How it works
- Create a review cycle with the type probation, such as Probation, July to September 2026 joiners.
- Add three to five goals for each new joiner in that cycle, typed and weighted, such as a KRA for product knowledge and a KPI for output.
- Share the goals with the joiner and the manager in the first week, so the probation has an agreed basis.
- When the probation end date is within 30 days, the joiner appears under Probation reviews in the manager's My Team.
- The manager rates from 1 to 5 and comments on what went well, what to improve and whether to confirm, on the web or in the app.
- HR sees the rating in the probation queue and confirms, extends or records not confirmed.
What you can set
- Cycle type probation, alongside annual, quarterly, monthly and ad hoc.
- Goal types and weights, the same as in any other cycle.
- Probation rating from 1 Poor to 5 Outstanding, with a comment of up to 1,000 characters.
- Request review from the probation queue to ask the manager early.
- Confirmation needs the manager's probation review, set in the work terms policy.
Why probation needs goals
Without written goals, a probation rating becomes a feeling: the manager likes the person or does not. That is unfair to the joiner and weak ground for HR if the decision is questioned. A handful of weighted goals, agreed in the first week, gives the joiner a target, gives the manager something concrete to rate against, and gives HR a record of what was expected. It also makes extensions easier to explain, because the missing goal is written down.
Worked example: quality inspectors in Jaipur
A Jaipur jewellery exporter hires four quality inspectors in July 2026 on six months' probation. HR creates a probation cycle for July joiners and gives each inspector three goals: a KRA for learning the grading checklist, weight 30; a KPI for accuracy on audited lots, weight 50; and a competency for documentation discipline, weight 20.
Mehul joined on 13 July, so his probation ends on 13 January 2027, and from 14 December he appears in his manager's My Team. The manager rates him 3 of 5, Meets expectations, noting that accuracy held on nine of ten audits and documentation still needs work. HR reads the rating and comment in the queue and confirms him on 13 January.
Making probation goals useful
Keep probation goals few and observable within the first months: learning the process, reaching a basic output level, following the documentation rules. Agree them with the manager before the joiner starts. Hold an informal check at the halfway mark so there are no surprises at the rating. Ask managers to name the goals in their comment, so HR can see how the rating was reached.
See probation goals and ratings in a demo
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Book a free demoSee pricingFrequently asked questions
Can I set goals for employees on probation?
Yes. Create a review cycle with the type probation and add goals for each new joiner in it, with a type and a weight for each goal. Many companies group joiners by quarter, such as a cycle for July to September joiners, so each batch has its own goal set.
How do managers rate probation in ZeniaHR?
In My Team, on the web or in the app. When a team member's probation end date is within 30 days, or HR requests a review, the person appears under Probation reviews. The manager picks a rating from 1 Poor to 5 Outstanding and writes a comment, and HR sees both in the probation queue.
Is the probation rating calculated from the goals?
No. The manager's 1 to 5 rating is a separate judgement, not a formula over the goals. The goals give the manager and HR a shared basis for that judgement, and the comment is the place to say how the joiner did against each one.