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Managing First-Time Employees
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Managing First-Time Employees
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I'm looking for tips on dealing with a new employee who is extremely ambitious, yet has a lot to learn. He is fresh out of college and seems to be having some difficulty adjusting to "the corporate wo
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Managing First-Time Employees
posted at 7/28/1999 8:32 PM EDT
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Posts: 1
First: 7/28/1999 Last: 7/28/1999 |
I'm looking for tips on dealing with a new employee who is extremely ambitious, yet has a lot to learn. He is fresh out of college and seems to be having some difficulty adjusting to "the corporate world." He was given his 30-Day review earlier this week and was astonished to find out that he still has much to learn, not only about specific duties, but how to conduct himself in a work environment. Now, I can't even point out a tiny mistake without him assuming his performance is, in his own words "poor", and becoming depressed and frustrated. I want to be sensitive, but at the same time, I do have performance expectations. Please, someone, help!! |
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Managing First-Time Employees
posted at 7/28/1999 10:27 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
I would assign him a mentor. It is a critical element of our employee orientation and new hire training program. The job of the mentor is to coach the new hire in the areas of corporate climate, job specific functions, address any questions or concerns and to provide overall leadership and guidance in their transition into the organization. It is an invaluable tool. You do however, have to be sure that you have the right individual as the mentor. One who knows the organization, the job, has the appropriate perspective and enjoys helping others. Otherwise a sour approach could be fostered which is exactly what you don't want.
We also have an on the job training check list of the various job specific areas that they need to learn. We outline for them what is expected and at what point in their development so that they fully understand what they need to be able to demonstrate competencies in at what time period. You may want to refer him to an EAP if your organization has one so that they can help him deal with his frustrations and depression. Here again, is where a mentor can help by letting him know that he is not expected to learn it all in 30 days if that is the case. Make sure he knows what is expected. Be honest, yet tactful as I am sure you have been. If he is worth salvaging and most are, then you may even want to send him to some training for stress management. He is out of his comfort zone right now and has some adjusting to do. We all do at times. You maintaining that in your thoughts will be a big help for you in dealing with him also. |
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