New Hire, New Headache?
After a long search, you find the ideal candidate.
You onboard them.
You send them off to carry out their work just as planned.
But.
The cracks start to show.
“They just don’t ‘get’ how we talk to clients.”
“I had my best person train them - but they’re just not there yet.”
“I cannot believe they thought it was OK to speak up at the all-hands. They only just joined the company.”
How far do you typically get before the cracks start showing?
Before that appealing candidate becomes a Challenging Employee?
If your culture moves fast, you value excellence, and there’s a sink-or-swim mentality, then probably not all that far.
I see it often.
A former colleague of mine called it Toothpaste Cap syndrome. You have a great roommate/flatmate. But they always leave the cap off the toothpaste. A minor irritation, no big deal.
In time, things worsen. And every single thing they do starts to get to you. And, on top of it all, “That weirdo can’t put a freakin’ cap on a freakin’ tube of toothpaste.”
You feel hopeless. They probably don’t feel great either.
So, with colleagues and roommates, what’s the answer?
Well, I can’t speak to the roommate issue. But with the colleague, it’s always COMMUNICATION. Proactive, thoughtful, and with an emphasis on listening.
Setting expectations. Not in a one-sided, just-do-what-we-say way. But in a “Here’s the process, let’s talk about it, address questions, and support you as you figure it out” kind of a way.
Checking in. How are you settling in? How do you think I did on today’s call? Listen and don’t get defensive - newer colleagues often offer the most helpful and fresh perspectives.)
Following up. Not hovering or hounding, but offering help “only if they need it.”
Connecting them. Plan for your whole team to meet with them early on. Make clear who can support their onboarding and how. None of us is as smart as all of us, after all. We like this model of workplace connection.
Giving feedback. Positive when warranted (be specific and sincere) and constructive when needed, too - bearing in mind that the work is new to them. (And yes, all my articles are ultimately a push for giving thoughtful feedback.)
Sometimes, a new hire and an employer are simply a poor match for one another.
More often, communication is the variable that makes all the difference.
Talk to us to hone your approach - and make sure those new hires are set up to succeed.
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Ellie Hearne helps leaders bring strategy and culture together. As founder of Pencil or Ink, she has worked with dozens of industry-leading companies, one or two government agencies, and a handful of non-profits. She is Head Program Instructor of Oxford University’s Strategic Innovation Program and Treasurer of the University of St Andrews American Foundation.