Conversation Planner · for managers
How to talk to a new hire who is struggling
Read the approach below, or skip ahead and get a plan written for your own situation.
Plan my conversation — free ↓Why the usual approach fails
Managers often wait, hoping a new hire will "settle in", and then raise it months later as a performance issue. By then the person feels ambushed. New people can't fix gaps nobody has named. The earlier and more specific the conversation, the kinder it is.
How to open
"I want to check in on how the first six weeks have gone, and I want to be straight with you about one area where I'd expected you to be further along, so we can fix it together now."
Ask before you tell
- "How are the first weeks feeling from your side?"
- "Which parts of the job still feel unclear?"
- "What help would make the biggest difference?"
What to agree before you leave the room
The two or three tasks they should handle on their own within a month, the support you'll give, and a weekly fifteen-minute check-in until then.
Make it yours — free
Edit the details below to match your situation and get a full five-step COACH plan by email.
Other conversations
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Built on the COACH method by Jon Kludt, Business Coach · Certified EOS Implementer® · thecoachconversation.com