What would you do with this employee?

[trampoline123]

In a front of house role, I extended her probation by 3 months as her sickness was quite high and her work was inconsistent. Some days great and on it, and others not.

She has personal issues and has finally left her emotionally abusive partner. I've been supporting her through that and am very empathetic to this and just in general.

End of probation review is coming up, work is better the past month since she's left him and sickness has improved.

Is that good enough to pass her probation or would you end it?

I'm leaving the company in 2 months.

You need to be consistent. Has she achieved that she needed to achieve during probation?

Can it be extended? I think she needs longer to prove herself and it'd not fair if you're leaving to keep someone on who may turn out to be a dud, then make it's someone else's problem.

I would also extend probation if that is available; if not I would regrettably have to terminate. A month's improvement is not sufficient, and with the greatest of respect to her personal issues, this is employment, not counselling. If someone else didn't make the cut then you wouldn't / shouldn't be dithering over the decision. And it is not fair to pass the buck to your replacement.

Letting her go now would be a huge blow to the strides she's made in her personal life

I realise that her personal life has little to do with work but I'd hope in these circumstances her probation could be extended 2/3 months to prove herself with a clear message this is the final extension and if she doesn't fully engage and improve then she will be let go

Extend, definitely.

sounds like she's been going through a really awaful time, so give her a chance! perhaps extend again and see how it goes. She may be done with him and take off like a free bird, or, she may go back to him and decline again... at least giving her a chance may mean she's more able to be self sufficient and get away from him.
i'd do this, and i manage loads of staff, sometimes people need a bit of a break and some supportive action from their job.
good luck

I know you don’t owe her anything and the company is your priority, but given that she has improved so much now that her circumstances have improved I’d definitely consider extending her probation if possible.

Front of house ? Low paid , generally shitty role then? Just because you can get rid, doesn't mean you should.

She's making improvements. I'd extend for another 3 months to give her a chance to get to full potential.

If this poor woman has left an abusive relationship the last thing she needs is to lose a job because of what the bastard put her through

Your thoughts on sacking her are just fab for sisterhood aren’t they?!?!

Dont kick her whilst she’s down

i understand your role is to think if the business but in all honesty have a heart and believe me that business does not give one hoot about you

good luck in your new job

This.

Is she achieving the targets and goals you set out when extending her probation? If yes pass, if no extend.

I'd pass her.

She's improved and shown capability over the last month and demonstrated she can do the role to an acceptable standard.

Her work's improved? I'd pass her, personally. Maybe with a comprehensive development plan she can stick to and work with her new line manager on as well.

Keeping extending probation is a horrible thing to be on the receiving end of.

Her personal situation should have no bearing on whether or not she has a job.

Being brutally honest, she's got no employment rights within the first 2 years so there's not really any harm in passing her, especially if you are leaving in 2 months anyway. She's demonstrated she is capable of it, which is what a probation period is for, and it sounds like the reason she was patchy in the first place has been resolved. I'd give her a shot in the circumstances!

If her performance has been consistent for the last month, I'd pass her.

As a fairly new employee she has little to no rights in terms of her contract being terminated so it's not like if the role really isn't suitable the company can't later on remedy that without issue.

This decision could make a substantial difference for the individual without a substantial impact to the company.

I find it a bit dismaying that you need to ask strangers on Mumsnet who know nothing about the job or the person.

Many employers, particularly in industries like retail and hospitality, would rather keep hiring and firing staff than actually treat them like humans.

Probably outing but I've been employed at my current place of work 2 years next month. I recently made a complaint to my manager about a health and safety issue, the next day I was hauled into a meeting and told a customer had complained about my attitude and basically told they wanted to dismiss me. I've never had so much as a warning and had absolutely no idea what he was talking about. But they can do that. It's disgusting.

Cut her some slack, no skin off your nose and it would probably mean the world to her.

You asked for impoved improved performance & less sick days.

She delivered. Unless you qualified it in detail and it's still terribly short, I think you have to pass her.

I know you don't have to take her personal circumstances into account but she definitely sounds like she could do with a break and there's very little downside risk to you or the company.

I'm sure there are ways of addressing poor performance & sick leave if it deteriorates after she passes probation anyway.

I can't imagine kicking someone when they are down when they are doing everything they can to get up.

Thanks for all your comments.

I asked as I'm genuinely interested as I find I'm always so torn in situations like this as I'm very empathetic, whereas my manager is very black and white.

Asking people on Mumsnet was just a way to gauge opinion and would not sway any decision making,

The job is pretty well paid and has lots of career progression. We always try and retain staff, we invest in a lot of training etc.

The sensible thing would be to extend her probation.
Alternatively, you could pass her but make sure you leave clear notes or ensure HR are aware of historic issues.
I hate it when managers pass a poor performer on with no evidence or warning so it takes you a while to establish what's going on

Express that you can see the improvement but extend for a further period stating that hopefully already having seen some improvement she will be performing at optimum level within the further extension.

The problem would be if you didn't extend and it backsides the argument would be well I passed probation so I must have been OK.

To the extent that your procedures allow it, I'd pass her.

I'd perhaps do that with a suitable development goal / target around her own wellbeing. For example, work with a (well chosen) mentor or attend training on women's development opportunities. Other scenarios may be more appropriate. I'd consult her on that. She's done what you asked. Agree a suitable support for the future and see if you can commit resources to it.

I'd be very slow to support someone to make major life changes and then end their probation because the changes hadn't happened fast enough. Making changes, even positive ones, is tough in the short term. So if you agreed sick leave to help her, I'd disregard that in judging probation. If you were aware of needs but haven't referred / signposted to available support, likewise - does your place have an Emotional Assistance Programme? Should it, if it hasn't?

Agree with the poster upthread who said it makes little material difference anyway, but in terms of helping her and your successor, I'd say optimum is pass probation, agree genuinely useful continued appropriate support. Would that be possible?

It feels as if you have been really kind and supportive and now need to find a way to make that formal and long-term for her - leave a good legacy.