Only 1 in 5 new employees in the Czech Republic actually meet the employer’s expectations during the first three months – and almost a third of workers in this period consider leaving or changing position.
From my experience at COREDO.jobs, I know that the first three months at a job determine whether a new colleague becomes a long-term support for the team, or whether the company invests time and resources unnecessarily.
If you are looking for concrete tips on how to handle the probationary period effectively – whether you are an employer or a new employee – read on. I bring practical advice, proven procedures and a look at current legislation that will allow you to make the most of the probationary period.
What is the probationary period and how long is it?
From the practice of COREDO.jobs, the probationary period is a key tool for minimizing hiring risks – it allows quick identification of whether a new worker handles the required tasks and fits into the company culture.
This step reflects the need for a longer adaptation period in more complex roles and gives companies greater room for a quality assessment of performance. At COREDO.jobs we have observed that the extended probationary period is used most in engineering, pharmaceutical companies and management – precisely where adaptation to company processes and team responsibility is key.
During the probationary period, the employee has the same rights as after its end – including entitlement to pay, safe working conditions and protection against discrimination. At the same time, however, it is possible to terminate the employment relationship more quickly and without stating a reason. Any extension of the probationary period must always be agreed in writing and both parties must agree to it. Experts from COREDO.jobs recommend paying maximum attention to setting the terms correctly already when signing the employment contract – this is exactly where the most misunderstandings arise, which can later mean legal complications.
Now we move on to the details of how to properly agree on the probationary period and what to watch out for when extending it.
How to handle the probationary period in a company?
From our case studies across industries – from banking to the wood-processing industry – it follows that a successful start in a company depends on clearly set goals and open communication. I recommend that every new employee clarify right at the beginning of the probationary period what the employer expects from them and what the key priorities for the first three months on the job are.
In COREDO.jobs practice it has proven effective to create a simple development plan that includes:
- specific tasks and milestones for the first weeks,
- a list of competencies that need to be developed,
- regular meetings for feedback.
This approach helps not only newcomers but also their supervisors – they have a clear framework for evaluation during the probationary period and can respond in time to any problems.
From COREDO.jobs experience I know that the biggest obstacles are fear of failure and uncertainty in a new environment. It is therefore recommended to actively seek support – whether in the form of mentoring or participation in company events. In the case of international teams, for example in laboratories or online stores, it is appropriate to take into account the language barrier and offer language courses or a buddy system.
With this basic overview of employee adaptation, we move on to a more detailed analysis of specific methods and tools that support effective onboarding and integration into company culture.
Tips for the probationary period – how to handle the first 3 months
From COREDO.jobs observations it follows that the biggest difference between successfully and unsuccessfully passing the probationary period is made by the quality of daily communication. I recommend:
- Regularly communicate expectations – ideally confirm priorities with your direct supervisor on a weekly basis.
- Actively seek feedback – don’t be afraid to ask what can be improved and openly accept advice.
- Use onboarding materials and digital tools – for example the company intranet, HRIS or task management applications. These technologies simplify adaptation and make it possible to track progress.
- Get involved in informal activities – participation in company meetings and informal events helps to gain colleagues’ trust faster.
At COREDO.jobs, for example, we created an onboarding program for a client in the hospitality sector that combines training, mentoring and digital checklists. The result was a significantly lower number of premature departures and faster adaptation of new employees.
Performance evaluation during the probationary period
Objective performance evaluation during the probationary period is the basis for quality decisions about the employee’s continued employment. COREDO.jobs experts recommend using a combination of measurable metrics (KPI) and qualitative feedback.
Among the most commonly used performance metrics during the probationary period are:
- speed of adaptation to work processes,
- quality and timeliness of task completion,
- reliability and punctuality,
- ability to collaborate in a team.
In some sectors, for example in financial services or laboratories, specific indicators are also monitored, such as error rates in administration or the accuracy of laboratory results.
From an ROI perspective, investments in new employees should monitor not only direct recruitment and onboarding costs but also the impact on team productivity and reduced turnover. At COREDO.jobs, for example, we implemented a continuous evaluation system for a metalworking client that enabled timely identification of weak points and reduced repeat recruitment costs by 18% over one year.
This makes it possible to respond quickly to potential issues and adapt the onboarding plan.
Legal aspects of the probationary period and risks?
Or better and more succinctly as:
Probationary period: legal risks and rules
From COREDO.jobs’ experience, the most common mistakes arise from an insufficiently clear written agreement on the probationary period or from ignorance about the possibility of its extension.
An employee’s rights during the probationary period remain fully preserved – including protection against discrimination, entitlement to pay, and a safe working environment. However, the employer may terminate the employment relationship without stating a reason, which requires mutual trust and fairness.
When extending the probationary period, it is necessary to conclude a written agreement and clearly define the conditions. COREDO.jobs experts recommend always archiving all communication and documents related to the probationary period – in the event of a dispute, this is key evidentiary material.
The specifics of the probationary period for managerial positions and fixed-term contracts require increased attention. For leadership positions, it is common to set a longer adaptation period reflecting greater responsibility and role complexity. For fixed-term contracts, care must be taken that the probationary period does not exceed the legally stipulated proportion of the contract’s duration.
Risk management during the probationary period includes not only legal aspects but also preventing documentation errors, timely conflict resolution, and setting clear rules for terminating employment. For example, at COREDO.jobs we developed an internal checklist for a construction company that minimizes the risk of administrative errors and ensures compliance with current legislation.
How to scale HR processes as the company grows?
Company growth places high demands on scaling work processes during the probationary period. From our experience at COREDO.jobs, it follows that the key is to set flexible onboarding and evaluation processes that can be easily adapted to team growth.
I recommend using digital tools for HR management – such as HRIS or specialized onboarding platforms that enable centralized document management, automated feedback, and tracking newcomers’ progress. We implemented such a solution, for example, for an e-commerce client where rapid growth required efficient management of dozens of new employees per month.
Flexible probationary period settings allow better response to the individual needs of different roles and increase employee motivation. In COREDO.jobs practice, it proved effective to combine standardized processes with an individual approach – for example, allowing extension of the probationary period for more complex positions, while in manual labor roles the probationary period remains shorter and more structured.
To support development during the probationary period, it is appropriate to set up internal mentoring, regular evaluation meetings, and a transparent feedback system. These elements strengthen newcomers’ engagement and reduce the likelihood of premature departure.
Specifics of the probationary period for managerial positions?
The probationary period for managerial positions has its specifics – not only longer length but also higher demands on evaluation and adaptation. In management and executive roles it is common for the probationary period to last up to eight months, which allows comprehensive assessment of the ability to lead a team, handle crises, and fulfill the company’s strategic goals.
Evaluation during the probationary period for leadership positions includes not only measurable KPIs (for example, achieving set milestones, cost management, or team development) but also qualitative aspects – the ability to motivate colleagues, communicate effectively, and handle stressful situations. At COREDO.jobs, for instance, we developed a regular 360° evaluation system for a pharmaceutical company that combines perspectives of superiors, subordinates, and colleagues from other departments.
Therefore, I recommend using mentoring from senior colleagues and regular consultations with HR specialists. In COREDO.jobs practice, it proved effective to involve the new manager in strategic planning already during the probationary period – this accelerates their integration and strengthens their position in the organization.
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The probationary period is a strategic time that fundamentally affects a company’s long-term performance and stability. Proven practice at COREDO.jobs shows that successfully handling the first three months at work requires clearly set goals, open communication, objective evaluation, and a flexible approach to adaptation. I recommend entrepreneurs and managers view the probationary period as an opportunity for development, not just a formality. Properly set onboarding, mentoring and performance evaluation processes maximize the return on investment in new employees and minimize the risks associated with turnover. If you are looking for further inspiration, I recommend following updates on the COREDO.jobs blog or using consultations with our HR management and labor law experts.
