Preparing for a probation review that’ll impress the boss

You’ve made it to the end of your probation period. Nearly. All that stands in your way to career superstardom is the dreaded end of probation review. It can feel like a step into the unknown. Depending on how long your probation period is, you may still feel like a newbie who’s just learning the ropes. So, how are you preparing for your probation review meeting? This is your first mini-performance review with the boss, so you’ll want to smash it!

*Bonus: Get your fully customizable Probation Review Template at the end of this article*

It’s a daunting final step before you get to toss your L-plates and rest a little easier about job security. To make preparing for your probation review easier, we’ve pulled together ten useful tips for you. These will help you go in calm, collected and ready to rock:

• 3 things to review
• 3 sources of feedback
• 2 areas to plan for the future
• 2 final tips before the meeting

3 things to revisit before your probation review meeting

1. Read your job description

Before your probation review, go over your job description again. It will help you get a clearer idea of what your manager might ask or reflect on during the session.

Pull out frequently used terms or points in the description and then, think about how you’ve performed against them. How are you meeting the job criteria? Which aspects of the job have you covered so far?

This review gives you a strong list of talking points to go through during your probation review with your manager. And you’ll have a better idea of what you’re being assessed against.

You may even spot some glaring discrepancies between how the job was described and what your experience has been. Be sure to note down any questions you need to raise around this during the meeting.

2. Prepare for your probation meeting by reviewing your own work

While your role might be new to you, many probation reviews start by focusing on three key questions:  

• What have you enjoyed working on?
• Is there anything you haven’t enjoyed working on?
• What have you learned so far?

Review the work you’ve done to date and think about your answers.

Also consider if there’s anything you were hoping or expecting to have worked on that you haven’t yet. And, while you won’t need to review every piece of work in detail, consider any challenges you faced when completing certain projects work and identify potential solutions you could apply next time they crop up.

3. Review what you’ve learned during your probation period

Take some time to reflect on what you’ve learned so far. Use your end of probation preparation to consider:

• Any training you’ve benefited from and how you’ve applied it
• How well you’ve picked up company procedures and IT systems
• Examples of where you’ve integrated well into the company culture

And speak to colleagues too – they may well remember things you’ve forgotten which you can add into your discussion with your manager.

This is your opportunity to demonstrate your increasing value to the company and to share how you like to learn. Use the chance to tell your manager the things which help you perform at your best so you can do more of this going forward.

3 sources of feedback which will help you

4. Speak to your colleagues as you prepare for your probation review meeting

It’s always a great idea to canvass other people for their opinions, especially when it comes to your work performance. We can become a bit blinkered to our own performance at work, so finding out what others think is always useful.

Ask your peers and co-workers how you come across, what they think of your work, and how well you collaborate and communicate with them. As a result, you’ll build a more-rounded view of yourself and likely get a good idea of what your manager is about to say too.

Just remember, inviting feedback won’t always be positive. There may be some learning points in there too. Take these as the useful and important pieces of feedback they’re intended to be. As far as possible, don’t take anything shared personally. Instead, look for any areas of development which might show themselves through your conversations.

If you don’t want to ask directly, 360-degree feedback is a great tool for this. Ask your manager if the company has anything you could use to help collect this information.

5. Use your probation meeting to seek feedback from your manager

It sounds obvious, but you’ll get more out of your end-of-probation review if you receive feedback that helps you progress.

As you prepare for your probation review meeting, think about where and how your manager can support you. What guidance can they offer that will help you grow? Do you want feedback on a particular topic or delivered in a particular way? Then note down the questions you want to ask your manager to make sure you get the input you need. For example:

• How well have you picked up your duties and where can you improve?
• What are their thoughts on the speed at which you’re taking to the job?
• Can they see any sticking points in your work which you’re missing, but might hold you back?  

They will have their own questions, but being prepared with these makes it much easier for your manager to share their thoughts honestly. There may well be areas of improvement which you can both identify. And the best way to address them is to be able to talk about them openly and get clear on your suitability for the job.

*Bonus: Get your fully customizable Probation Review Template at the end of this article*

6. Gather your own feedback

Many employees, and managers, forget that a probation review is a two-way conversation. So use your end-of-probation review to discuss whether the job’s met your expectations. Think about:

• How did you imagine the role when you first saw it?
• What about when you were interviewed?
• What did you think on your first day?
• What do you think about it now?

Be confident to share whether your expectations are being met or missed. This is vital information for your manager. (And a great manager will want alignment between your expectations and those of the business).

You should be honest with your manager. If there’s something you expected to be doing more or less in your role, tell them. Your manager should be able to help you understand the mismatch and where possible, look to help to address it.

And don’t just focus on the role. You need to assess whether it’s the right position for you overall. Your probation review is an opportunity to flag any concerns or issues which might be affecting your long-term commitment. Your manager will want to know so they can take steps to resolve them and create a better environment for you and your team.  

2 areas to plan for the future

7. Be honest about where you’re struggling

Calling out the things you’re less good at isn’t something that comes naturally to most people. But your probation review is a brilliant opportunity to nip issues in the bud and get invaluable support early.

If you’re struggling with any aspects of your role, speak to your manager about it. And ask for help now.

Prepare for your probation review by thinking about any challenges you’ve faced. It might be completing specific projects, managing your workload, or even finding your way around the building.

Talking about challenges these not only helps create an open relationship with your manager, it also gives you a chance to get the help you need. And if there’s something you need to go back over, be upfront about it. Chances are your manager’s already noticed it’s an issue anyway, and it’s far easier to help people who want it.

8. Your probation review is your chance to discuss your progression plans

We aren’t suggesting you walk in after three months and demand a pay rise and a promotion (unless you’ve earned it). But, as you prepare for your probation review meeting, do take the opportunity to reflect on how you can progress internally.

Assuming you’re doing well, this can be a positive sign that you’re committed to the company and see yourself being there for a while. So, when preparing for your review meeting, think about your career progression:

• What do you want to achieve over the next 6 months?
• Where do you want to be in 2 years?
• How about in 5 years?

Wherever you want to be, build up a clear picture of what that looks like. From there, your manager can help you to plan a route and set personal goals to keep you moving in the right direction.

2 final tips to prepare for a successful probation review meeting

9. Double check the details

Make sure you know where you need to be, what time, and when. Lots of people aren’t keen on probation reviews (even though they’re really important). Help create a great atmosphere by turning up prepared and ready to go. It makes it easier for you and your manager, and creates a strong impression of someone who knows their value.

10. Enjoy your probation review

As any good scout knows, preparation is the key to success in any endeavor. Preparing for a probation review is no different.

By reflecting and planning what you’d like to say and cover, you feel more confident about having the conversation.

Focus on the job you’ve done so far, where you’d like to go next and how you are going to get there. Be honest and open with your manager – they’re far more likely to help you more if they feel you’re open with them.

And, if you can, enjoy your probation review. This is your chance to reflect on what you’ve achieved and learned – and there are always positives to take from that.

Your probation review meeting is just the beginning

Whatever level you are in the organization, your probation review will happen at some point, so be prepared. Invest in it and use it as a chance to structure your thoughts, consider what happens next, and have an informed and productive conversation with your manager. And, whatever the outcome, best of luck with your career.