Tips for an end-of-probation review [+ example questions]

The probation period of a new employee is an important time for you as an employer, during which you can assess whether the collaboration meets your expectations.

To evaluate those expectations together with your employee, an end-of-probation review often takes place. But why is that important? And what questions can you ask? Here you will discover our tips and example questions for a successful conversation.

What is an end-of-probation review?

An end-of-probation review is a formal meeting between a new employee and their manager at the end of the probation period. Together they evaluate the employee's performance and integration during the first few months of the new job.

This probation period is a defined period (in the Netherlands 1 to 2 months) during which both the employee and employer can assess whether the new position meets their expectations. Both parties can terminate the agreement without notice during this period.

Why is an end-of-probation review important?

The importance for employees:

Feedback and development: the end-of-probation review offers employees valuable feedback on their performance and behavior in the organization. This enables them to address any shortcomings and focus on their development.
Clarity: it gives employees clarity about their role and expectations within the organization. They can ask questions and discuss any uncertainties.
Career development: for employees this is a moment to discuss their long-term goals and ambitions. The review can help them determine whether the organization is the right place for their professional growth.

The importance for employers:

Performance evaluation: employers can thoroughly assess the new employee's performance during the review and determine whether they meet expectations.
Culture and integration: it provides employers with insight into how well the new employee has integrated into the company culture and whether they align with the organization's values.
Decision-making: the review is also an opportunity for employers to decide whether to convert the employee's temporary position into a permanent contract.

Is it mandatory for employers to conduct an end-of-probation review?

Although an end-of-probation review is very useful, not every organization conducts one. But is that actually acceptable?

There is no legal obligation to conduct an end-of-probation review. The probation period is intended as a period during which employers and employees can evaluate the collaboration before a permanent employment contract is concluded.

In some countries or industries, there may be specific rules or collective labor agreements that require an end-of-probation review. It is therefore advisable to consult your local legislation and any agreements within your industry to determine whether a probation review is mandatory.

6 (and more) example questions for a probation review

You can split the end-of-probation review into 3 parts. Start by gathering experiences, then discuss the employee's performance, and end the conversation by setting development agreements.

Part 1: Gathering experiences

Filled in by employee

Does the culture and content of the role match your expectations?
What are the employee's first impressions regarding: culture, communication, tasks, etc?

Part 2: Performance

Filled in by the manager

What is the impression of the employee's performance?
Is the probation period successfully concluded?

Part 3: Development agreements

Filled in by the employee and the manager

What will be the employee's development goals for the coming period?
How will the employee contribute to team and organizational goals?

👉 Curious about more questions? Download our free end-of-probation review template here

More tips for a successful end-of-probation review

Prepare the conversation well: share the questions with the employee in time, gather the necessary documents and any feedback from other colleagues.
Give constructive feedback: share specific and constructive feedback focusing on someone's strengths, rather than general comments about what is not (yet) going well.
Communicate openly and respectfully: ensure both the supervisor and manager understand how to approach the conversation openly and respectfully, for example by asking an open question after a remark such as 'How do you see this?', 'Do you recognize this too?'.

All these tips help create a safe space during the end-of-probation review where managers emphasize what is already going well, and how an employee can further develop during the rest of their employment in a way that suits them.

👉 Prepare the end-of-probation review well with our example questions. Download this end-of-probation review form