These warning signs should not be ignored during the probationary period

The probationary period is crucial - for companies and new employees. These red flags show when it is better to part ways.

1. integration into the team fails

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Employees who constantly draw comparisons with their previous employer often find it difficult to fit into the team. Statements such as "We always did things differently in my old company" come across as know-it-all and can put a strain on the team atmosphere. However, a willingness to change is essential in times of change - those who do not adapt show a lack of key skills.
From the employee's point of view, little can be said about the team culture in advance; only the probationary period provides information. If new employees are not integrated - for example by not being invited to lunch or a lack of communication on projects - they should address this. Those who remain silent risk misunderstandings and may be perceived as disinterested.

2. skills and expectations do not match

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If managers notice that employees do not have the expected skills, they need to act quickly. Can knowledge gaps be closed through further training? If not, a separation makes sense - unless the person has strengths that can be used in other areas.
If you feel that you were misjudged during the application process, you should clarify this: Are the requirements really feasible? Misunderstandings in the job description can lead to false expectations - and premature frustration on both sides.

3. job description and reality diverge

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If new team members do not perform as expected, the fault often lies in unclear task profiles. Newly created positions in particular often lack precise role descriptions. Managers should take responsibility here and create clear structures instead of criticizing without reflection.
If the tasks deviate greatly from the job description or are unclear, this should be addressed openly by the employee. If chaos and ambiguity persist, caution is advised - a lack of organization in onboarding is often difficult to rectify.

4. weak or missing onboarding

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From the company's perspective, structured onboarding is essential in order to integrate new employees quickly and successfully. If this is lacking or employees show no interest in the induction process, managers should take a closer look. Commitment to onboarding signals long-term interest.
From an employee perspective, poorly organized or absent onboarding indicates management weaknesses. Anyone who does not communicate clear processes or does not place value on rapid integration is showing a lack of interest - a clear warning signal. In such cases, it may be advisable to use the probationary period to look for alternatives.

Conclusion

The probationary period is an important test phase for both sides. Employers need to create clear structures and expectations, while new employees should show openness and adaptability. If warning signs are recognized at an early stage, both sides can act in good time - be it through adjustment or an amicable separation.

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