You hired a new employee, put them to work on day one, and now they aren’t performing the way you expected. Maybe they’re struggling to complete tasks correctly, moving too slowly, or doing things differently than you’d like. You start to wonder: Did I hire the wrong person? Should I cut my losses now?
Before you make a hasty decision, take a step back. Your new hire might not be the issue. It could be your onboarding process. Let’s explore what’s really going on and how to fix it.
The New Hire Struggle
Imagine starting a job at a new company. Even if you’ve been in the trade for 10 years, everything is different – new team, new processes, new expectations. It’s like drinking from a fire hose.
For example, a plumber with a decade of experience knows how to install a backflow preventer. But at your company, the process for diagnosing the issue, communicating with customers, and handling paperwork might be completely different. They aren’t incompetent. They’re just new.
Many business owners assume that experienced workers should “just know” how things are done since they have experience in the field. But that assumption sets both the company and the new hire up for failure.
The Key to Improving New Hire Performance
Put yourself in your new hire’s shoes. You wouldn’t want your boss to ignore your struggles. You’d want clarity. You’d want someone to set you up for success instead of waiting for you to fail.
Here’s how you can do that:
1. Use Checklists to Clarify Expectations.
A checklist removes guesswork. If there’s a specific way you want something done, spell it out step by step. For example, if a service tech needs to inspect a system before making recommendations, create a checklist that ensures they don’t miss critical steps.
2. Coach Them on What You Expect.
Don’t assume they know what “enthusiasm” looks like at your company. Instead, explain what it looks like in their role. Model it in your conversations. Compliment it when you notice it from your team. Regular coaching sessions allow you to correct small mistakes before they turn into bad habits.
3. Model the Behavior You Want.
Show them exactly how a task should be done. If you want a technician to handle customer interactions a certain way, role play the conversation. If you expect a welder to check every joint before finishing a job, demonstrate how to do it. Roughly 65% of people are visual learners. They need to see information to retain it. Use mentoring to help them thrive.
4. Teach Them What Winning Looks Like.
Does your new hire understand what it takes to be great at your company? Set clear performance standards and milestones. Let them know what it will take to succeed in their role.
5. Deal With Performance Issues Head-On.
If they aren’t meeting expectations, don’t wait. Address it immediately with clear feedback. Instead of saying, “You need to do better,” say, “Here’s exactly what needs to improve, and here’s how we’re going to help you get there.”
6. Support Your New Hire.
Your new hire doesn’t need a babysitter, but they do need support. Check in with them regularly. Talk about what’s confusing or frustrating. Make sure they know they can ask for help without fear of looking incompetent.
The Bottom Line
If a new hire isn’t performing, it’s not always a hiring mistake. More often than not, it’s an onboarding mistake. New hire performance improves when expectations are clear, training is intentional, and support is available.
The good news? The solution is simple. Set them up for success and you’ll spend less time dealing with turnover and more time growing your business.
Need help navigating hiring and retention challenges? Reach out – we have a proven process that will help your team win.
