Dear Lewis, how to handle a hire who is struggling despite training?
A senior manager's dilemma: transforming a struggling new hire from a verbose shrugging employee into a confident, contributing team member.
Welcome back to another edition of Dear Lewis. Today, we're diving into a challenge that many of you have faced: how to handle a new hire who's struggling despite extensive training. It's like watching a fish try to climb a tree – frustrating for everyone involved.
I recently coached Sarah (not her real name), a senior manager at a tech startup. She hired a promising candidate, Jake, who looked great on paper but seemed to be drowning in his new role. Sarah was pulling her hair out, wondering if she'd made a huge mistake. Fear not, my friends! I'm here to offer some guidance, including:
Diagnosing the root cause of the struggle
Crafting a personalized improvement plan
Implementing supportive measures without enabling dependency
Let's dive in, shall we?
Keep nurturing that talent,
Lewis C. Lin
CEO, ManageBetter
🤔 Why is Jake struggling?
First things first, we need to figure out why Jake is struggling. Is he overwhelmed by the workload? Confused about expectations? Or is he just not cut out for the job? Sarah told me that Jake's responses in meetings sounded something like this:
"Um, yeah, so I think I'm kind of getting the hang of things, you know? Like, there's a lot to learn, and I'm trying my best to, like, absorb everything. I'm not totally sure about some of the processes yet, but I'm working on it. Maybe if I had more time, I could, you know, figure it out better?"
Sound familiar? This wishy-washy word salad tells us nothing about Jake's actual progress or challenges. It's the verbal equivalent of a shrug emoji. So, how do we get to the bottom of this?
Conduct a skills assessment: Break down the job requirements into specific, measurable skills. Have Jake self-evaluate his proficiency in each area, then compare it with your observations.
Shadow sessions: Spend time observing Jake in action. Is he struggling with technical skills, time management, or interpersonal interactions?
Feedback loop: Create a safe space for Jake to share his concerns without fear of judgment. Sometimes, the real issue is hidden behind a wall of insecurity.
Crafting a personalized improvement plan (or, how to turn your duckling into a swan)
Once you've identified the root causes, it's time to create a targeted improvement plan. Here's how Sarah approached it:
Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. For example, "Complete 3 client reports independently with less than 5% error rate by the end of next week."
Provide focused training: If Jake's struggling with a particular software, arrange for specialized training sessions or pair him with a power user.
Regular check-ins: Schedule brief, daily stand-ups to review progress and address any roadblocks. This keeps Jake accountable and gives you a chance to course-correct quickly.
Remember, the goal is to transform Jake's communication from:
"I'm kind of working on that report thing, but it's taking longer than I thought. Maybe I'll have it done soon?"
To:
"I've completed 70% of the client report. I'm on track to finish by Thursday at 3 PM. I need clarification on the Q3 projections to complete the final section."
Supporting without enabling (or, how to be a lifeguard, not a crutch)
The tricky part is providing support without creating dependency. You want Jake to swim on his own, not cling to you like a life raft. Here's how Sarah managed it:
Implement the "Rule of 3": For every problem Jake encounters, have him come up with three potential solutions before seeking help. This encourages problem-solving skills and independence.
Gradual responsibility increase: Start with small, manageable tasks and gradually increase complexity and scope as Jake's confidence grows.
Celebrate wins: Acknowledge and praise progress, no matter how small. This builds confidence and motivation.
Set clear boundaries: Define what level of support you'll provide and for how long. This prevents the dreaded "learned helplessness" syndrome.
By following this framework, Sarah was able to transform Jake from a struggling newbie to a contributing team member in just a few weeks. Remember, sometimes all it takes is a little patience, targeted support, and the right communication strategies to turn a potential mis-hire into your next star performer.
Simple, right? Well, not always
I'm here to help. Email me if you have any management or employee challenges. I've got your back, and your identity will remain anonymous.
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