 Credit: Style My Soul, www.stylemysoul.com | Employee Probation Navigating the probation period can be a pivotal moment for employees facing challenges in the workplace. We explore actionable strategies, enriched with expert insights, to turn this trial phase into an opportunity for securing one’s position. Readers will gain practical advice on how to demonstrate value and adaptability to meet and exceed employer expectations.
Schedule Weekly Check-Ins with Supervisor We often see that the probation period can feel like walking on eggshells, but it’s actually a valuable opportunity for growth. The single most effective action we recommend to struggling employees is to proactively schedule weekly check-ins with their direct supervisor. These brief, 15-minute conversations serve multiple purposes. First, they demonstrate initiative and commitment to improvement — qualities we’ve seen consistently impress managers. Second, they create a structured channel for real-time feedback, allowing employees to course-correct quickly rather than discovering issues too late. In our 25 years of executive placement experience, we’ve observed that employees who take this approach typically achieve three crucial outcomes: they gain clarity on specific performance expectations, build a stronger relationship with their supervisor, and create documented evidence of their effort to improve. Just last month, we worked with a marketing professional who turned her probation period around using this strategy. Instead of waiting for feedback, she began scheduling weekly Thursday morning coffee chats with her manager. These conversations helped her identify blind spots in her project management approach that she hadn’t even been aware of. The key is to approach these meetings with specific questions and examples. Rather than asking, “How am I doing?” try, “Could you help me understand if my approach to the recent client presentation met expectations?” This level of specificity makes it easier for managers to provide actionable guidance. Remember, probation isn’t just about evaluation — it’s an opportunity to demonstrate your commitment to growth and success within the organization. - Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search Ask for Feedback Regularly One of the best things a struggling employee can do during their probation period is to ask for feedback early and often. We’ve seen employees turn things around just by being proactive in understanding expectations and making quick adjustments. Instead of waiting for a formal review, it helps to check in with the manager regularly. Asking simple but direct questions like, “What’s one thing I could do better?” or “Am I on the right track?” shows initiative and opens up a real conversation. More importantly, acting on that feedback immediately makes all the difference. If communication is a concern, summarizing key takeaways after meetings can help. If efficiency needs improvement, finding small ways to optimize work and showing progress makes a strong impression. Another key factor? Building relationships. Skills matter, but so does being part of the team. Engaging with colleagues, asking thoughtful questions, and showing interest in the bigger picture make a probationary employee more valuable. Probation isn’t just about proving competence, it’s about showing a strong willingness to learn, adapt, and contribute. That’s what helps someone secure their place in the company. - Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia Seek a Mentor for Guidance Seeking a mentor during your probation period offers a fresh perspective and critical insight. People often overlook the power of simply asking someone with experience for guidance. Establishing a mentor relationship starts with identifying someone whose skills or career path align with your goals. Approach them openly, expressing your desire to learn and grow, and ask if they’d be willing to share their insights. You might be surprised at how willing seasoned professionals are to help someone eager to learn. The key is setting clear expectations with your mentor, like regular check-ins or specific goals you wish to achieve. Use these meetings to discuss challenges and seek feedback on your performance. Actively listen and apply their advice to real-life situations — this demonstrates your commitment to improving and can significantly boost your confidence and skills. This proactive approach shows your employer that you’re invested in personal growth and learning, increasing your chances of retaining employment. - Shannon Smith O’Connell, Operations Director (Sales & Team Development), Reclaim247 Engage in Mindfulness and Set Goals During probation, understanding your behavior patterns is crucial. In my practice, I encourage clients to engage in mindfulness techniques to increase self-awareness at work. Reflect on your daily tasks and interactions with colleagues to identify what’s working and what isn’t. I’ve seen employees successfully retain their jobs by actively setting specific, short-term goals. Break down larger objectives into manageable steps and track your progress daily. This approach not only fosters a sense of achievement but also demonstrates proactivity to your employer. Consider honing your communication skills, particularly in stressful situations. I’ve guided clients through role-playing exercises to practice effective communication strategies. When done consistently, it leads to more constructive feedback and improved workplace relationships. - Anne Marie White, Licensed Professional Counselor, Dream Big Counseling and Wellness Focus on Continual Learning and Adaptability During a probation period, focusing on continual learning and adaptability can significantly boost your chances of retaining employment. I’ve seen how aligning personal growth with company goals can turn probation into a proving ground. We used data-driven insights to optimize user engagement, involving team members to suggest improvements based on their experiences. This proactive involvement not only increased user retention by 25% but also demonstrated each employee’s commitment to growth. Additionally, transparency in communication is crucial. My experience leading taught me that when employees regularly update their managers on progress, it fosters trust and underscores reliability. For instance, during our AI integration phase, clear milestones and communication helped our team steer complex challenges effectively. Lastly, take advantage of available resources and training offered by the company. At Y Combinator, constant learning and leveraging mentorship propelled us forward. Accept similar opportunities to demonstrate your commitment to the organization’s success, ensuring your value is recognized long after the probation period ends. - Tamar Blue, Chief Executive Officer, MentalHappy Document Feedback and Improvement Actions Document all feedback and improvement actions in a work diary to track your progress and demonstrate your commitment to growth. A struggling employee should maintain a detailed feedback and action log during their probation period. Create a simple work diary where you record each piece of supervisor feedback and immediately outline your specific improvement steps with deadlines. This one-focused practice helps you retain your job by providing clear evidence of your progress and commitment to improvement during performance reviews. This method works because it shows your supervisor you’re serious about meeting company standards. Instead of making vague promises to improve, you’re demonstrating concrete actions and measurable progress. The work diary becomes your proof of growth and dedication, giving your employer confidence in their decision to retain you after probation. By consistently documenting feedback and tracking improvements, you transform your probation period into a structured path toward permanent employment. This single practice addresses both aspects of the challenge — leveraging the probation period effectively while taking specific actions to retain your position. - Joseph Passalacqua, Owner & CEO, Maid Sailors Create a Clear Action Plan If an employee is struggling during their probation period, one way to retain their position is to create a clear, focused action plan with measurable goals and communicate this plan to their manager. Instead of waiting for things to improve on their own or feeling overwhelmed, take ownership of the situation by breaking down your challenges into specific areas and setting goals for improvement. For example, if you’re struggling with communication, set a goal to improve in that area by seeking out opportunities to present in meetings or actively engaging with coworkers on projects. By setting realistic goals and reporting progress, you’re demonstrating that you’re taking responsibility for your growth. Plus, being transparent about challenges while also showing a clear plan for improvement can go a long way in building trust with your employer. Rather than pretending everything is fine or avoiding difficult conversations, being open about your struggles and showing a proactive approach to resolve them shows resilience and accountability. This mindset, paired with clear actions, can significantly improve your chances of making it past the probation period and securing the job. - Sean Clancy, Managing Director, SEO Gold Coast Understand Role and Company Expectations When facing a probation period, one effective strategy is to focus on developing a strong understanding of your role and the company’s expectations. During my 20+ years in employment law, I’ve seen cases where employees thrived by demonstrating a proactive approach to learning job specifics. For example, a client once shared how they requested a detailed outline of their responsibilities and used this as a checklist to ensure they met all necessary benchmarks, which ultimately led to their retention. Another approach is to document everything carefully. Just as I emphasize the importance of employer documentation to prevent wrongful termination claims, employees should maintain detailed records of their achievements and challenges. By doing so, you can present concrete evidence of your progress and address any areas of concern directly with your supervisor, effectively advocating for yourself. Lastly, consider the broader scope of company culture and values. Show that you align with the mission and fit well with the team. I once handled a case involving a worker who struggled initially but volunteered to lead a small project that aligned with the company’s core objectives. This initiative not only showcased their skills but also showed their commitment to the organization’s goals, helping secure their position. - Nick Norris, Partner, Watson Norris, PLLC Own Your Narrative and Show Progress Own your narrative. If you’re on probation, the worst move is to sit back and hope nobody notices. Flip the script — treat it like a 90-day audition where you show, not tell, why you belong. Start by getting clear feedback: What’s missing? Where can you improve? Then overcorrect. Be proactive, over communicate, and make it impossible for them to ignore your progress. Small wins stack up fast — volunteer for tasks, fix a broken process, make your boss’s life easier. Show them you’re not just meeting expectations, you’re raising the bar. Most people wait to be saved — be the one who proves they made the right hire. - Justin Belmont, Founder & CEO, Prose Own Your Learning Curve Own your learning curve. Show up early, stay late, and ask smart questions. If you’re struggling, silence won’t save you — proactive effort will. Managers notice who steps up versus who hides. The fact is, no one expects perfection, but they do expect progress. Prove you’re worth the investment by improving daily, even if it’s just 1%. Remember, feedback isn’t an attack. It’s a roadmap. If a boss or mentor points out gaps, take it as a gift, not a punishment. Apply their advice immediately, and then follow up to show you listened. People fight to keep employees who make their lives easier. So, if you want to stay, be that person. - Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West Redefine Your Job Role Redefine your job before they redefine it for you. If you’re struggling, it’s probably because the job you were hired for isn’t the job they actually need done. Instead of trying (and failing) to fit into a role that isn’t working, find a gap that no one is filling and make yourself valuable in that space. Here’s how:
Embrace Vulnerability and Communicate If you’re navigating a probation period at work and feeling a bit overwhelmed, remember that this can be a fantastic opportunity for growth. The first step is to embrace your vulnerability and keep the lines of communication open with your manager. Don’t hesitate to ask questions or bring up any challenges you’re facing; it shows you’re committed to improving. Being transparent about your struggles not only builds trust but also highlights your willingness to learn and grow. Besides, focusing on small, positive actions can really make a difference. Even if achieving major milestones feels like a stretch, paying attention to the little things — like being on time, completing tasks thoroughly, and maintaining a positive outlook — can leave a lasting impression. You might also look for ways to support your colleagues or take on new responsibilities, even if they’re outside your usual workload. This initiative demonstrates that you’re a team player and are eager to contribute. Lastly, combining clear communication with a consistent work ethic and a focus on smaller achievements, you can transform your probation period from a stressful evaluation into a showcase of your potential. When you demonstrate growth, a desire to learn, and a positive impact on the team, you make a compelling case for yourself as someone worth investing in for the long haul. - Ben Wieder, CEO, Level 6 Incentives Understand Manager’s Communication Style Understanding your manager’s communication style can be crucial during your probation period. Pay close attention to how they communicate during meetings and feedback sessions. If they tend to use slides and charts, lean towards using visuals in your own reports and updates. If they prefer talking things out, try scheduling brief discussions to share your progress. Use the VARK model to identify their style: Visual learners prefer images and diagrams, Auditory learners engage through listening, Reading/Writing learners appreciate written content, and Kinesthetic learners benefit from hands-on experiences. Tailoring your communication can improve understanding and show your adaptability, enhancing your chances of securing your position. For instance, if your manager appreciates visual data, use software tools like Canva or PowerPoint to create clear visual summaries of your work. Small adjustments like these in how you present information can make a significant difference in meeting your manager’s expectations and demonstrating your value to the team. - Andrew Franks, Co-Founder, Claimsline Request Structured Performance Check-Ins One of the most effective actions a struggling employee can take is to request a structured performance check-in early in their probation. Instead of waiting until the official review date, be proactive in asking your manager for a brief meeting to discuss clear metrics, expectations, and any immediate concerns. This early intervention shows initiative and ensures you have enough time to act on feedback. At my firm, we have seen employees who ask for at least two structured feedback sessions during probation increase their retention rates by nearly 30 percent. They gain a deeper understanding of what management values most, and they show that they are willing to adapt. By turning the probation into a learning period with practical goals, they transform potential uncertainties into tangible improvements.- Aleksei Gaidov, Director, Uniwide Formations
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