Chapter 1: Understanding Coaching for New Employees

Coaching a new employee can be particularly challenging, especially when they exhibit signs of struggle. Is the approach of simply saying, "Feel free to ask me anything," truly adequate?

As we advance in our careers, the time commitment required to mentor less experienced colleagues tends to rise significantly. Do you know how to effectively guide a newcomer? Here are some observations based on poor coaching practices I've witnessed:

1. "If you want to learn, schedule a meeting with me."

   In my personal experience, one-on-one meetings were rarely held and often limited to sharing information or feedback about processes. My senior never dedicated time to coach me on my tasks. Nevertheless, I would book his time bi-monthly to discuss the intricacies of report outputs before disseminating them. Looking back, those were the moments I gained the most knowledge.

2. "Just think it through."

   This phrase was a favorite of one of my seniors. During the handover process, he provided all the necessary information but expected me to figure everything out on my own. While the concepts were clear to him after years in the department, they were not intuitive for someone new. This method of coaching is highly dependent on the individual; not everyone can thrive under such circumstances. If the foundation isn't solid, a newcomer may struggle to know where to begin their inquiries.

3. "Follow the steps—don't ask questions."

   This scenario often arises when a senior or manager is also unsure of the task at hand. I have encountered this type of ineffective coaching multiple times!

The most effective coaching approach I advocate is what I refer to as "holding hands." Yes, you heard that right—hold their hands. Don’t leave a new employee to navigate their role alone; demonstrate how tasks are completed and then let them show you their understanding.

When a junior employee displays signs of incompetence, it's crucial to guide them closely. Despite our confidence, we often don’t fully understand the reasons behind their struggles or which areas they find confusing. Until we illustrate the process and allow them to demonstrate their grasp of it, we may never uncover the root of the issue.

Bringing in a promising new hire requires a significant investment of time and resources. If that individual leaves because they felt lost or unsupported, we risk squandering that investment. Supporting our juniors is ultimately an investment in our own success!

Here’s a valuable video titled "How to Coach an Underperforming Employee." This video provides insights and techniques for effectively mentoring employees who may be struggling in their roles.

In addition, check out "How to Manage Incompetent Employees – 4 Essential Steps to Take Today." This video outlines practical steps for addressing performance issues among team members.