In the membership sector, where specialised knowledge and a passion for community engagement are essential, the probation period is more than just a formality—it’s a critical stage where both the employer and the new hire determine if they are a good fit. For membership sector employers, this phase offers an invaluable chance to assess whether a candidate’s skills, experience, and attitude align with the organisation’s goals and culture.
Dennis Howes, Co-Founder of Membership Bespoke, the most experienced recruitment firm specialising in the membership sector, shares his insights:
"We’ve found that a well-structured probation period is the ultimate validation tool. It gives employers the time and space to see if new hires can translate their skills and experience into real contributions. It’s also when employees get a clearer sense of whether the organisation truly aligns with their career aspirations."
The probation period is often perceived as a 'real job interview' for both parties. A statutory six-month probation, the norm for many membership organisations, offers a structured opportunity to evaluate the new hire beyond what’s written on a CV or said in an interview. Employers must utilise this period effectively to ensure the hire is not only capable but also motivated to contribute to the organisation’s long-term goals.
Probation periods serve as an extended assessment window where employers can observe an employee’s performance in real-world conditions. According to Dennis Howes, "The stakes are high for both sides. The employer needs to see whether the employee’s skills and experience truly translate into value for the organisation. On the flip side, employees are figuring out if the organisation provides the right environment for them to thrive."
This phase gives employers a safety net - if things don’t work out, the organisation can part ways with the new hire and likewise, new employees have the flexibility to leave if the role doesn’t match their expectations.
However, for the process to be beneficial, probation periods should be carefully managed, structured, and, above all, engaging for the new employee.
To get the most out of for example, a six-month probation period, membership focused employers must have a structured plan that includes:
Dennis Howes emphasises the importance of clear expectations: "From day one, employers must communicate the goals, standards, and deliverables expected from the employee. It’s not enough to simply hand over a task and hope for the best. There needs to be a mutual understanding of what success looks like."
A well-structured onboarding process is a cornerstone of a successful probation period. New hires should be introduced to the organisation’s culture, values, and key stakeholders during their first week. This introduction helps foster a sense of belonging and lays the groundwork for collaboration. According to Howes, "When onboarding is done right, employees feel more connected and confident in their ability to contribute."
Our team can assist you in designing effective probation periods, encompassing onboarding and employee engagement strategies.
An often-overlooked aspect of the probation period is feedback. Employers should ideally provide continuous feedback to ensure that new hires are on the right track and feel supported. This approach not only helps employees improve but also shows them that the organisation is invested in their success.
"Regular feedback sessions are crucial," Howes advises. "In the membership sector, where roles can be dynamic and specialised, employees need guidance to fine-tune their contributions. Employers should hold scheduled check-ins to review progress, address challenges, and adjust expectations if needed."
Feedback should be two-way. Employees should feel comfortable asking questions or seeking clarification if expectations are unclear. Howes stresses that "open communication is vital. If an employee doesn’t understand something, they should feel empowered to ask. This shows initiative and a commitment to success."
For membership sector employers, the probation period is a critical time to determine if the new hire will be a valuable long-term asset. Membership organisations, often reliant on smaller, tight-knit teams, need employees who are not only competent but also aligned with the organisation’s values and mission.
"Membership organisations are unique in that they often require a blend of skills—such as advocacy, event management, and member relations," explains Howes. "During probation, employers can assess whether the new hire can juggle these diverse responsibilities and integrate seamlessly with the team."
A probation period also gives employers the flexibility to test a candidate’s adaptability and cultural fit, which can be just as important as technical skills. In the membership sector, where the work is often mission-driven, an employee’s passion for the cause can significantly impact their long-term success.
From the employee’s perspective, probation periods offer an opportunity to assess whether the job aligns with their career goals and personal values. It allows them to experience the workplace culture, interact with colleagues, and determine if the role provides the growth opportunities they seek.
"The probation period works both ways," Howes notes. "Employees are evaluating the organisation just as much as the organisation is evaluating them. They need to see if they feel supported, if the role challenges them in a positive way, and if the culture fits with their values."
For new hires, the probation period is also a time to:
The probation period is vital for both employers and employees within the membership sector. When approached correctly—with clear expectations, regular feedback, and structured support—it can foster a long-term, productive working relationship.
Dennis Howes puts it succinctly: "The probation period is when the real work begins. It goes beyond skill assessment; it’s about establishing mutual trust, engagement, and laying the groundwork for future success. Employers who dedicate time and resources to this stage significantly increase their chances of retaining top talent and cultivating a flourishing workplace."
For employers in the membership sector, a well-executed probation period serves not merely as a safeguard but as a strategic instrument to ensure the right individuals are positioned in the right roles, facilitating long-term success for both the organisation and the employee.
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