Successful probationary period: Clear goals, feedback and more employee retention with Evalea
Markus, the head of department, wants to make the probationary period of his new employees more effective. He has found that many employees are insecure during the probationary period and do not know exactly what is expected of them. With Evalea, he is planning a structured probationary period.
First, Markus and Evalea define clear and measurable goals for the probationary period. It determines which tasks the employee should complete in the first few weeks and which competencies he or she should develop. The goals will be discussed together in a welcome meeting. At the same time, the further course of the probationary period is also discussed here. After the end of the interview, the goals are not only included in the minutes, but also automatically included in the profile of Markus’ new employee Hanna. Here Hanna can give regular updates on the goals and also request goal-specific feedback from Markus. While the parallel onboarding process (see Successful Onboarding) controls the content induction, Hannah always receives direct feedback on her progress.
An intermediate interview halfway through the probationary period ensures that progress on all goals is documented, that Hanna has all the resources she needs and that the goals are still up-to-date. In this way, the new project, which has been commissioned in the meantime, can also be directly integrated into the goals.
At the end of the probationary period, Markus conducts a structured performance assessment with Evalea. He evaluates Hanna’s performance against the previously defined goals and gives her feedback. Directly in the interview, he can also deposit and justify the decision to continue or end the probationary period. The guide directly controls which content is visible to Markus, Hanna and the HR department.
Thanks to the structured probationary period process with Evalea, Hanna was not only able to achieve her goals, but even exceed them and focus her attention on the upcoming goals. Markus is pleased with the increased employee retention and the positive impact on his team.
Modules used in Evalea
Overview of steps
Define goals for the probationary period
Evalea helps to set clear and measurable goals for the probationary period.
Have a welcome conversation
Agree on goals together and define the further process of the probationary period
Have an intermediate conversation
Ensure that the goal progress has been recorded, that all the necessary resources are available and that the goals are up-to-date
Conducting a final interview
Evaluation of progress and feedback to new employees to decide on the probationary period
Transparency for the HR department
Automatic information to the HR department to estimate the probationary period
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