You've hired a new employee who's struggling. How do you turn their performance around?
Seeing a new employee struggle can be tough. Here's how to support their growth:
How do you help underperforming new hires find their footing?
You've hired a new employee who's struggling. How do you turn their performance around?
Seeing a new employee struggle can be tough. Here's how to support their growth:
How do you help underperforming new hires find their footing?
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A new employee should be given a win as soon as possible Find out what skill the new person is good at and particularly proud of and give a middle difficulty assignment. Get teammates to help the person, track the progress, remove anyone immediately from the process who isn't getting along Done right - you should have your win Celebrate it with the entire team, highlightsong the skills the new person brings to the table This will generate confidence and camaraderie
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All new Employees expect that they will get trained, guided, then deputed and handholded properly. Struggling people need confidence at start. A mentor should look after them continuously. They should feel motivated and accepted in the team. Set clear expectations, goals and achievement indices in their learning and performing journey.
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It takes 90 days for a new employee to settle down in a new company and another 90 days to get into performance mode If a new hire is struggling in the first 90 days, he has not understood what's expected out of him at work 1. Have a one-on-one with him to understand gaps. This can be done by the supervisor or LnD Manager 2 Make him go through the induction modules where he is found to be struggling 3. Give him a BUDDY. A buddy at work is a boon. It's easier reaching out to your buddy without hesitating much! 4. SHADOWING a senior or a peer helps. I remember when I had newly joined a sector and was stuck my boss made me buddy him. The journey thereafter was way smoother & I was very well appreciated. I turned out to be a mentor later
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Helping a struggling new employee improve requires patience and a clear plan. Here's how you can turn their performance around: Set clear expectations: Ensure the employee fully understands their role, responsibilities, and the performance standards they need to meet. A clear roadmap gives them direction and purpose. Offer constructive feedback: Provide regular, actionable feedback in a supportive manner. Focus on specific areas where improvement is needed and offer guidance on how they can succeed. Provide training opportunities: Identify areas where additional training or mentorship could help. Investing in their skill development can boost both confidence and performance.
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When a new employee is struggling, I prioritize open communication and a clear plan of action. First, I focus on understanding the root cause—whether it’s a skill gap, unclear expectations, or a lack of resources. Then, I offer targeted support, such as mentoring or pairing them with a team member who excels in the areas they’re struggling with. I believe in creating a growth-oriented environment, so setting achievable goals and celebrating small wins can make a significant difference. Continuous feedback and fostering a culture of learning help the employee regain confidence and improve performance.