How Is Performance Evaluated During Probation?

The probation period is a time of learning, adjustment, and evaluation. While you’re getting familiar with your role and the organization, your manager and HR team are also assessing how well you’re adapting and contributing. This article explains how performance is evaluated during probation and what criteria are considered.

What Is the Purpose of Probation Evaluation?

Probation evaluations are designed to:

Ensure you have the support and resources to succeed in your new role
Provide structured and timely feedback to help you grow
Assess alignment between your skills, behaviours, and role expectations
Make an informed decision about confirming your employment

It’s important to remember that the goal is mutual success - this process benefits both you and the organization.

What Are the Key Evaluation Criteria?

Your performance is assessed holistically, across a few broad areas. These may vary depending on your role or department, but typically include:

1. Role-Specific Performance

Are you meeting your KPIs, deliverables, or targets?
How well are you executing your core responsibilities?

2. Learning Agility

Are you picking up required tools, systems, and processes quickly?
How do you respond to feedback and adjust your approach?

3. Collaboration & Communication

Are you working well with your team, manager, and cross-functional colleagues?
Are you communicating clearly, professionally, and proactively?

4. Professionalism & Attitude

Are you showing initiative and ownership in your work?
Are you punctual, responsive, and accountable?

5. Cultural Fit & Values

Are you aligned with the company’s values and workplace behaviours?
Are you contributing to a respectful and inclusive work environment?

How Is the Evaluation Conducted?

Regular Check-ins

Most managers will schedule regular check-ins (e.g., weekly or bi-weekly) during your probation. These are opportunities to ask questions, share progress, and receive guidance.

Mid-Probation Review (Optional)

Some teams conduct a mid-point review (around the 6–8 week mark) to formally discuss performance so far, highlight strengths, and flag improvement areas early.

End-of-Probation Evaluation

At the end of your probation period, your manager will complete a formal evaluation. This may include:

A performance checklist or form
A 1:1 feedback conversation
A recommendation to confirm employment, extend probation, or in rare cases, separate

HR will review this evaluation and communicate the outcome to you via email or the HR platform.

Will I Receive Feedback?

Yes—feedback is an integral part of the probation process. You’re encouraged to:

Ask for feedback regularly
Reflect on areas for improvement
Share your own thoughts on the role and your experience

Constructive feedback helps you align more quickly and build confidence in your performance.

What If I’m Struggling?

If you’re facing challenges during probation, don’t hesitate to:

Speak to your manager about specific concerns
Request additional support, training, or clarity
Reach out to HR for guidance or coaching

It’s completely normal to need time to settle in, and seeking support shows ownership and professionalism.

Final Thoughts

Probation is a two-way street. It’s about building trust, demonstrating potential, and setting a strong foundation for long-term success.

If you have questions about your probation evaluation or want to understand how you're tracking, please connect with:

Your People Manager
Your department’s HR Business Partner
Or raise a query through the HR Helpdesk Portal

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