The early days of any new role are filled with possibility, which is why your trial period matters. For new starters, it’s a time of learning, adapting, and finding their place. For employers, it’s the best opportunity to make someone feel valued and set them up for success. But more than just a settling-in phase, the first 90 days often serve as a trial period, one that can shape the long-term outcome of that working relationship, for better or worse.
From the Employee’s Perspective…
The trial period, or the first three months are about more than showing up and getting through the to-do list. It’s the window in which first impressions are formed, and early habits are established. This trial period is when people often feel a desire to hit the ground running, to prove themselves quickly and show they were the right choice. But equally important is taking the time to listen, observe, and really get a feel for the team dynamics and workplace culture.
It’s natural to feel a mix of excitement and nerves during the trial period. Starting strong doesn’t mean knowing everything on day one; it means being open, curious, and proactive. Asking questions early builds clarity and confidence. It’s far better to seek understanding than to make assumptions, especially in unfamiliar territory. At the same time, beginning to build relationships through simple introductions, informal chats, or collaborative tasks can help lay the groundwork for trust and teamwork, essential outcomes from a successful trial period.
Employers, too, play a pivotal role during this trial period.
The way a business welcomes and supports someone in their first few weeks says a lot about the company’s values. A laptop and a login aren’t enough; onboarding should be thoughtful, structured, and genuinely people-focused. The trial period is the ideal time to share the wider company story, explain the “why” behind the work, and make expectations crystal clear. What does good look like in the role? What should the new starter aim to achieve in the first few months of their trial period? These conversations help create alignment and direction from the outset of the trial period.
Small gestures also go a long way. Whether it’s a warm welcome from the team, an informal coffee with a colleague, or a line manager checking in with a simple “How’s it going?”, these moments help people feel seen, not just hired. The emotional experience of those early days can shape someone’s sense of belonging well beyond the trial period.
Importantly, communication should be two-way throughout the trial period. While it’s essential to provide feedback and guidance, it’s just as valuable to ask the new hire how they’re finding things. Are there any gaps in training? Is anything unclear or unexpected? Encouraging openness during the trial period not only strengthens trust but also allows businesses to fine-tune their onboarding experience in real time.
The first 90 days
Or trial period, are often predictive of long-term performance and retention. When an employee feels supported, heard, and understood during their trial period, they’re far more likely to stay engaged and committed. On the other hand, a rocky or disorganised trial period can leave someone questioning whether they’ve made the right move.
Ultimately, success in the early months/your trial period depends on both sides working together. It’s not just about ticking boxes or passing a trial period; it’s about forming a strong foundation for the future. When both employer and employee invest in the trial period with intention and care, they create the conditions for lasting success, shared purpose, and mutual growth.
Ready to make the most of your trial period? Whether you’re just starting or managing new hires, share your experiences in the comments below. If you’re looking for a new job, contact us today to find the right role for you.
