askST Jobs: How to make sure probation woes don’t derail your career

In this series, manpower correspondent Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up for

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Q: I wasn’t confirmed for a job at the end of probation. How can I ensure my career stays on track?

A: Employers typically implement probation periods to evaluate a new employee’s overall fit for a specific role and in the broader organisational environment over a defined timeframe, says Ms Linda Teo, country manager at ManpowerGroup Singapore.

In Singapore, probationary periods tend to range from three to six months, though this can vary, she notes.

Putting a new hire on probation allows employers to evaluate the person’s technical proficiency, problem-solving abilities, work ethic, adherence to company policies, cultural fit and communication skills in a practical work setting, Ms Teo says.

Ideally, she says, employers should provide clear expectations and regular feedback to employees during the probationary period to help them integrate into their teams and improve their performance.

Moreover, employees on probation should also use this period to determine if there is a mutually beneficial long-term fit, she adds.

Your probation may be extended, or you may find yourself denied confirmation as a permanent employee at the end of probation, and be let go, for several reasons.

Sometimes, it is performance-related, says Mr Josh Lim, principal consultant for tech and transformation at recruiting firm Robert Walters Singapore.

“Maybe expectations were not met, or there were skill gaps that surfaced.”

Other times, the decision could stem from changes in business needs or restructuring, or a mismatch in work style.

Mr Lim says: “Occasionally, the company might offer to extend probation. This could be a sign they still see potential and want to give the employee more time to adjust and improve, or it could be a polite signal that things are not quite working out.

“It is important to ask directly and get clarity.”

He suggests employees ask for detailed feedback, clear expectations, and a structured plan for improvement if their probation is extended.

Staying on can be worthwhile if you see a clear and realistic path to confirmation, have the support of your manager, and are still learning and growing in the role, Mr Lim says.

“However, if the reasons for extension are vague, support is lacking or morale is low, it may be wiser to consider other options.”

Mr Lim says it is reasonable to appeal against a non-confirmation or extension if you strongly believe the decision was based on inaccurate assumptions or lacked fair evaluation.

However, he cautions: “Do so professionally, ask for a review meeting, ask for specific feedback, present your contributions and express your commitment.

“Even if it does not change the outcome, it shows maturity and a proactive mindset, which employers respect.”

As for future employability, Ms Teo says this is less likely to be significantly hampered by an extended probation.

She says: “This is because an extended probation is not explicitly evident on a resume or routinely discussed in the initial interview stages.

“However, if probation or an extended probation does not lead to confirmation and results in a short tenure, this could be more noticeable to future employers.”

One or two of such instances should not raise questions in future job interviews, as employers generally understand that probation periods allow both a firm and a new hire to assess mutual suitability, says Ms Teo.

She adds: “However, multiple instances of short tenures could lead a hiring manager to explore the reasons more closely, raising concerns about an individual’s consistent inability to meet expectations, adapt to different environments or integrate successfully.

“This may influence the hiring decision.”

Both Ms Teo and Mr Lim suggest job seekers be upfront about being let go following a period of probation.

What matters is how you frame the experience, Mr Lim says.

“Be honest and constructive in future interviews: Focus on what you learnt, how you have grown and what you are looking for in your next role.”

He adds: “Be upfront about what didn’t go as planned, but show that you have taken something away from it.”

You should also be able to demonstrate your understanding of why previous roles might not have been the right long-term fit, as well as how it has helped you home in on your strengths and preferred work environment, Ms Teo says.

“Demonstrating a proactive approach to understanding and addressing past challenges can help to reassure future employers.”

She says: “Additionally, individuals with a pattern of not being confirmed can consider engaging in thorough self-reflection to identify recurring reasons for non-confirmation and invest in targeted skills development to address any gaps.

“It may also be helpful for these individuals to seek career counselling for personalised guidance on their job search strategy.”

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