A new employee’s probation period is a critical time for the company — it reveals whether the person fits the team, learns the necessary skills, and moves toward the expected results. At the same time, it’s a challenging period for you as a leader, because during the first months the employee is usually more of a cost than a contributor. Although it may not make sense to offer bonuses or extra pay during probation, you can actively support the employee’s motivation through clear leadership and consistent attention. The following recommendations will help you create a strong and supportive start to your collaboration.
1. Set small and clear goals that create a sense of progress
You can help your new employee experience early wins by breaking large objectives into smaller, measurable steps. This allows them to see their own development, and helps you ensure they’re moving in the right direction. If the goals aren’t met right away, your encouraging feedback is what helps them continue and build confidence.
2. Maintain regular and meaningful communication
You can support the onboarding process through regular, open conversations. These discussions help you get to know each other, prevent misunderstandings, and build trust. It’s just as important to speak with the rest of the team to understand their perspective and prevent potential tensions. Doing so creates a safe and supportive environment where the new employee can settle in comfortably.
3. Clear internal agreements create a sense of security
Provide your new employee with confidence by explaining company rules, processes, and expectations. The clearer the information, the less the employee needs to guess, and the more smoothly they can adapt. Clarity helps avoid confusion and supports motivation.
4. Support the team and foster inclusion
Help the team welcome the new person in a way that prevents anyone from feeling threatened or competitive. When you involve the team and maintain openness, trust grows on both sides. A well-functioning team dynamic helps the new employee integrate and keeps motivation high.
5. Shared activities strengthen the sense of belonging
To reinforce a new employee’s sense of belonging, organize simple shared activities. These don’t need to be major events — a team lunch, a fun closing activity at the end of a meeting, or sharing personal stories is enough. Small gestures create personal connection and help the person feel part of the team faster.
6. Identify the employee’s personal and intrinsic motivators
Find out what truly motivates this specific employee. When you know whether their internal motivation comes from growth, recognition, routine, responsibility, or something else, it becomes easier to offer meaningful support. Internal motivation is more sustainable than any external bonus.
7. Check whether the job matches the employee’s expectations
During the probation period, clarify what the employee originally expected from the role and whether this aligns with reality. If there are gaps, you can discuss possible adjustments or solutions together. This helps prevent disappointment and supports motivation.
8. Prevent overload and burnout
Notice when the new employee is pushing too hard or taking on too much. Although initiative is valuable, overworking can quickly lead to burnout. Your role is to support a healthy balance and explain that during probation, learning and effort matter more than perfect results. Clear communication also helps them understand that bonuses or additional compensation become relevant when performance actually supports them.
9. Maintain your own emotional well-being as a leader
A new employee’s motivation is strongly influenced by the energy you project as a leader. Pay attention to your own well-being and ensure you are in a good emotional place where your thoughts, actions, and words are aligned. Hiring a new employee brings both risk and additional workload for the employer. And remember — the probation period applies to both sides. If the employee senses that something is off with you — that your words are positive but you’re suppressing tension — it won’t build trust. To inspire others, you must first feel inspired yourself.
Summary
Maintaining a new employee’s motivation during the probation period isn’t about financial rewards — it’s about clear and supportive leadership, transparent communication, and creating a safe environment. When an employee feels seen, heard, and supported, their motivation naturally grows and forms a solid foundation for long-term collaboration.
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