Let’s face it—there’s a lot of chatter about changes to employment legislation right now. Whether you’re knee-deep in it or blissfully unaware, these shifts are coming, and they may affect the way you manage. But before you spiral into an HR-induced existential crisis, let’s break it down with a healthy dose of reality and some practical ideas you can actually use.
This isn’t about piling more worries onto your already full plate. Think of it as a some thought-prodding to help turn tick box processes into opportunities for growth.
Flip the Script
Bringing fresh faces into your organisation is like opening a window to let in new perspectives along with a solid dose of fresh air. New hires see things you’ve long stopped noticing. Don’t waste that early insight!
Instead of giving them a boring feedback form, have a real conversation. Ask them about their experience of joining the organisation. What felt smooth? What felt clunky? This isn’t just about gathering feedback—it’s about setting the tone for open communication from day one.
Reframe the Mission
“Probationary period.” Just saying it can make even the most confident new hire break into a nervous sweat. Why not ditch the corporate dread and reframe it as a discovery mission?
Encourage your new hire to document their questions, observations, and surprises about the organisation. Then, at key milestones (30, 90 days?), debrief with them. Have them share their findings—what they love, what puzzled them, and maybe what concerns them. This turns a nerve-wracking period into an empowering, collaborative process. Plus, it’s a great way to unearth insights from their fresh perspective.
Scenario Sprinting
Here’s a scene you’ve probably seen before: a new hire’s first week is jam-packed with back-to-back “Meet the Team” sessions where department heads rattle off everything they think is important. The result? Information overload, and your newbie forgets 90% of it before they even start doing the work.
Here’s a better idea: identify mini-scenarios that mimic real tasks your new hire will tackle in their role. Pair them with the right people as they work through each scenario. This makes onboarding relevant, engaging, and a lot less like drowning in dreaded PowerPoint.
Values in Action
Corporate values: we’ve all seen them plastered on walls or stuck in corporate sales documents, but what is the actual reality?
Challenge your new hire to spot and share examples of these values in action during their first 30 days. This turns a potentially dry exercise into a creative task. Plus, you might learn a thing or two about how your organisation is living (or not living) those values.
One Small Thing
For front-line roles, onboarding can feel like a spectator sport, watching colleagues do the work while trying to soak it all in. Little bit dull to be honest.
Ask your new hire to identify one small thing they’d tweak to make a process faster, easier, or more effective. It’s a low-pressure way to turn passive observation into active engagement. And who knows? They might just spot the next big improvement you’ve been overlooking.
No Surprises
As we move toward a world where probationary periods require more careful management, it’s crucial to get your approach right.
The golden rule for managing probationary periods in the modern era: no one should be surprised.
If you reach the end of the probationary period and things aren’t working, two truths must apply:
A well-managed probationary period isn’t just about ticking boxes. It’s about creating a process that’s clear, fair, and collaborative. Nail this, and you’ll set the stage for a team that thrives - whether your new hire makes the cut or not.
