Employee's Probationary Period

Your employees are your most important assets, which is why you have to be wise when choosing who to hire. Failing to do so can lead you to employ someone who does not fit your company which can lead to tangible and intangible repercussions.

Aside from implementing a systematic recruitment process, you can have a probationary period to have the opportunity to determine if the people you hire are suitable for their roles. Learn more about the probationary period and its importance by reading the information below.

What Is a Probation Period?

Probation is a trial period for newly hired employees that usually lasts for three to six months. In Alberta, it is currently 90 days. The probationary period gives you enough time to assess whether your recruited workers are suitable for their role and provides flexibility to help you address any problems. It is also a period of time where the employee can determine if the role and the company are a good fit for them. This period of time can also be extended if there are still issues that have to be resolved before they are made permanent.

Why Is It Important to Give Employees a Probation Period?

Alberta Employment Standards mandates that new hires undergo a 90-day probationary period. However, there are reasons beyond this requirement that illustrate why it is so important to include it in your newly recruited employees’ contracts. Here are some of them:

– Allows You to Monitor Employee Performance

Probation periods give you a set timeframe to monitor and assess your new recruits’ performance and determine if they are suitable for the role. It protects your company in case the working relationship isn’t a good fit.

– Lets Employees Know If They Want to Keep Working for Your Company

Probation periods are also beneficial for employees. This set time allows them to know whether working for you is an excellent career move. For instance, it provides them hands-on experience to determine if the role, company, and company culture is a good fit long term.

How Do You Implement a Successful Probation Period?

The secret to a successful probation period is managing your employees well. It involves letting your new recruits fully understand what is expected of them during and after this set time. This way, they can develop the necessary skills and knowledge to become effective members of your team. To ensure they meet your employment standards, you can hold training sessions, give them the resources they need, and conduct regular check-ins to let them know their progress and understand their strengths and weaknesses.

What Happens after the Probation Period?

Throughout the probation period, you will have been monitoring your new recruits’ progress and giving them feedback. Once your employees’ probation period comes to an end, you can confirm to them that they have successfully completed this important period. Should you need a little more time to assess this relationship, you can also extend it to give the employee more time to meet your expectations. This is ideal if you see a possibility that their performance will eventually improve over time, and should it not, the alternative is parting ways before the probationary period is over.


Bringing employees on board means expecting them to deliver the skills or performance that was agreed to upon offer.  Eventually, you may realize that you hired the wrong person, which can lead to costly consequences. That’s why a probationary period is a useful tool for both the employee and the organization.  Remember the information stated in this guide and consider seeking help from an outsourcing department/service to ensure its success.

If you need help looking for the right candidates and making them stay in your organization, reach out to Involvi Consulting for top-notch HR services. We assist small to medium-sized businesses like yours with anything human resource-related. Contact us today for a free consultation!