A probation (trial) period is the agreed window in which both sides evaluate the match with lowered exit friction: shorter notice, simpler termination process, and — critically — explicit expectations about what "passing" looks like.
What separates a useful probation from a legal formality:
- Written success criteria. "We'll see how it goes" guarantees an awkward month-three conversation. Three to five concrete expectations set on day one make the final review a checkbox, not a debate.
- Scheduled check-ins. A 30/60/90 rhythm of one-on-ones catches problems while they're fixable. The worst pattern is silence until week eleven followed by a surprise non-confirmation.
- A real decision point. The end of probation should be an explicit confirm/extend/part-ways decision with a date on someone's calendar — not a period that quietly lapses.
Legal specifics vary by country (maximum length, extension rules, notice during trial), so the HR policy should encode the strictest applicable rule rather than a single assumed norm.
In Helia, onboarding plans carry the 30/60/90 check-ins as tasks with owners and due dates, and probation-end reminders fire before the deadline — so no one gets confirmed by accident.