What needs to change when organisations have a shorter window to make sure they have the right people in the right roles?
One CCA member has recently moved from a six-month to a three-month probation period, prompting some interesting questions about how recruitment, onboarding, training and early performance management need to adapt alongside it.
For our next CCA Coffee Club, we’re opening the conversation to the wider network to compare approaches and understand what others are doing in practice.
We’ll explore:
- Recruitment and assessment – what approaches are helping organisations improve the likelihood of getting the right people from the outset?
- Onboarding and training – does a shorter probation period require a different approach to induction, academy training or early support?
- The first 90 days – how are organisations structuring probation and early performance management?
- Reviews and check-ins – how frequently are new colleagues receiving feedback and how formal are those conversations?
- Acting on concerns – how are organisations managing performance, conduct or attendance issues when there is a shorter period in which to identify and address them?
- What works? – what have organisations learned about giving new colleagues the best chance of succeeding while also identifying problems early?
Join the conversation
This will be an informal, member-led discussion with no presentations – simply an opportunity to compare approaches, share experiences and hear what peers across customer operations are doing.
We’d particularly welcome colleagues involved in recruitment, operations, people, learning and development, onboarding and performance to join the conversation.