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Even the most experienced hiring managers occasionally face this uncomfortable reality: a new hire who seemed perfect on paper and during interviews simply isn’t the right fit once they’ve started. Whether it’s performance concerns, cultural misalignment, or behavioural red flags, early hiring misfires can be costly and demoralising.

As recruitment consultants who’ve seen both the best and worst-case hiring scenarios, we’re often asked: What should you do when a new hire isn’t working out?

Here’s our advice.

1. Assess the Situation Objectively

It’seasy to jump to conclusions in the early days. The onboarding period can beoverwhelmingfor both the new hire and the team. Before taking action:

• Check expectations: Were they clearly outlined and realistic from the outset?

• Review onboarding: Has the employee had the right support, tools, and time to settle in?

• Get multiple perspectives: Speak with other team members or managers who have interacted with the new hire.

2. Have an Honest Conversation

If concerns persist, transparency is key. Organise a conversation with the new hire that’s structured but supportive. Focus on:

• Specific examples of where expectations aren’t being met

• Clarifying performance or behavioural standards

• Offering concrete support or solutions

This isn’t about placing blame it's about alignment. Many new hires respond positively when given clear feedback and the opportunity to improve.

3. Set a Short-Term Improvement Plan

If the issues are serious but potentially fixable, consider a structured improvement plan. This might include:

• Weekly check-ins

• Clear milestones or deliverables

• A defined review period (e.g. 2–4 weeks)

Make sure it’s documented. This protects both parties and sets a fair benchmark for progress.

4. Know When to Move On

If you’ve provided support, feedback, and reasonable time but the issues remain it may be time to part ways. Dragging out a poor fit does more harm than good:

• Morale can dip across the team

• Productivity suffers

• The cost of inaction compounds over time

Be respectful and professional, but decisive. Ending a mismatch early can be better for everyone involved.

5. Reflect and Review Your Hiring Process

After a mis-hire, it’s essential to look inward:

• Was the job description accurate and aligned to the role?

• Were interviewers clear on what to assess and how?

• Did culture fit take a back seat to technical skills?

These insights can strengthen your future hiring strategy.

Conclusion 

Navigating the disappointment of a new hire who isn’t meeting expectations is never easy, but it’s a challenge that every manager will face at some point. 

By approaching the situation with objectivity, open communication, and a structured plan, you not only give the new employee a fair chance to succeed but also protect your team’s morale and productivity. If it becomes clear that moving on is the best option, doing so respectfully and decisively can minimise disruption and set the stage for future success. 

Most importantly, each experience is an opportunity to refine your hiring process, ensuring that every new addition is better aligned with your team’s needs and culture. In the end, thoughtful action and honest reflection turn even difficult hiring moments into valuable lessons for growth