Expert advice during the probationary period
Regardless of whether you are about to start a career or change jobs, with a new work environment comes new tasks, colleagues and supervisors. Here the probationary period is used to get to know each other and to weigh up whether the ideas of employer and employee match.
If expectations and reality diverge too far, both parties often resign during this phase. Career advisors clarify what employees and employers have to pay attention to during this period.
Correct behavior during the probationary period
If the interview was successful and the start in the new company is imminent, good preparation for the upcoming activity is the first key to success.
In an interview with Der Spiegel, career advisor Kurt Schaffner advises that newly hired employees should obtain extensive information about their employer beforehand. A previously agreed trial day is desirable for parties. “This way you can get to know the corporate culture a little better in advance, prepare yourself better for the areas of responsibility and talk to your new colleagues,” explains the career advisor.
At the start of the usually six-month probationary period, the employee should first establish himself in the company. Anyone who wants to change corporate structures too quickly will quickly offend colleagues and managers. Jürgen Hesse, career coach from Berlin, explains in an interview with the Süddeutsche, “The first six months is an ejection seat. You can be sent home at any time without much reason.”
Frequent reasons for termination during the probationary period are integration problems and inappropriate behavior on the part of the newcomer. “Anyone who interferes immediately and constantly makes suggestions for improvement is quickly perceived as an enemy by colleagues and superiors,” explains Hesse.
Accordingly, it is important to perform well without becoming behavioral problems or turning entire concepts upside down.
When and how should the employee resign during the probationary period?
However, employees can also resign at any time during the probationary period. This option should be considered when, for example, the assigned tasks do not correspond to those originally agreed. “Often it is a question of framework factors that have changed in the meantime, which the new employee only recognizes as soon as he works in the company,” explains Schaffner.
He adds: “[Oder] if cooperation fails because of a fixed variable such as the structure of the company, then I have to find a corporate culture in which I feel comfortable”. It is important to admit that timely reorientation is in many cases the better long-term solution. Martin Wehrle, Career counselor, clarified in an interview with the Süddeutsche, “You have to be clear: difficulties that arise during the probationary period will increase massively over the years”.
Before the termination is actually submitted at an early stage, a conversation with the supervisor should be sought first, so that certain discrepancies can be cleared up under certain circumstances. If no solution is found,”[sollte man] not just angry everything [hinschmeien] – that’s always right. Don’t leave scorched earth behind,” warns Hesse.
When applying for a different position, it is then important to deal properly with the termination during the probationary period. It is advisable to discuss the topic openly, and the employee should make it clear that the termination was for their own reasons, according to Schaffner.
“Many have been head over heels in love – and after the third rendezvous it was over again,” says Hesse, legitimizing a termination during the probationary period.
Henry Ely / Editor finanzen.net
Image sources: fotohunter / Shutterstock.com, Lisa S. / Shutterstock.com