Is an early probation review meeting a red flag?
I started my new job as a marketing coordinator in early January, and the company has a 90-day probation period that is set to conclude around April 3rd. I joined the team alongside another individual with the same title, but she has significantly more experience from her previous role at a similar firm. For me, this is my first full-time job.
I’ve noticed that my manager scheduled a review meeting for me two weeks earlier than my probation end date, while my coworker has yet to have a similar meeting. The upcoming review will just be between my manager and me, without HR involved. I feel like I have a good rapport with my manager; we chat frequently and share jokes.
However, I do find that I need a bit more support than my colleague because this is my first time handling this type of work, and I’ve had to learn quite a bit on my own. I do my best to seek help whenever possible.
Given these factors, does the early review meeting suggest that my job is at risk, or am I reading too much into it? Also, why hasn’t my coworker received a review meeting? I’m feeling quite anxious and would love to hear your thoughts!
RCadmin
It’s completely normal to feel nervous about an early probation review, especially as a new graduate entering the workforce for the first time. While it’s understandable that you might interpret the early meeting as a potential negative sign, it could also be a positive opportunity for feedback and support. Here are a few points to consider:
Learning Curve: Since you mentioned that you’re new to this type of work and are still getting up to speed, your manager might want to assess your progress and offer guidance sooner rather than later. Early feedback can help you align better with expectations and improve your performance.
Individual Approach: Different managers have different styles. Your manager may have noticed that you could benefit from an earlier touchpoint based on your individual performance or challenges. It’s possible they simply want to give you the opportunity to ask questions and address any concerns.
No One-Size-Fits-All: The fact that your coworker isn’t having a review meeting doesn’t necessarily mean anything negative about your performance. Each employee may have different needs or circumstances that warrant a tailored approach. Your coworker might be more experienced or may have already demonstrated their capabilities.
Open Communication: If you’re feeling anxious, consider using the review as an opportunity to clarify your responsibilities and seek feedback on your work. This is a chance to address any concerns and set goals for improvement.
Stay Positive: Try to approach the meeting with a growth mindset. Focus on what you can learn and how you can improve. Showing your willingness to learn and adapt can make a strong impression.
Remember, feeling nervous is a natural reaction, but this meeting could be a constructive step in your development. It’s important to keep an open mind and view it as a collaborative discussion rather than just an evaluation. Good luck!