Probation Review

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What a probation review is and its purpose

A probation review is a meeting and accompanying record used to assess a new employee’s progress during their initial probationary period. It looks at how they have performed, integrated and met the expectations set out at the start.

Its purpose is to confirm the appointment fairly and openly. For the employer it gives a clear basis for confirming, extending or ending the role; for the employee it provides feedback, support and the chance to raise concerns while expectations are still being established.

When a probation review is used

• At interim points during a probationary period to give early feedback.
• At the end of the probation period to decide whether to confirm the role.
• When an employer is considering extending probation to allow more time.
• When performance or fit concerns arise that need a structured conversation.
• When a new hire wants a clear checkpoint on how they are progressing.
• Whenever objectives set at the start of employment fall due for review.

Elements a well-formed probation review includes

• The employee’s name, role, start date and probation end date.
• The objectives or expectations agreed at the start of employment.
• An assessment of performance, conduct and how the person has settled in.
• Specific examples of what is going well and what needs to improve.
• Any training, support or adjustments offered or still needed.
• A clear outcome: confirm, extend or end, with the reasoning recorded.
• Space for the employee’s own comments and response.
• Signatures or acknowledgement from both the manager and the employee.

Common mistakes

• Never setting clear expectations at the start, so there is nothing to review against.
• Holding the review only at the very end with no earlier feedback.
• Giving vague feedback without specific examples.
• Failing to record the outcome and the reasons behind it.
• Ignoring the relevant notice and procedure rules in the jurisdiction.
• Not letting the employee respond or add their own comments.

Best practices

• Agree clear, achievable expectations at the start of employment.
• Hold interim check-ins so the end-of-probation outcome is no surprise.
• Use specific examples and link feedback to the agreed objectives.
• Offer support or training before concluding that fit is the problem.
• Record the meeting and outcome and share it as a PDF for both parties to keep.
• Follow the notice and procedural rules that apply in the relevant country.