Why “Probation” Doesn’t Mean You Can Ignore Performance
Many employers treat the probationary period as a waiting game: observe the employee, hope things improve and make a decision near the end. That approach can cost your business time, money, and credibility.
HR & OPERATIONS
Probation is the beginning of performance management—not a substitute for it
A probationary period gives an employer an opportunity to assess an employee’s suitability for the role. It should also give the employee a fair opportunity to understand expectations, receive feedback, and demonstrate their capabilities.
Yet a common trend in small businesses is to hire quickly, provide limited onboarding, and only address performance concerns when they become impossible to ignore.
If an employee is struggling with accuracy, attendance, communication, or productivity, waiting until the end of probation rarely makes the situation easier to resolve.
The better approach is to establish clear expectations from day one.
Three things every employer should do during probation
1. Define success before the employee starts.
What should the employee know, accomplish, or demonstrate in their first 30, 60, and 90 days? Set measurable expectations that reflect the actual requirements of the role.
2. Schedule regular check-ins.
Do not wait for a formal review to discuss performance. Short, structured conversations can help identify training gaps, clarify misunderstandings, and reinforce positive contributions before small issues become bigger problems.
3. Document performance and feedback.
Keep factual records of expectations, coaching conversations, progress, and unresolved concerns. If performance does not improve, documentation helps demonstrate how the employer managed the situation and what steps were taken.
What does the law say?
In Alberta, probation is not a blanket exemption from employment law. The Employment Standards Code establishes minimum notice requirements, including a general rule that statutory termination notice is not required for employees with 90 days or less of service. Other legal obligations may still apply, and contractual terms, human rights protections, and common-law considerations can affect the circumstances.
Employers should not assume that calling a period “probation” automatically eliminates all termination-related liability.
Authority: Government of Alberta, Employment Standards – Termination and layoff. For individual situations, employers should obtain appropriate legal advice.
The bottom line
Probation works best when it is structured, documented, and actively managed. You do not need a complicated HR system to do it well—you need clear expectations, timely feedback, and a consistent process.
Need help setting up an effective probation and performance management process?
Neoterik HR & Coaching Solutions helps small businesses and nonprofits build practical HR systems that support better hiring decisions, stronger performance, and reduced employment risk.
Contact Neoterik HR & Coaching Solutions to make your people processes work for your business.