The Challenge: Doubts After Hiring
Alex, a marketing director at a mid-sized tech company, recently hired Jordan as a digital marketing manager. During the interview process, Jordan presented an impressive resume, confidently discussing expertise in SEO, PPC campaigns, and marketing analytics. However, within the first month, Alex notices gaps in Jordan’s execution. Reports lack depth, campaign performance is underwhelming, and Jordan struggles with the company’s tech stack.
Now, Alex is concerned: Did they make the wrong hire? Should they have probed deeper during the interview? Instead of resorting to a Performance Improvement Plan (PIP), which could damage morale and trust, Alex needs a strategy to get Jordan on track while fostering a collaborative relationship.
Steps to Rebuild Trust and Align Performance
1. Assess the Situation Objectively OR Where does the performance gap come from?
Before making assumptions, Alex must diagnose the root issue. Is the gap in skills, adaptation to a new work environment, or misalignment of expectations?
✅ Review Initial KPIs – Compare Jordan’s current performance against the KPIs outlined during hiring.
✅ Gather Observations, Not Just Feelings – Document specific examples of where Jordan is struggling instead of relying on general impressions.
✅ Check for Onboarding Gaps – Did Jordan receive the necessary tools and resources to succeed?
🔹 Rhetorical Question: Could this be a case of needing better onboarding rather than a lack of skill?
2. Initiate a Candid and Supportive Conversation OR How can I help?
Alex schedules a one-on-one meeting with Jordan—not to reprimand, but to understand. The key is to approach it as a developmental discussion rather than a critique.
✅ Frame the Conversation Constructively – Instead of “I’m not sure you have the skills,” try, “I want to understand what’s working well and where you need more support.”
✅ Ask Open-Ended Questions – “How comfortable are you with our analytics tools?” “What challenges have you encountered so far?”
✅ Reaffirm Confidence – “I hired you because I saw strong potential. Let’s ensure you have what you need to succeed.”
🔹 Encouraging Narrative: This conversation isn’t about catching someone failing; it’s about setting them up for success.
3. Provide Targeted Support Without Micromanaging OR How can the person be developed on a continuous basis through small, easy, and specific actions?
Jordan may have the foundational skills but needs guidance to apply them effectively in this new environment.
✅ Create a Skills Boost Plan – If Jordan is struggling with analytics, assign a mentor or provide access to relevant training.
✅ Break Down KPIs into Short-Term Wins – Instead of “Improve PPC conversion rates by 20%,” start with “Identify two underperforming campaigns and suggest adjustments.”
✅ Encourage Peer Collaboration – Assign Jordan to work on a project with a high-performing team member to accelerate learning.
🔹 Rhetorical Question: What’s more valuable—expecting immediate mastery or fostering continuous growth?
4. Implement a Trust-Building Check-In Process OR How to foster an open dialogue?
Trust isn’t built overnight—it requires consistency and open dialogue. Alex should establish a structured but low-pressure check-in process.
✅ Weekly Touchpoints – Short 15-minute updates to discuss progress, roadblocks, and solutions.
✅ Shift from Oversight to Coaching – Instead of “Let me see your work before you submit,” try “Let’s walk through your approach together.”
✅ Acknowledge Small Wins – Recognizing progress, even incremental, reinforces trust and motivation.
✅ Recognize the successful behaviors and actions – Send timely positive feedback to recognize successful behaviors and contributions reinforces individual engagement and team performance.
🔹 Encouraging Narrative: A supportive feedback loop transforms uncertainty into confidence.
The Outcome: A Win-Win for Employee and Manager
With structured guidance and trust-building efforts, Jordan begins to demonstrate improved performance, confidence grows, and Alex regains faith in the hiring decision. Instead of a costly replacement process, the company retains and develops talent effectively.
Key Takeaways for Managers
- Assess before assuming – Identify whether the issue is skill-based, adaptation-related, or onboarding-related.
- Communicate openly – Frame conversations as developmental, not disciplinary.
- Support without micromanaging – Offer resources, mentorship, and structured short-term goals.
- Foster trust through consistency – Implement check-ins that encourage, not intimidate.
🔹 Final Thought: Hiring the right talent isn’t just about selecting the best candidate—it’s about ensuring they have the environment to succeed. A strong leader turns potential into performance.
Find out how Good4work can help assess skill gaps, recognize key skills for business performance, and help define a clear path for employees to succeed. Request a demo today.
