Before you even ask about work and adaptations, check in on them and TALK WITH THEM about life and their life. See how he/she is doing. Ask because you care. Act like you care. Care about him/her as a person. Show some empathy. Then, somehow work into the work-related/job-related stuff and see how it goes. If you have zero relationship with someone, they aren't going to open up and share. If you stop and ask questions and truly care about the answers, people will tell you much more than the normal, "I'm fine". Check on the person, because clueing into the person will better help you figure out the employee/staff/colleague.

It is important to understand the root cause in such cases! 1-1 with the concerned staff member would help in understanding the issue in detail and help in developing learning path within stipulated time and regular check-ins for evaluating progress with next action steps would be helpful!

To help a staff member struggling with new processes, make things simple by giving clear, step-by-step instructions, like checklists or videos. Offer one-on-one training to answer questions and give feedback. Encourage them to practice regularly to build confidence. Pair them with a more experienced colleague for extra support. Check in on their progress, adjust your help when needed, and give positive feedback to keep them motivated. Remind them that learning takes time and mistakes are part of the process. This approach will help them adapt more easily.

Quando alguém da equipe enfrenta dificuldades com novos processos, minha abordagem é oferecer apoio, ouvir atentamente e explicar de forma clara e prática. Crie um ambiente seguro para perguntas e aprendizado, acompanhe de perto quando necessário e celebre cada avan?o. Meu objetivo n?o é apenas garantir a adapta??o, mas fortalecer a confian?a e a motiva??o da pessoa.

-Personalized Support: I identify specific struggles and offer tailored guidance, like walking them through new tools step-by-step or providing helpful resources. -Regular Check-ins: I schedule brief, informal check-ins to gauge their comfort level, address concerns, and offer ongoing encouragement. -Positive Reinforcement: I celebrate small wins, recognizing progress to build their confidence and keep them motivated. -Mentoring: Pairing them with a peer who’s already familiar with the process helps reduce feelings of overwhelm and provides a supportive learning environment. These strategies make the transition smoother, less overwhelming, and more achievable for the person adapting to the new process.