It is important to acknowledge that employers are typically expected to hire candidates who are well-suited and capable of fulfilling their duties based on their prior experience. However, it should not be overlooked that workplace cultures and operational practices vary, which may make it challenging for the employee to adapt to the new role and environment. In South Africa, particularly within the corporate working environment, the probation period typically ranges from three to six months, depending on the position and the company’s operations. However, in some industries and sectors, this period may be shorter.
To enhance employee performance during the probationary period, employers should prioritise providing comprehensive training, necessary tools, and guidance on navigating company systems. This approach facilitates a smooth transition for new hires, enabling them to become familiar with their roles, acquire essential skills, and effectively integrate into the organisational culture.
One key practice is to implement structured onboarding and orientation programs that introduce employees to the company’s mission, vision, values, and core business processes. Additionally, ensuring timely access to all required tools, software, and equipment is crucial for enabling new hires to perform their job duties effectively.
It is crucial to ensure that new employees feel welcomed, that they understand the company culture, and are provided with regular formal and informal check-ins. Employers should not assume that new hires fully understand internal systems based solely on paper or reading through policies. Assigning an onboarding peer or mentor can help the new employee navigate the organisation’s systems more comfortably, fostering a supportive environment. This approach helps prevent potential self-confidence issues from affecting performance and promotes smoother integration into the team.
Implementation of customised training programs must be tailored to individual employees’ roles, experience levels, and specific tool requirements. These programs will assist in facilitating the development of personalised learning paths and ensure optimal skill acquisition. Furthermore, regular skill development sessions focusing on advanced training will enable employees to continuously enhance their capabilities, even during the probationary period.
Therefore, by prioritising training, providing the appropriate tools, and system learning, employers can foster a supportive and structured environment that enables new employees to hopefully excel during the probationary period and beyond. By implementing best practices such as those above, both employers and employees will be well-positioned to make the most of the probation period and hopefully result in a successful path forward for both.
Article By Ernest Masupye
Senior Collective Bargaining Co-Ordinator at Consolidated Employers Organisation (CEO SA)