Let’s Talk About That Word You’re Still Using

If you’ve got an employee handbook that mentions a “probationary period,” don’t feel bad. You’re not alone – I see it all the time. In fact, a lot of the business owners I work with are surprised to learn that something so standard-sounding can cause real confusion. But here’s the thing: the word “probationary” doesn’t just sound outdated. It could be setting your company up for a serious misunderstanding – or worse, a legal headache – down the road.

I get it. You bring someone on, and you want a little window of time to make sure it’s going to work out. Totally fair. You’re trying to figure out if they can do the job, if they mesh with the team, if this was the right call. And you want them to know that this is still part of the evaluation phase. So you slap a label on it: probationary period.

But that label? It’s doing more harm than good.

Why “Probationary” Feels Like a Promise

Let’s pause here and ask – what does probation sound like? For most people, it feels like a test. And once they pass the test, they’re in. They’ve earned a new status. Something more secure. Something that sounds like a guarantee.

Now, that might not be what you meant. But it is what it communicates.

And if you’re in an at-will state – which most of us are – that’s a problem. At-will employment means either you or the employee can end the relationship at any time, for any lawful reason. No promises. No guarantees. So when your documents say they’re “on probation,” and then you don’t let them go afterward, it can imply something has changed. It can look like you’ve made an unspoken promise of job security. And if you do end up needing to terminate the person later, they could try to use that against you.

It’s happened. I’ve seen it.

So What Should You Say Instead?

“Introductory period.”

Simple swap. Huge difference.

Where “probationary” sounds like punishment or surveillance, “introductory” feels collaborative. It tells the employee – we’re still getting to know each other. We’re learning. We’re observing. We’re figuring out if this is a good fit for both sides.

Because that’s the truth, isn’t it? You’re watching how they perform, sure. But they’re also watching you. They’re deciding if your leadership style works for them. If the company culture feels right. If the job matches what they thought they signed up for.

That’s what makes an “introductory period” such a better fit – it reflects reality. It sets a tone of mutual respect. And most importantly, it avoids creating the illusion that something magical happens on day 91.