Need help from experienced managers – my new hire sucks.

posted 2 years ago in Career
Post # 2
716 posts
Busy bee

I think that communication is key.

Blatantly giving her feedback was the right thing to do. The response to the excuses is “Next time please double check your work” and “Next time please send reports to people if I ask you to do so”. As the manager you get the last word.

If things are still not clicking, then step it up a notch. “I need someone that I can rely on and I’m going to have to replace you if the mistakes continue.”

It’s your duty to communicate to Sally where she is falling short so that she is aware. It is your duty to communicate to Sally the consequences so that she isn’t surprised. It is Sally’s duty to either rise to the occassion or accept that the job isn’t a good fit.

Post # 3
825 posts
Busy bee

I second the communication advice.

It seems like you’ve given her plenty of chances to fix it on her own. I would take the following steps:

1.) Next time she does it, sit her down in a meeting — almost like an informal performance review —  and ask her to come up with a plan of solutions for how to prevent this problem from happening in the future. This is not something for you to do, you are there to make sure it gets done and facilitate discussion. Give her one last opportunity to fix it herself, and make clear that if she doesn’t fix it, there’s going to be a different conversation. Make it clear that you’re there for her as a resource, and if she’s unclear on any aspect because Megan is horrible at communicating, to come see you for clarification.

2.) If it happens again after that, start moving the issue up the chain of command based on where you work. For some offices, that’s notifying your boss of the issue, for other places, it’s HR. Start documenting incidents where the lack of attention to detail resulted in something fairly significant (like both of the problems you mentioned) — that way, particularly if you’re going to your boss, you can show that you tried to fix the problem by yourself.

3.) Give her the opportunity to resign or fire her. Many people will sense this is coming and give in their two weeks before you actually fire them to avoid a bad mark on their resume, but if it’s not working out, it’s just not working out.

  • This reply was modified 1 year, 11 months ago by  beeintraining.
Post # 4
5222 posts
Bee Keeper

I have dealt with this on a few occasions, and the best approach is looking at all factors. From what you’ve described:

1: She is still very new to the company, there will be errors. I don’t care if Jesus Christ Superstar is your newest employee, there will be mistakes. I would walk her through the mess you’re cleaning up and show her a better way to do X, Y or Z. Use it as a coaching moment instead of, “You messed this up, now I need to spend 12 hours fixing it” and going into your office and fixing it. Not saying that is what you do/did, but just be cognizant of how YOU are coming across to her, too.

2: You knew going into this that Megan was/is the problem child of the dept. If you really have invested as much as you say you have, I would pull Megan off of any contact with this brand new hire and assign Sally to one of your more seasoned and diligent employees or take her under your wing yourself. You do not want to have Megan being the ring leader and showing her the ways of the company. As Sally’s manager, ultimately her performance is a reflection of you.

3: Different people need different managing styles. You prefer and excel while working alone. Sally may not. One month doesn’t give you the full picture, so what I would do is PIP her ( maybe not call it that, but give her clear and specific directions to improve upon) and give her specific tasks to improve upon. Her training really shouldn’t be over with yet– so I would set aside time on her calendar every week, maybe even multiple times, to reinforce exactly what it is you’re looking for.


And….Of course she is stressed out. She is in a new job, in a new office– where she negotiated a higher pricepoint because she believed she was qualified and is being trained by a half-ass employee and a boss that would rather sit in the office instead of coach her, yet still has very stict parameters and organizational skills that she wants met. I would be stressed, too!

If you want her to suceed, you’re going to have to take a much more active role and allow her time.

Post # 5
499 posts
Helper bee
  • Wedding: September 2014

Once upon a time I was hired into a small store as an assistant manager.  I was hired by a manager who “wasn’t exactly” stealing from the company (think we donate excess materials and he took them, matched the write off $ but sold them for much more) 

The supervisor “under” me was vapid, selfish and becuase she’d been through 2 managment changes believed herself to be untouchable (also had strange connections with important people).

I was doing a decent job, but then Manager got fired.  New Manager was very experianced and was often frustrated by my mistakes…until he figured out that Supervisor and inexperiance was the root of many, many issues.  My first eval was a mess, but in a year things got alot better.


1) he paid alot more 1 on 1 attention to me.  He loved NCIS and he was like “I’m Gibbs, think of Supervisor as diNozo, and you’re more like Abby or Ducky.  You have to deal with her, as do I, but your job is co-linear”

2) he set up ways that I could suceed.  He make sure I took my 10 minute breaks and half hour lunches.  He made me a daily checklist that I turned in every night for probably well over a month. By that process we actually uncovered a huge issue that was causing problems that was not the fault of either of us (vendor issue)

3) he never, ever brushed off the stupid questions. His door was open 100% of the time.  Sometimes it was a “hey call the service desk”


Using that as a manager I really only handled low-level employees

However, I took from that.

1) Open door policy.  Ask me, don’t do it and eff it up.

2) Daily expectations.  Since I managed about 20 college students I wrote the daily tasks on a centeralized dry erase board.  When the task was done they let me know and I let them erase it.  At first, I thought it would be too childish, but they actually were motivated by it.

3) I found a “team” that liked.  One season they were power rangers of any color “pokadot” and “cerullian” included.  One year they were “baseball team going to world series” and each had a player #.  One year they were made-up-name Kardashian.  During a short stint they were even pokemon.  Somehow, they really related to “playing”.  Saying “hey Blastiose go mop the floor” worked alot better than “XYZ, our store needs to maintain standards. You asked to work the entry way and be responsible for it.  It’s not ok to have a sticky floor, it needs to be mopped” 



As a side note make sure that Sally is not being given jobs by Meghan and under her thumb.  My DM was livid and nearly fired New Manager when she found that out.  DM also had little control over supervisor’s firing (again strange goings on) but she made it clear to us that she expected manager to control her.

Post # 7
3195 posts
Sugar bee
  • Wedding: October 2010


+1 It is normal for new employees to make mistakes. I don’t understand managers who expect perfection right away. 

It helps to be understanding and patient. Also, poor training is completely unfair to the new employee.

I once left a workplace because they told me that it would take a month for me to learn all the tasks. After telling me that, they left me alone to deal with patients after only a week. I called my boss to help me and she never answered. I did not appreciate being made to look foolish after barely any training. I spoke to HR when I resigned and she agreed that it was completely unfair to put a new person in that position. 

Leave a comment

Sent weekly. You may unsubscribe at any time.

Find Amazing Vendors