Kategorie: Unternehmen

The probationary period is not just a test for employees but also a responsibility for employers to ensure fair treatment, structured guidance, and proper evaluation. Both employers and employees have certain responsibilities to fulfill during this phase. Additionally, even though probationary employees may not yet be permanent, they still retain key rights that protect them in the workplace.

Employer Responsibilities

Employers have a duty to provide a fair and structured environment for probationary employees to succeed. A poorly managed probation period can lead to frustration, misunderstandings, and even legal disputes. To ensure a smooth probationary experience, employers must:

• Provide Proper Training and Guidance:
  New employees need structured training to understand their roles, company policies, and workflows. Employers should provide clear instructions, training sessions, and access to necessary resources to help employees adapt quickly.
• Set Clear Job Expectations and Performance Metrics:
  Employees should not have to guess what is expected of them. Employers should clearly communicate job responsibilities, performance standards, and specific Key Performance Indicators (KPIs) that will be used to evaluate them. Having measurable goals ensures transparency in assessments.
• Give Employees Opportunities to Improve and Succeed:
  If an employee is struggling during probation, the employer should offer guidance, coaching, and support rather than immediately considering termination. This could include additional training, mentorship programs, or one-on-one sessions to help employees improve.
• Ensure Fair and Unbiased Assessments Before Confirmation:
  An employer’s decision to confirm or terminate an employee should be based on factual performance data, not personal biases. Regular reviews, documented feedback, and fair assessments ensure that decisions are made objectively.

Employee Responsibilities

Employees must also take active steps to prove their suitability for the role during probation. This period is their opportunity to show dedication, willingness to learn, and ability to meet expectations. Employees should:

• Meet Performance Expectations and Deadlines:
  Employees must ensure that they complete tasks on time and deliver quality work. Missing deadlines, producing subpar work, or failing to meet job expectations can negatively impact their chances of confirmation.
• Seek Feedback and Actively Work on Areas of Improvement:
  Employers appreciate employees who take initiative to improve. Employees should actively seek feedback from managers and colleagues and demonstrate a willingness to learn and adapt based on the suggestions provided.
• Follow Company Policies and Maintain Professional Conduct:
  Even though they are on probation, employees are still part of the organization and must adhere to company policies, including workplace behavior, ethics, and communication standards. Unprofessional behavior during probation can lead to an early termination.
• Communicate Any Concerns or Difficulties in a Timely Manner:
  If employees face challenges in their role, they should not wait until the end of probation to speak up. Open communication with managers about difficulties—whether related to workload, unclear expectations, or workplace adjustments—can lead to solutions that improve performance.

Employee Rights During Probation

While probationary employees may not have all the benefits of permanent staff, they still have fundamental rights that employers must respect. These rights include:

• Fair Treatment and Protection from Discrimination:
  Employees on probation should not face unfair treatment based on race, gender, age, disability, religion, or any other discriminatory factor. Any form of workplace discrimination or bias is illegal and should be reported immediately.
• Safe and Healthy Working Conditions:
  Regardless of their probationary status, employees have the right to a safe and hazard-free work environment. Employers must comply with occupational health and safety regulations to ensure their well-being.
• Timely Salary Payments Without Unjust Deductions:
  Employees should be paid on time and in full, as per their employment contract. Employers cannot withhold salaries or make unnecessary deductions simply because an employee is on probation.
• Protection from Unjust or Wrongful Termination:
  Even though probation makes termination easier for employers, it must still be based on valid reasons such as poor performance or policy violations. Employees cannot be dismissed unfairly, and termination should follow due process.