Onboarding & Probation
End of Probation Review
An end of probation review is the formal conversation held before a probation period ends, where the manager and the employee assess the first months and discuss whether the working relationship continues. Both sides have a decision to make: the company, whether to confirm; the employee, whether the job suits them. Clear and factual questions make the outcome easier to explain and to accept.
17 questions
When to use this template
- A few weeks before the probation period ends, so there is time to decide, to prepare any extension and to respect the notice rules that apply in your country.
- When the manager has gathered concrete observations on results, behaviour and integration during the whole period.
- For every employee on probation, whatever the expected outcome, so that the process is consistent and fair.
Questions to ask
Looking back at the period
- 01How would you sum up your probation period?
- 02Which of your achievements would you like me to remember?
- 03What difficulties did you face and how did you deal with them?
Results against expectations
- 04How do you assess your results against the objectives set at the start?
- 05Which objectives have you not fully reached, and why?
- 06What skills required by the role do you feel confident about now?
- 07In which areas do you still need support to reach the expected level?
Behaviour and integration
- 08How would you describe your collaboration with colleagues and other teams?
- 09How have you dealt with feedback and change during these months?
- 10Do you feel you have found your place in the team?
The employee's view of the job
- 11Is the job what you expected when you joined?
- 12What would make you want to stay in this role over the long term?
- 13Is there anything about the company or the role that gives you doubts?
Decision and next steps
- 14After this conversation, how do you see your future here?
- 15If the outcome is positive, which goals would you like to work on first?
- 16Is there something you would like to say before we conclude?
- 17Do you have any questions about the process and the next steps?
Tips for a useful conversation
- Share the evaluation criteria and the date of the meeting in advance, so the person can prepare.
- Base your assessment on dated, factual observations gathered throughout the period, not only on the last weeks.
- Check the rules and deadlines that apply in your country and your contract with HR before the meeting.
- Be clear about the outcome at the end of the meeting, even if the formal confirmation comes in writing.
- Record the discussion and agreed goals in a short document that both parties can read.
Mistakes to avoid
- Holding the review too late, when no real decision can be made.
- Surprising the employee with criticism that was never raised during the period.
- Confirming a person by default because nobody took the time to assess.
- Mixing the review with a negotiation of salary or conditions.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.