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Last updated on 2024年7月5日

Your new hires are falling short of expectations post-onboarding. How can you turn their performance around?

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Discovering that your new hires aren't meeting the expectations set during the onboarding process can be disheartening. However, this doesn't mean that the situation is beyond repair. With the right approach to training and development, you can guide your new employees towards the performance levels required for success in their roles. This involves understanding the root causes of underperformance, providing targeted training, fostering a supportive environment, setting clear goals, offering constructive feedback, and ensuring ongoing development opportunities.

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Dhrubo Mukherjee

Soft Skills Coach for Business Leaders
Adrian Ortubia Toro

Grupo Inmobiliario RATH- Inmobiliaria Boutique en Zaragoza
Jose Maruilson Costa Filho

Head de Marketing e Comunica??o | CMO | Diretor de Marketing | Palestrante | Lideran?a | Gest?o de Pessoas | Branding |…

1 Root Causes

To effectively address performance issues, you need to first identify why your new hires are falling short. Engage with them in open dialogue to understand their challenges and perspectives. It could be a case of unclear job expectations, lack of necessary skills, or even personal issues impacting their work. By pinpointing the specific reasons behind their underperformance, you can tailor your support and interventions to their unique needs, thereby setting them up for a better chance at improvement.

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Dhrubo Mukherjee

Soft Skills Coach for Business Leaders
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HR ensures an ideal alignment between the function and the new hire, based on the role defined by the line manager or leader. Should there be underperformance in the function, it falls under the purview of the line manager or leader, with HR recommending interventions by Learning and Development.

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Adrian Ortubia Toro

Grupo Inmobiliario RATH- Inmobiliaria Boutique en Zaragoza
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Esto es algo que suele suceder a menudo. Lo primero que tenemos que hacer es sentarnos con la otra persona e intercambiar impresiones. Con esto vamos a conseguir ver su punto de vista e identificar lo que puede estar fallando. Los motivos de que el rendimiento no sea el esperado puede ser varios, por eso es importante tener esa primera conversación para poder identificar el verdadero problema y llegar a soluciones de forma conjunta.

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Genaro Galaviz Ochoa

Director de Finanzas y Consultor Sr En Rusa Sinergia
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Este es un Evento que pasa muy seguido, las causas pueden ser diversas y variadas. Ejemplos: 1.-Una mala Inducción 2.-Revisar el Entorno Laboral. (Descartar un Ambiente Laboral Tóxico) Entre Otras... Para buscar una solución, es Replantear las Etapas del Onboarding que estamos dando al nuevo personal. Posibles Soluciones: *Feedback con el Nuevo Elemento. *Ampliar la Inducción (Onboarding) *Profundizar en las Actividades del Nuevo Elemento.

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Aravind S Ram

Plant HR | Certified Hr| Talent acquisition | Employee relations| Talent management| Fitness enthusiast| Diversity advocate
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To turn around the performance of new hires falling short of expectations post-onboarding, take a proactive and supportive approach. Start by identifying specific areas where they are struggling through constructive feedback and performance reviews. Provide targeted training and development opportunities tailored to their needs, ensuring they have the necessary skills and resources to succeed. Foster open communication to understand any challenges they may be facing and offer mentorship or coaching to guide them towards improvement. Set clear goals and expectations, and regularly monitor their progress while providing ongoing feedback and encouragement.

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2 Targeted Training

Once you've identified the gaps, it's crucial to provide training that's directly aligned with the skills and knowledge your new hires lack. This could involve one-on-one mentoring, additional workshops, or online courses that focus on particular competencies. Ensure that the training is relevant and practical, allowing them to apply what they learn immediately to their work. This targeted approach not only improves specific skill areas but also demonstrates your investment in their professional growth.

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Jose Maruilson Costa Filho

Head de Marketing e Comunica??o | CMO | Diretor de Marketing | Palestrante | Lideran?a | Gest?o de Pessoas | Branding | Eventos | Head Trainer | Coach | Mentor | Pai do Guilherme, Gabriel e Flora
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Mais importante é mostrar que estamos entrando com uma treinamento direcionado, com clareza do momento que estamos ou melhor como estamos e onde queremos chegar! Saber esse ponto A (onde estamos) e o ponto B (onde queremos chegar) é essencial para garantir que as iniciativas de desenvolvimento sejam alinhadas com as metas estratégicas da organiza??o. E ambos devem ter clareza desses pontos tanto organiza??o como colaborador.

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Rodrigo Gama

Gest?o de Pessoas | T&D | Gest?o do Conhecimento | Programas de Capacita??o | Educa??o Corporativa | Design Instrucional | PDL | Inteligência Comercial | Trade Marketing | Eventos | Análise de Dados
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Para reverter o desempenho abaixo do esperado, implemente: 1 - Identifique lacunas de habilidades específicas. 2- Desenvolva um plano de treinamento focado nas áreas que precisam de melhoria. 3- Associe novos funcionários a mentores ou coaches experientes. 4 - Inclua atividades práticas e projetos reais. 5 - Forne?a feedbacks regulares e construtivos. 6 -Utilize cursos online, webinars e tutoriais. 7 - Estabele?a metas mensuráveis e monitore o progresso constantemente. Essas estratégias ajudam a alinhar as habilidades dos novos contratados às expectativas da empresa, melhorando seu desempenho.

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3 Supportive Culture

A supportive work environment is key to helping new hires thrive. Encourage a culture where asking questions is welcomed and where more experienced colleagues are approachable for guidance. Foster teamwork and collaboration, as these can be powerful tools for learning and improvement. When employees feel supported by their peers and management, they're more likely to take risks and push beyond their comfort zones, which is essential for development.

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Adrian Ortubia Toro

Grupo Inmobiliario RATH- Inmobiliaria Boutique en Zaragoza
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En mi caso dirijo oficinas inmobiliarias, siempre que entra una persona nueva durante las dos primeras semanas me encargo yo de su formación. Ense?andolo todos los pasos que tiene que seguir y resolviendo sus dudas. Una vez pasadas esas dos semanas trabajara codo con codo con la persona mas veterana de la empresa. Al final después de hacerlo eso el trabajador se siente respaldado por sus compa?eros y su jefe.

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4 Clear Goals

Setting clear, achievable goals is another vital step in turning around performance. Work with your new hires to establish short-term objectives that contribute to their overall role expectations. These goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This framework not only provides direction but also helps to monitor progress and celebrate small victories, which can significantly boost confidence and motivation.

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5 Constructive Feedback

Feedback is a powerful tool in shaping employee performance. Offer regular, constructive feedback that focuses on both strengths and areas for improvement. Avoid generalizations and provide specific examples to help your new hires understand how they can do better. This ongoing dialogue keeps them informed of your expectations and gives them the opportunity to adjust their performance accordingly.

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6 Ongoing Development

Finally, remember that development is a continuous process. Even after your new hires have overcome their initial performance hurdles, encourage them to keep learning and growing. Offer opportunities for further training, skill-building, and career advancement. By showing a commitment to their long-term development, you'll not only turn around their current performance but also retain top talent and foster a culture of excellence within your organization.

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Adrian Ortubia Toro

Grupo Inmobiliario RATH- Inmobiliaria Boutique en Zaragoza
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Lo que he aprendido con los a?os es que debemos ir asignandoles tareas que puedan desempe?ar, aumentando significativamente el grado de dificultad. De esta forma paso a paso se iran enfrentando a tareas mas complicadas sin darse cuenta. Una vez consideremos que la persona esta preparada para retos mayores, yo les encargo una tarea compleja que deben resolver ellos solos, dando igual el resultado, lo que quiere es que vean que tienen mi confianza y que si fallan no pasa absolutamente nada. Aprenderemos para la próxima.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your new hires are falling short of expectations post-onboarding. How can you turn their performance around?

1

2

3

4

5

6

7

1 Root Causes

2 Targeted Training

3 Supportive Culture

4 Clear Goals

5 Constructive Feedback

6 Ongoing Development

7 Here’s what else to consider

Training & Development

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Your new hires are falling short of expectations post-onboarding. How can you turn their performance around?

1

2

3

4

5

6

7

1 Root Causes

2 Targeted Training

3 Supportive Culture

4 Clear Goals

5 Constructive Feedback

6 Ongoing Development

7 Here’s what else to consider

Training & Development

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