A practical, half-day, in-person workshop designed for a group of upto 12 managers that aims to give managers frameworks, tools, and techniques to deliver an effective probation period that maximises opportunities and reduces the risk for both the organisation and the probationer.
By attending this session, delegates will be able to:
- Explain the business and legal drivers behind investing time, resources, and planning into a probation period
- Identify the personal and organisational challenges in delivering an effective probation period and implement strategies to overcome them
- Set relevant objectives aligned with team goals and organisational values, mission, and vision
- Build in other important considerations including inclusivity, avoiding discrimination, and supporting positive mental health and wellbeing
- Practice their skills and techniques in providing empathetic and effective feedback
| Topic | Content |
|---|---|
| Introduction and welcome What's challenging about managing probation periods? | Trainer introduction to themselves, Vista and the objectives of today’s workshop. Delegate introductions Conditions for Success for the session Whole group discussion to include what they find most difficult / challenging about managing probation periods and questions or gaps in knowledge. Trainer records on a flipchart and looks back at the end of the session to ensure we have covered everything. |
| Why focus on probation? Just a tick list? Identifying the legal drivers, including the Government’s plan to introduce Day 1 rights | The whole group answers a quiz (3 choice answers) on legal considerations relating to probation. Group discussion |
| Why focus on probation? Just a tick list? Identifying other drivers: - Organisational - Team - Manager - Probationer | In small groups, the delegates rotate around 4 flip charts, working on what these 4 key drivers are. Group discussion |
| Mutual Objectives and Expectations of the Probation Period experienced by: - The probationer - The employer | Brief introduction from the Trainer. In 4 small groups, 2 groups focus on what the Probationer’s expectations of the Probation period will be and 2 groups focus on employer’s expectations. Group discussion |
| Achieving the Objectives of the Probation Period Key items to consider: - Length - Structure - Objectives - Opportunity - Feedback - Introductions and Networking - Meetings - Extending - Termination of employment | Introduction from the Trainer to the 4 key elements of a Probation Period. In small groups, the delegates “fill-in” the details, recorded on flipcharts. Whole group discussion, groups providing rationale for their choices. |
| Other important issues to consider - Inclusivity - Discrimination - Absence - Applications from former employees - Positive mental health and wellbeing | Introduction from the trainer. In small groups, each group works through an individual scenario and decides on the relevant issues to consider. They then adapt the Probation Plan provided to suit the individual needs. In plenary the delegates provide feedback including rationale. |
| Effective Probationary Review Meetings Skills and techniques for providing supportive and helpful feedback. How to have a difficult conversation with empathy and courage. | Introduction by Trainer The 3 Part Brain Informing how we give feedback Techniques Approach to having a sensitive/difficult conversation In pairs, the delegates role play the giver and receiver of (a) difficult news (b) even better if and (c) positive feedback (receiver has a script to work from). Feedback in Plenary from giver and receiver. |
| Review the original flip chart – have we covered everything? If not, provide some answers. Summary of key learning points. 3 top takeaways for the delegates? | Trainer facilitated discussion, whole group. |
| Delegates complete the feedback survey accessed by the QR code |
