Probationary period - what are your red and green flags?

[RussellSprout]

I've just started a new job and am keen to make a good impression in the 3 month probationary period.

I'm interested in hearing from anyone who manages/recruits staff what they think the red and green flags are in a probationary period, to make you think 'yay' or 'nay' regarding your recent hire?

I've stuggled in the past with keeping my mouth shut when I can see something isn't working/needs improvement which on one particular occasion really got someone's back up so I'm trying to be keen without being too keen IKWIM.

Just be interested to hear the views from those who've been on the other side of the fence as hiring manger.

It's quite difficult to say really, I guess the main thing I am looking for is ability to do the job, insofar as it is possible to assess that within a 6 month period, plus that they adhere to the same behavioural standards we all are expected to follow. Things that would be obvious red flags would be not being able to do/learn to do the key tasks associated with the role (particularly if they said at interview they had experience/knowledge of these already) or serious conduct type issues like aggression, dishonesty or bullying (although it's really very rare to see this sort of thing come up in a probation period). I work in HR and on the rare occasion someone does fail probation it's usually been because they've seriously misrepresented themselves on their CV/interview and can't actually do the role or (even more rarely) it turns out they are impossibly difficult to work with.

With the issue of seeing things you want to change and not knowing whether to speak up, I think you just need to tread carefully and exercise all your best diplomacy skills. People can be very attached to their outdated old systems and ways of working and don't always take kindly to newcomers trying to change too much too quickly, but that's not to say you need to completely keep your head down and say nothing.

I would probably approach your first few weeks/months as time to really get to know the company, team and job, in this time you can be noticing and learning lots about how things work and changes you'd like to suggest. Perhaps tentatively suggest some relatively small and non contentious improvements and see how it goes down, that will tell you a lot. You can seem keen by asking lots of questions, meeting and talking to as many people as possible (without distracting from actual work of course!), being involved in many different aspects of the work and getting stuck in to new tasks, without being likely to offend anyone.

Then when you are a bit more established you can make a really well informed case to your manager of what you think you can do to make improvements, how and why. By then you'll know that Sue is really attached to her archaic spreadsheet with 20000 columns and John is suspicious of any change involving new technology, or whatever, and be able and ready to adjust your suggestions accordingly. Good luck!

I find it's the really basic things that mark people out as 'not a good fit' for the company. Things like turning up late, lots of sick leave for unspecified' illness's or colds, feeling yuk, not slept well the night before.
I know this is all obvious, but you would be surprised the number of people who seem to not want to be there, who mope around telling all who will listen how tired they are, how dreadful they feel, how they can't wait for the weekend.
It all forms a bad impression and makes passing probation more challenging.

Lots of absence is a big one.

Speaking up is great. However it's very much about how it's done. If a new member of staff told me that had noticed X process doesnt work right, but they think changing it by doing 'y' would work better great.

If they just say 'x' process is shit, but have no suggestion on how to fix it. Nots so great. Neither is making the suggestion, but not listening if its explain that you are right but it cant be changed because it impacts 'y' and 'z'.

Moaning is a big one for me. Too many people spot problems, moan but dont think about the solution.

Rudeness and an inability to communicate with colleagues, even if it's a difficult conversation, unprofessionally.

Very extreme emotions is also not great in my work place.

However for all of the above I would have a conversation to bring it to the persons attention and work with them to improve these things. If I see them genuinely working on it. I would be happy with that.

Thanks all. I'm trying really hard to make a good impression, so far nothing has gone wrong but its still very early days and I've not really picked up any real work yet as my manager is easing me in gently.

She has said to pipe up and say if I spot anything that needs improving as it will be good to get a fresh pair of eyes on existing practices. So I'll certainly try and put things across in a positive way as suggested.

Yeah, just wait until you have a suggestion to improve it. Give them a solution. Not just the problem. Ease yourself in.

I am sure you will be fine.

Taking too much sickness or holiday is noticeable with new staff.

Not asking questions about the role - don’t try to muddle through, ask someone otherwise it’ll be assumed you know and they’ll be irritatated if it goes wrong.

Notice and suggest things in a positive way.

Don’t moan or compare with previous jobs. Don’t run down senior staff with colleagues at the same level until you figure out who is friends with who! Had one new girl moan away about our manager... who I happened to be good friends with 🙄. Fortunately for her I can be discrete and try not to stir but could have ended differently for her.

I think it’s important to build up your expertise at your job. Not someone else's. You should have meetings scheduled with your boss during your probation period to discuss how it’s going and that’s your opportunity to mention anything you have concerns about. Also flag up if you need more training. Remind yourself of the job description and person spec and try and judge how you are doing in the absence of goals. Ask for guidance when you need it and be familiar with what success looks like. Obviously try and get on with everyone else. Maybe only give an opinion when asked might be a good mantra?