What to do when the new employee sucks

We often have high hopes for new employees. Perhaps you’ve been interviewing for what seems like forever and finally found someone decent to hire. Or maybe you’ve been so short staffed for so long that you can barely wait until they get started and are ready to work like they have been on board for years. But what happens when that initial of glee of finally having some much needed help, turns into frustration, disappointment or both because that employee you had such high hopes for just isn’t cutting it? Oh my goodness, I’ve been there. From the new hire that just can’t seem to catch on to the one where it seems like they will never meet your production standards, it’s a challenging experience. So what’s a small business owner to do? Well, this post has your action plan.

Let's Talk About This

The importance of giving feedback to employees, especially new employees can’t be underestimated. Many performance issues can be resolved or improved by simply  letting the employee know that they are doing something wrong. If they don’t know they aren’t meeting an expectation or doing something right they can’t make an effort to do better. In addition to telling the employee what they aren’t don’t doing, it’s equally important to explain how to meet your expectations or do the job correctly. Effective feedback will clearly share what is wrong with their performance, then give them instruction on how to correct those issues. Feedback that has the potential to change employee performance will be treated as part of employee training. Take time as needed to retrain on areas of deficiencies and give suggestions from your experience on how to improve their work.

Check Yourself

Is it them or is it you? Sometimes the employee isn’t fully to blame or has any fault at all in why they aren’t doing well in their jobs.  An objective review of how new hires are trained in your small business could hold the key to better performance for not only new hires but for all employees. Take some time to honestly evaluate:

• The training process. This is simply how you train employees. Perhaps employees don’t spend enough time doing classroom training or on the job training. Another common problem is that there is no process at all or the pace of the training is too fast. Really think about if how your employees are being trained is optimal and the most effective way to teach new hires their jobs.​

• Expectations. Are your expectations realistic? Expecting a hire to be fully functional after an half hour of training is not going to happen, no matter how many times you try. Or consider if you’re giving the new hire enough time to catch on and grasp what they are being taught. It can take time to get an employee to 100% proficiency.

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Have a questions about how to deal with a new hire that's just not working out? Let's talk about it. The Ask Amanda service is an easy and affordable way to get guidance on those "what they heck" type employee issues that you face everyday. Don't spend hours on Google. Just sent me an email. 

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Ask Amanda-Phone Option (15 minutes)

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Ask Amanda-Phone Option (30 minutes)

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So what if your question isn't quite in depth enough to schedule a one-on-one session, but not quite simple enough to be fully addressed in an email? Well, let's talk. That's right. This is an affordable way to get me and you on the phone to work out whatever this thing is that's giving you a fit. I'll give you my best professional advise on how to address the challenge you're facing. ​

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Document Everything

If you’re talking, you’re documenting. That’s what I tell my clients over and over and over again. Today I’m going to tell you that too. So once more, if you’re talking you’re documenting. I know no one has time for it. I know that you’re busy, but it is the only way that all the coaching you’ve done with a new hire (or any employee) is going to “happen”. Conversations not written down didn’t happen. Period. All this documenting plays an important role in reinforcing to the employee that you are serious about their performance and that you have your act together. 

READ MORE ON DOCUMENTATION: HOW TO ADDRESS EMPLOYEE PERFORMANCE ISSUES WITH A DOCUMENTATION STRATEGY YOU'LL ACTUALLY FOLLOW

Secondly, you’ll be able to hold them accountable for what you told them to do and what they said they would do. It's hard to forget or deny something that is written down. Lastly, if we have to take action on the next step (keep reading) you’ll have the proof to defend against unemployment claims, unlawful termination lawsuits and such. By the way, documentation is so important I wrote an entire post, a tutorial really about how to document employee performance issues. You can  read it, watch the tutorial and snag a free employee feedback form here.

Everything Isn't For Everybody

Truth be told, all jobs are not for everyone. Once you have coached, confirmed that your training process isn’t problematic and documented all attempts to get new hire up to speed, it may be time to face the reality that employee just isn’t a good fit for your business. And that’s ok. If the person has other attributes that you find valuable you may explore a few options before terminating the new hire.  Options to consider are:

• Moving them to a different location.
• ​Changing their job role or position.
• Assigning them to a different trainer and tying againf.

 Unfortunately, despite our best efforts  not all new hires will make it through the training process. But armed with an effective response for under performing new hires, you’ll waste less time on frustration or on employees who won’t be successful. Following a well thought out, methodical plan you’ll  eliminate poor quality candidates before investing too much time or turn around poor performance with additional support and training.