Topic spotlight
Powerful probation conversations
Five techniques to build managers' confidence to ace their probation conversations.
The success cycle guides every conversation
and the 5 techniques all relate to a step in the cycle.
1. To deal with the comparison trap...
Identify the performance gap using the grid to identify the specifics of the performance concern against an objective standard
2. Once the gap has been identified...
Describe it!
and to overcome hirer guilt...
Go back to the point at which the hiring manager thought "you're hired". Where were they on the grid - and what's been missed as part of the onboarding journey?
4. To ensure the objective is targeted on the cause...
Start your SMART with why it's relevant:
R: "Because we've identified that [describe the diagnosis],
M: and we want to improve your performance so that you are [state the FF in WHIFF]
S: You will [Specify what the action will be]..."
5. To build confidence that there's no bullying
Evaluate what what's happening using the 4Ms:
M1: The aim is to help the employee improve?
M2: Have we focused on the problem, not the person?
M3: Has the conversation happened in person, in private?
M4: Has this been handled promptly?
A failure in any one of the Ms can trigger the employee's 'fight or flight' and lead directly to an allegation of bullying.
Please get in touch
We'd love to talk about how we can support your managers to ace their probation and performance conversations and get the most out of your updated policies and processes.