Starting a new job with a probationary period can be a stressful experience, even when everything seems to be going well—the company feels like a good fit, and there are no significant challenges in fulfilling responsibilities. The anxiety levels can be so high that many candidates fall ill during their first days at the new workplace. Such situations are more common than they appear and often indicate suppressed emotions.

How to get through the probation period

The first step is to reframe the situation. This period should be seen as a testing phase rather than a trial. Both the employee and the company are testing their compatibility. If it becomes evident that interests do not align, parting ways and continuing the search, armed with valuable experience, is an acceptable outcome. But this is the last resort. In this article, we aim to chart a course for successfully navigating these turbulent waters.

Building Your Work Approach During the Probationary Period

Only 30% of employees report that their management ensured a structured onboarding process when they started a new job. Most newcomers, however, receive vague or no explanations about their goals and responsibilities during this period. Surprisingly, one in five professionals is initially unsure why they were hired. According to the recent research, disappointment in the company leads 28% of surveyed employees to quit shortly after being hired.

The takeaway: Don’t wait for employers to take the initiative; take charge yourself! For instance, approach your direct supervisor and discuss a plan for the probationary period.

A Personalized Work Plan for the Testing Phase Solves Several Problems:

• It reduces stress for both the newcomer and their supervisor.
• It sets clear benchmarks for the work process.
• It minimizes the need to repeatedly approach colleagues and supervisors with questions that can be without a plan.
• It ensures transparency in performance evaluation, avoiding misunderstandings if the employee struggles to meet expectations.

Failing to fulfill all points in the plan doesn’t necessarily mean dismissal. If the quality of work is generally satisfactory, training to address weak spots can often resolve the issue.

It’s also essential to have several check-ins with your supervisor during the probationary period to get feedback on your performance and identify areas for improvement. This demonstrates your engagement and willingness to grow as a professional.

The Pitfall of Experience

Employers generally value experienced employees but don’t expect them to impose the rules and rely solely on past methods. Established practices within the company likely have their rationale, even if not immediately apparent to a newcomer. Even when convinced that certain processes could be improved for everyone’s benefit, changes should be proposed tactfully, avoiding ultimatums.

It’s also vital to stay focused. Experience shows that individuals who try to dictate how everyone else should work often struggle to handle their responsibilities.

Becoming a Part of a Team

A new hire will be evaluated not only by management but also by colleagues, whose opinions may influence the final decision.

Struggle to remember names? Write them down! Addressing colleagues by name helps build rapport. Don’t hesitate to ask again if needed—this is completely normal.

Kindness, politeness, and maintaining professional boundaries are the safest strategies. The main goal for a newcomer is to secure their position and showcase their best professional qualities. Building trust takes time, so it’s best to avoid oversharing early on.

A mentor during the probationary period can be incredibly beneficial. While this might not be a standard part of the company’s onboarding process, it’s worth asking if such support can be arranged.

Pay attention to details! Observing the team’s unwritten rules and informal power dynamics can help you navigate the company culture.

A Real-Life Example

In a multi-department company, a young, ambitious head of sales was hired. He was told that the e-commerce division was entirely under his purview. Eager to make an impact, he quickly clashed with the chief accountant, whose influence within the organization was far greater than anticipated. Despite his innovative ideas, the conflict escalated to the point where the owner had to intervene, ultimately deciding to replace the sales manager.

Proactive Initiative: A Safe Bet

Sometimes companies test a new employee without assigning tasks. This is done intentionally. Management might expect the newcomer to demonstrate initiative. Being proactive is especially crucial for roles requiring independent decision-making and accountability. While such tests might look unfair, such an approach is not rare among employers. Maintain professionalism and avoid falling into provocations.

Passing a probationary period is an opportunity to showcase your strengths, demonstrate professionalism, and prove your dedication to achieving results. Use this time to adapt, learn, and build trust with your colleagues and supervisors. Focus on your goals, remain open to feedback, take initiative, and approach each task responsibly. This mindset will not only help you complete your probationary period but also establish yourself as a valuable team member.