"What to Do When Your New Hire Isn’t Working Out"

You made a hire. You were excited. Three months later, it’s clear something is wrong.

The new employee isn’t meeting expectations. The cultural fit isn’t there. Your team is frustrated. You’re dreading the conversation you know you need to have.

This situation is more common than most people admit. Here’s how to handle it.

First: Diagnose the Problem

Before taking action, understand what’s actually going wrong:

Is it a skills gap? They don’t have abilities you thought they had.

Is it a will gap? They have the skills but aren’t applying them.

Is it a fit gap? They’re capable but wrong for your team or culture.

Is it an onboarding failure? They weren’t set up for success.

Is it unclear expectations? They’re trying but aimed at the wrong targets.

Each of these requires a different response. Acting before you understand the problem usually makes things worse.

Have the Conversation Early

The longer you wait, the harder it gets. Most managers delay difficult feedback because they’re hoping things will improve on their own.

They rarely do.

Have an honest conversation as soon as you recognise a pattern. Not “I have some minor feedback” but “I’m concerned about how this is going, and I want to discuss it openly.”

Be specific about what you’re observing. Be clear about what needs to change. Ask for their perspective—you might learn something that changes your understanding.

Give It a Real Chance

If the problem is addressable—a skills gap that training could fix, unclear expectations that you can clarify—give the employee a genuine opportunity to improve.

This means:

Clear, documented expectations for what improvement looks like. A realistic timeframe (usually 30-60 days for significant changes). Regular check-ins to provide feedback and support. Actual resources to help them succeed—training, mentoring, adjusted responsibilities.

Half-hearted “improvement plans” that are really just documentation for termination are unfair to everyone. Either commit to helping them succeed or make a clean decision.

Know When to Cut Losses

Sometimes, despite everyone’s best efforts, it’s not going to work. Recognising this quickly is a kindness to everyone:

Your business needs someone who can do the job. Your team needs relief from carrying an underperformer. The employee needs to find a role where they can succeed.

Keeping someone in a failing situation because you feel guilty helps no one. The best managers make difficult decisions decisively while treating people with respect throughout.

Learn From It

Every failed hire contains lessons:

What did you miss in the interview process? What would have helped during onboarding? Were your expectations realistic? Did you move too fast or ignore warning signs?

These lessons only matter if you actually apply them to future hiring. Otherwise, you’ll repeat the same mistakes.

Protect Your Team

While you’re working through this, remember that your existing team is watching. How you handle difficult situations tells them a lot about what kind of manager you are.

Be fair but decisive. Don’t let one person’s struggles drag down the whole team. And once you’ve made a decision, act on it promptly.

The best thing you can do for your team—and often for the struggling employee—is to resolve the situation rather than letting it linger.