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BambooHR Probation and Onboarding Review Meetings Guide

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Plan check-ins that support new employees.

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Plan structured check-ins for new employees at 2 weeks, 6 weeks and the end of probation. Roles: [ROLES]. Expectations for each stage: [EXPECTATIONS]. Probation rules in our policy as I understand them: [PROBATION_RULES].

For each meeting give the purpose, a 30-minute agenda whose minutes add up, questions for the manager (workload, clarity, support, relationships) and for the employee, and a note-taking template with progress against goals, support needed, concerns and agreements. Explain how notes are shared with the employee and how concerns are raised early and fairly, in writing where policy requires [VERIFY].

Worked goal setting at the two-week meeting: three goals written as outcomes with measures and dates, for example 'Handle the standard enquiry types without help by week six, checked by two reviewed samples'. Include an example of specific, fair feedback: 'In the last two weeks you closed 14 of 16 tickets on time; the two late ones were about X. What would help?'. Add language for a difficult conversation: facts, impact, support offered and review date, with HR advice before any formal step. Provide a one-page summary both sides can edit and a short training outline for new managers.

Keep the tone supportive with no surprises at the final meeting. Decisions about probation and continuing employment have legal requirements that HR must confirm [VERIFY]. This is practical HR administration help, not legal or employment advice; rules on employee data, leave, pay and discipline vary by place, so list the points HR or a qualified adviser must confirm [VERIFY].

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