Chief
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Is olive the next theranos or what?
My probation was supposed to be of 6 months (i.e until June 2022), but today I received a notification in Workday that I have passed my probation.
How is this possible?
I was planning to resign within probation for 30days notice period. But now this happened. Will this change my notice period to 90days??
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I have always adopted the One Minute Manager philosophy of catching the corrections as soon as possible and then having no longer than a one minute reprimand followed by a One Minute goal setting session. From that point forward I’m looking for “GOOD THING” I can find to give a one minute praise about. Where most managers go wrong is (1) saving corrections for the end of the month or mid year reviews, No one is gonna remeber the exact details later (2) Not setting requiring employees to set goals right away and setting an expectation to stick to the plan is better right away so that you are not making goals for 10 things you as the manager have saved to discuss EOM or EOY. (3) Too many mangers are micro managing all the negative they find. Imagine doing that to your baby learning to walk every time they fell down. Just logic in my opinion.
Chief
I agree with you. I see so many issues escalate because feedback is delayed or bundled into reviews. I believe timely, specific conversations protect both the employee and the manager from unnecessary formal processes later.
You raise a really good point. All too often people want to avoid a negative situation, or even overlook bad news. If something isn't going well, that's a problem, but it becomes a much bigger problem if you avoid getting your hands around it. I've encouraged people to intervene early if there seems to be a problem developing. You don't want to micromanage, but some guidance early on can avoid so many problems later on.
Chief
I have seen avoidance cause more harm than honesty. Early guidance is not micromanagement, it is care. I think managers underestimate how relieving clarity can be for someone who is unknowingly struggling.
Performance issues happen when no feedback is given, no actionable steps are taken, or the employee just doesn’t address them after being told. I would say the majority of the time it’s brought up, but the plan to fix it isn’t there like it should be.
Chief
I agree. I often see feedback shared vaguely with no clear plan attached. From my experience, people rarely fail feedback itself, they fail unclear expectations and the absence of practical next steps.
Rising Star
It’s important to intervene to stop problems from reoccurring, and to prevent anything from happening in the future.
Chief
I agree intervention matters, but timing is everything. I think issues go wrong when action is taken late and framed as correction rather than support. Early conversations prevent repeat problems far more effectively.
This is why I always encourage weekly one-on-ones -- employee to supervisor/manager. If I start at a new company that doesn't do them, then I introduce the concept. I believe it helps not only approach performance issues but helps with overall communication.
Chief
Weekly one to ones have made the biggest difference in my work too. I have seen them normalise feedback so performance conversations feel routine rather than punitive or sudden.