Performance concerns during probation should be tied to the actual role standard and supported by specific examples. The key questions are what is said to be below standard, what support has been provided and whether you have had a fair opportunity to improve.
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What performance concerns can cover
Concerns may relate to accuracy, pace, judgement, communication, technical skills, workload management or completion of required learning. The label “performance” should not be used as a substitute for a clear description of the task and standard.
When informal feedback becomes serious
Risk increases when concerns are repeated in writing, review frequency increases, an improvement plan is issued or the manager mentions extension or failure. Ask whether the matter remains routine probation management or has moved to a formal stage.
The basic response
Ask for the examples, standard, evidence and improvement period. Then respond point by point. Show progress, explain genuine barriers and ask for the support needed to meet the requirement.
Unlock the detailed performance-response plan below, including how to test the evidence, separate genuine gaps from management barriers, build a measurable improvement plan and prepare for extension or failure risk.
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