219: Why a 90-Day Probation Might Not Be Doing What You Think It Is
Still using a 90-day probationary period to “test out” new hires? It might be doing more harm than good. In this solo episode, Jackie Koch breaks down why the traditional probationary period is outdated, misleading, and potentially risky for your business.You’ll learn what 90-day periods really signal to your new team members (hint: it’s not trust), why they don’t actually protect you legally, and how to better structure the first three months of employment to set your new hire—and your business—up for success.Jackie shares a modern, compliance-friendly alternative: creating a structured onboarding plan with clear expectations, regular check-ins, and milestone-driven ramp periods. Whether you’re a startup founder or a small business owner trying to reduce hiring risk, this episode gives you the tools to do it the right way.What you’ll hear in this episode:[2:00] Why business owners use 90-day probationary periods[4:10] The legal truth about at-will employment and false protection[7:25] How “probation” language lands with your new hire[10:15] The better way to ease hiring risk[13:40] How to set clear expectations and success milestones[16:05] What a solid onboarding plan actually includes[18:45] When a 90-day period does make sense (ramp periods, stretch roles, benefit alignment)[23:00] Final thoughts: What to do instead of probationary periodsResources & Links:💼 Learn more at peopleprinciples.co💬 Connect with Jackie on LinkedInIf this episode made you rethink your onboarding or hiring process, do us a favor—send it to a fellow business owner or hiring manager. And don’t forget to check out People Principles for done-for-you hiring tools and HR foundations that actually work