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How to build a winning team: PART 2

February 25, 2019

 

Are you facing workforce challenges?

 

This two-part article is intended to help you build the right team for your organisation.

 

Part One is all about the recruitment phase. Click here to revisit PART ONE: Hiring For Attitude

 

PART TWO: The Probation Period

 

Leaders and managers need to ensure that there are processes in place to increase the possibility of employees succeeding in their roles.

 

The probation period of employment is vital. It provides an opportunity for the employer to assess the suitability of their new employee, and for the new employee to decide if the job is right for them.

 

For managers to get the probation period right, they must set clear expectations and key result areas from day one. These must align with both the position description and the organisational goals and values. Most importantly, with open, honest communication, the manager must be able sit down regularly with staff to communicate and receive feedback on what is happening.

 

For a staff member on probation, managers should meet with them at least monthly during the probation period to assess whether this person fits the culture and is capable of fulfilling their responsibilities. Open, honest dialogue with staff is equally important for supervisors to be able notice emerging issues or unusual behaviours before they escalate.

 

Behavioural/attitudinal factors to note during the probation period:

  • Are they on time?

  • Do they get along with other team members?

  • Do they contribute to meetings?

  • Do they participate?

 

What if it’s not working out? 

 

If you find that your new employee does not fit into the company culture and does not have the right attitude, it is advisable to attend to this during their probation period. You have the right to terminate the employment arrangement for any reason during the probationary period, as long as you are being fair and have applied your HR policies and relevant legislation such as discrimination, harassment, etc.

 

However, termination during the probation period should not come as a surprise. It is very poor practice to say nothing for three months while problems or tensions escalate, only to then invite the person to attend a meeting on the last day or two of their probation, where you terminate their employment. Best practice is to establish regular check-ins from the get-go, for feedback and performance management. Make sure you take notes of each meeting.  

 

Cultivating Your Workplace Culture

 

As your workforce grows, remember that hiring great attitudes helps to build awesome teams. There are many proactive steps you can take to ensure you are maintaining a positive workplace culture. For more information, training and support, please contact us today.

 

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