.
Benefits for the Employees:
- Understanding the Company Culture: The Probation period for the employee is of great help because it helps them understand the company’s work culture and environment, team dynamics and overall culture.
- Skill Development: It also provides an opportunity for newly hired employees to learn new skills or even develop their existing skills and grow positively towards their career goals.
- Performance Assessment: The newly hired employees, after a month or two, can assess and examine their performance against the expectations of the employer and identify the areas needed for improvement.
- Job Satisfaction: The Probation Period also allows the employee to identify whether they are satisfied with their job or not and whether they find the role assigned to them a positive step towards their professional growth.
Benefits for the Employers:
- Performance Evaluation: The employers get enough time to evaluate the new hire’s skills, abilities and work ethic. This helps them determine whether they are a good fit for the company and the role assigned to them or not.
- Onboarding Process: The Probation Period of the company helps the employers streamline the onboarding process by providing s structured training and clear expectations for the employee.
- Reduced Legal Risks: This period also helps the employers in addressing the performance or the cultural fit issues early on, which helps in potentially avoiding long-term problems.
- Cultural Fit Assessment: The employer also assesses how a new employee blends into the team allotted to them and how well they amalgamate with their colleagues.
- Streamlined Decision-Making: By the end of the Probation Period, the employers have concrete data which helps them in making informed decisions about the permanent employment of the new hiree.
In short, the probation period is like a trial run for both the employer and the employee, which ensures that there is a mutually beneficial and successful working relationship between both the employer and the employee.
Is the probation period considered experience?
The answer to this question is YES. The experience gained during the probation period is considered work experience. It is a trial period where the employee is evaluated on their performance and suitability for a role. The work done during this time is still considered as the overall experience. It is a period of assessment for the employee actively contributing to the job and learning, which is a valuable experience.
Below are the reasons why the Probation period is considered an experience.
- Active Contribution: During the Probation Period, the employees are expected to perform the same duties and responsibilities as the permanent employees.
- Learning and Development: The Probation Period is also a time for the employees to learn the job, company culture and expectations, which is also a part of the professional development.
- Formal Documentation: Even though the probation period is a trial period for the new joinee or a fresher, it a still a successful completion period after which the employee gets a formal letter of confirmation and permanent employment. When the employee plans on switching companies, their experience letter includes the probation period.
- Resume Inclusion: It is okay to mention the probation period and experience in your resume while outlining your experience and learning gains during the probation period and your tenure at the previous company.
Does the salary increase after the probation period?
The Probation Period is generally a trial period for both the employees and the employer. The Probation period is generally 3 or 6 months in private companies and can extend up to 1 year, depending on the nature, position and performance of the employee and the job. Therefore, a salary raise after the completion of the Probationary Period is not mandatory. It depends on the employer and the employee’s performance. Many companies offer a salary increase after the Probationary Period, but this is not a universal rule.
Below is a more detailed explanation of this topic:
- Probation Period’s Primary Purpose: The Probation Period is generally a trial period for the employer to assess the newly hired employee, while for the employee, it is a period in which they assess the company’s work culture and also think about their professional growth.
- Salary Increase after Probation: It is often a yes, but not always necessary. Meaning it is not a universal rule to increase the salaries of the employees after they have completed their Probationary Period. However, if it is mentioned in the employment contract about the increase in the salary after the completion of the probation period, then the company is contractually bound to increase the salary after the Probation Period ends.
- Performance is the key: The Salary increases after the Probation Period, depending on the performance of the employee during the trial period. The performance of the employee depends on the company’s culture and values. The performance of the employee reflects the company’s business environment.
- Offer Letter is Crucial: If the employer has mentioned in the employee contract that there will be an increase in the salary after the Probation Period ends, then the employer and the company are contractually bound to give an increase in the salary.
- Negotiation is Possible: If the employer has not mentioned the salary raise after the Probationary Period in the contract, then the employee can go to the employer and negotiate a salary increase after the probationary period if they have shown a strong performance.
- Annual Reviews: Most of the companies conduct annual salary reviews, and a salary increase after the probation period may be tied to this review cycle.
Final Thoughts
Probation Period is a timeline which gives the employer and the employee time to understand each other, assess whether they are a perfect fit for the company and the role assigned to them. The duration of the Probation Period is generally between 3 to 6 months; however, some companies extend the Probation period based on the performance of the employee or according to the nature of the job.
The Government offices or the public sectors have a probation period of 2 years for properly training the employee. In the private companies, the employer gets a period of 3 or 6 months to properly assess the employee for their abilities, talents and skills. They also see whether the employee’s cultural beliefs match with the company’s beliefs and goals. There are many benefits for the employee and the employer.
The Probation Period is considered an experience as the employee is expected to complete all tasks assigned to them, just like the other permanent employees. The employees can also mention their Probation Period in their resume and provide proper details about the same. However, having a raise in Salary after the Probation Period ends is not necessary.
