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Target's 90-Day Probation Policy Explained (2024)

A typical introductory period for new hires, lasting three months, allows employers to assess performance and suitability for a role while providing employees an opportunity to integrate into the company culture and demonstrate their capabilities. For example, such a period might include regular check-ins with supervisors, performance goal setting, and skills development opportunities.

Structured onboarding and evaluation during this initial employment phase offer significant advantages for both organizations and individuals. It facilitates early identification of potential performance issues, allowing for timely interventions or course corrections. This period also serves to confirm that new hires possess the necessary skills and attributes for long-term success. Historically, probationary periods have provided a mechanism for managing risk associated with new hires while ensuring fair evaluation practices.

A typical introductory period for new employees lasts three months and serves as an evaluation phase for both the employer and employee. During this time, performance is monitored, skills are assessed, and cultural fit is determined. For example, an organization might use this period to assess a new hire’s ability to meet specific sales goals or master certain software.

This initial assessment period offers significant advantages. It allows companies to confirm that new hires possess the necessary skills and aptitude for the role. Simultaneously, it provides new employees with the opportunity to experience the work environment and company culture firsthand. Historically, such trial periods have become a standard practice to mitigate the risks associated with hiring and ensure a more efficient workforce.