Never miss a probation review again.
Someone joins. The clock starts. Six months later, nobody opened the spreadsheet - and confirmation is late, awkward, or forgotten. Probation Tracker watches end dates for you, nudges managers and HR in time, and keeps confirmation on schedule. Not a performance appraisal. Just the operational loop that stops people falling through the cracks.
From “who ends this month?” to Confirm, Extend, or Later - without chasing calendars.
Keep confirmation on schedule - without turning every probation into a full appraisal cycle.
On probation, review due, ending in 7 or 30 days
Automatic reminders to manager and HR
Confirm, extend 30/60/90 days, or review later
Employees see My Probation status - no guessing
HR sees who needs attention. Managers decide in time. Leadership stops living with late confirmations.
Same small feature. Three reasons it comes up in a buying conversation.
Stop starting Monday with “did we confirm that person yet?”
You already store joining dates and probation windows on the employee record. What you do not have is a morning triage screen. Probation Tracker shows who is on probation, who is ending soon, and who is overdue - plus an Action Required strip for reviews still sitting open. Reminder settings live next to the list, so you are not rebuilding Outlook rules every quarter. When a manager confirms or extends, the pending count drops. That is the whole job: see it, chase less, close it.
- Four summary cards: On Probation, Review Due, Ending in 7 Days, Ending in 30 Days
- Filter by department, manager, status and dates - soonest end date first
- Action Required so overdue reviews are not buried in a long list
Late confirmation is a culture problem dressed up as “we forgot.”
When probation reviews slip, people feel uncertain for weeks. Managers look unprepared. HR spends Friday nights catching up on decisions that should have been routine. Leadership does not need KRAs in this conversation - they need reliability: every new hire gets a timely confirm or extend, with a short reason when you stretch the window, and a trail you can defend if someone asks why. Probation Tracker is on Professional and Enterprise for that reason. It is operational discipline, not another talent suite nobody will use.
- Fewer “we never confirmed them” surprises in leadership reviews
- Confirm / Extend / Later with reason and dates - a clear decision trail
- Not sold as performance management - deliberately smaller and easier to run
Get reminded before the due date - decide in under a minute.
Most managers do not miss probation reviews because they do not care. They miss them because the date never lands in front of them until it is already late. Automatic reminders at 30, 15, 7 days and on the due day go to the manager and HR. When it is time, open the review: Confirm Employee, Extend Probation (30 / 60 / 90 days with a reason), or Review Later. No appraisal form. No 360. Just the decision that clears HR’s Action Required list and tells the person where they stand.
- My Team Probation - your people, their end dates, days left
- Reminders land before the due date, not only on it
- Extend needs a reason - so “we’ll see” does not become the permanent answer
Why spreadsheets and calendar reminders keep failing - and what changes.
Most companies already know when someone joined and when probation should end. What fails is the middle: nobody is reminded, nobody decides, and confirmation becomes a silent risk.
A probation column in Excel
The sheet goes stale the week after hire season. Reviews get missed.
A live dashboard with days left and review-due counts that HR opens every morning
Calendar reminders someone set once
People leave, calendars die, new joiners never get a reminder owner
Automatic 30 / 15 / 7 / due reminders to manager and HR from the real end date
Waiting for a full appraisal cycle
PMS is heavy; probation confirmation gets delayed until “review season”
Confirm / Extend / Later in under a minute - no KRA theatre
HR chasing managers on WhatsApp
No trail, no count, no proof of who is still pending
Action Required with a pending list and a count that drops when decisions land
Employee hears nothing until confirmation week
Anxiety, rumour, and a bad first impression of how the company runs
My Probation: status, days left, completed or extended - clear and calm
“We extended them” with no date or reason
Nobody knows the new end date; the case sits forever
30 / 60 / 90 days plus required reason; new end date becomes the working deadline
Probation buried inside a talent suite
Buyers pay for goals and 360 when they only needed operational reliability
A focused Probation Tracker on Professional and Enterprise - honest about what it is not
Starter plan with a greyed-out probation tile
Feels incomplete; teams never build the habit
Full product on Professional and Enterprise. Starter does not pretend.
The missed reviews teams stop living with.
Each one is a real Monday-morning problem, closed by how Probation Tracker works.
Probation end dates live in a spreadsheet that has not been opened since last quarter.
A live dashboard with days left, review-due counts, and soonest-end sorting - the morning view HR actually uses.
Managers only find out on the due date - or after it.
Automatic reminders at 30, 15, 7 days and on the due day to manager and HR, without anyone building a calendar.
Confirmation happens late, and the employee hears nothing until someone asks in the corridor.
My Probation in self-service: in progress, days left, extended with a new end date, or completed with a confirmed date.
“We extended them” has no reason, no new date, and no trail.
Extend with 30 / 60 / 90 days plus a required reason. The new end date becomes the working deadline.
HR cannot tell who still needs a review without opening every profile.
Action Required: one strip, one click to the overdue / pending list, and a count that drops when decisions land.
Buyers get sold a full PMS when they only needed a reliable confirm/extend loop.
This is intentionally not goals, ratings, or 360. Confirm, extend, or later - operational reliability for the probation window.
Starter plans ship a locked tile that looks like probation tracking but does nothing.
Professional and Enterprise get the full product. Starter does not pretend.
Reminders get sent twice for the same date and train people to ignore them.
A dispatch log so the same reminder window does not spam manager and HR again.
Someone exits mid-probation and the case still sits in “review due forever.”
Cases can be closed cleanly when employment ends - no zombie reviews cluttering the board.
Leadership asks “how many confirmations are late?” and HR has no honest answer.
Review Due and Ending-soon cards give a number you can say in a meeting without opening three tools.
Six reasons this stays useful after the demo.
If a competitor needs a full appraisal suite just to confirm a hire, you are buying complexity - not reliability.
A review loop, not a report
Most HRMS products can list probation end dates. Few close the loop: remind → review → confirm or extend → clear Action Required. That loop is the product.
Reminders before the due day
Finding out on the due date is already late. 30 / 15 / 7 / due reminders give managers time to talk to the person before the decision, not after the awkward silence.
Decisions in under a minute
Confirm, Extend (30/60/90 + reason), or Review Later. No appraisal cycle. No competency matrix. The barrier to doing the right thing stays low.
HR Action Required that actually shrinks
Pending reviews are visible as a count and a list. When managers submit, the strip clears. That feedback loop is what makes teams trust the screen.
Employee transparency without drama
My Probation shows status and dates - not ratings, not internal reasons on Extend. People stop guessing. Trust goes up.
Honest about what it is not
Not PMS. Not KRAs. Not salary revision. Buyers who want those later can add them without reinventing the probation clock you already run.
What you can actually do.
Probation dashboard for HR
- Four cards that matter: On Probation, Review Due, Ending in 7 Days, Ending in 30 Days
- Employees on Probation list with name, department, joined date, end date, days left and status
- Default sort: soonest end first - overdue rises to the top
- Search and filters by department, manager, status and date ranges
- Action Required strip for morning triage - one click to pending reviews
Employee probation details & timeline
- Open a person and see period length, start, expected end, days remaining and reporting manager
- A simple timeline: Joined → Probation Started → Review Due → Confirmation
- Status chips that match how people talk: upcoming, due soon, overdue, confirmed, extended
- View and Review from the same place - no scavenger hunt across modules
Manager review - Confirm / Extend / Later
- Confirm Employee when they are ready to complete probation
- Extend Probation by 30, 60 or 90 days with a required reason
- Review Later when you need a short pause without pretending the case is closed
- Managers work their team; HR can act when needed
- Built for under a minute - not a full appraisal form
Automatic reminders
- Reminders at 30, 15, 7 days and on the due day
- Goes to the manager and HR so one silent inbox does not sink the review
- Reminder settings you can tune without calling IT
- Dispatch log so the same window does not send twice
My Probation for employees
- Simple status: in progress, days remaining, manager name
- After confirm: a clear Probation Completed state with the confirmed date
- After extend: new end date and days left - without exposing internal reasons
- View only in V1 - no pressure to self-rate or chase their own confirmation
Plan and fit
- Professional and Enterprise - same capability on both
- Uses the joining and probation dates you already keep on the employee record
- Sits next to Core HR, not as a bolted-on talent product
- Deliberately not goals, ratings, 360 or salary revision
Professional and Enterprise. Same tracker. Honest about Starter.
A story you can explain on a pricing call. No locked empty tile on Starter. Full review loop when the company is ready for it.
Starter
Probation Tracker is not on Starter - on purpose.
- No locked empty tile that looks like tracking but does nothing
- Joining and employment dates still live on Core HR
- Upgrade when you want the review loop, reminders and My Probation
Professional and Enterprise
Same Probation Tracker on both plans.
- Dashboard, details, timeline and Action Required
- Manager Confirm / Extend / Review Later
- Automatic 30 / 15 / 7 / due reminders
- Employee My Probation status
What makes the approach different.
Built for the quiet failure mode
The spreadsheet rot problem is almost universal. This product exists because that failure is expensive and avoidable - not because buyers asked for another PMS demo.
Identify → remind → decide → clear
A list of end dates is not enough. The value is the closed loop that removes Action Required when humans do their job.
Reminders with room to talk
Thirty and fifteen days out is when a manager can still have a real conversation. Due-day-only alerts are already late.
Extend needs a reason
Stretching probation without writing why is how “temporary” becomes forever. A required reason keeps the decision honest.
Employees stop guessing
My Probation answers “am I still on probation?” without a corridor conversation or a nervous ping to HR.
Clear lane next to Performance Management
When you want goals and ratings, open Performance Management. You do not force every buyer through a talent suite just to confirm a hire.
Probation Tracker - questions buyers actually ask.
Stop finding out confirmation was late from the person themselves.
Book a short walkthrough: open the probation dashboard, show Action Required, trigger what a manager reminder looks like, then Confirm or Extend in under a minute. Those screens usually settle it for HR, managers and leadership.
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