The probation period isnât about waiting and hopingâitâs a short and fair trial run for both you and your employer. Approaching it proactively and with structure helps you get feedback faster, avoid misunderstandings, and build a solid perspective for your future.
In the First 14 Days: Clarify Expectations
Right from the start, ask key questions: How will your performance be measured? What are the daily priorities? What does âgoodâ actually look like in practice? Write down the answers and match them with your job description.
- Which tasks have the highest priority?
- Which tools and standards are set (documentation, ticketing, quality)?
- Who makes which decisions, and how are issues escalated?
- When is the first formal feedback session scheduled?
By Week 6: Gather Evidence, Have Regular Check-ins
Make your contributions visible: deliver tangible results, hand over projects cleanly, and provide brief updates. Keep a mini-list of your achievements, open issues, and lessons learnedâperfect for progress conversations.
Tip: Proactively request a 15-minute check-in every two weeks. This comes across as professional, not pushy.
At the end: Ask about the next step (âWhat do I need to show to secure my position after probation?â). If the answers are vague or the goals keep changing, take it as a signâthen you can make adjustments or start looking at alternatives early.