Dear Tilak,

Your frustration is understandable, but the good news is that you’ve caught this early enough to address it head-on. Situations like this are not uncommon, and as much as they test our patience, they can also reveal opportunities for improvement—either in the way expectations are communicated or in understanding what the new hire truly needs to succeed.

Here’s a step-by-step plan to address the issue:

1. Schedule a Focused Conversation

Create a dedicated time to meet with your new team member. Let her know in advance that this is a check-in to align expectations and discuss her progress. This prepares her for a substantive conversation rather than catching her off guard.

2. Start with the Facts

Begin by sharing objective observations, free of judgment. Use specific examples:

• "I noticed you’ve completed only 40% of the onboarding modules, and I’ve had to explain our Teams setup multiple times. I’ve also asked for short reports from your calls, but I’ve only received one so far."

Frame this as information rather than criticism to avoid defensiveness.

3. Ask Open-Ended Questions

Create space for her to share her perspective:

• “What has been most challenging for you in your first six weeks?”

• “What has prevented you from completing the onboarding tasks or delivering the reports?”

• “How can I best support you right now?”

The goal is to uncover whether the issue is workload, lack of clarity, personal challenges, or something else entirely.

4. Collaborate on a Plan

Once you understand her perspective, co-create a plan with clear and achievable expectations:

• Break tasks into smaller, manageable chunks with deadlines.

• For example: “Let’s aim to complete Modules 1 and 2 in the LMS by Friday, and review the Teams site setup again during our next meeting.”

• Emphasize priorities: “For now, let’s pause the reports. Instead, focus on getting through onboarding and shadowing calls.”

5. Set Clear Consequences

If necessary, gently outline potential next steps if improvement isn’t made:

• “My goal is to support your success here, but we need to ensure tasks are completed on time. If there’s no progress by [specific date], we may need to revisit your role and fit with the team.”

Be firm but kind. This establishes accountability while maintaining respect.

6. Involve HR (if needed)

If her challenges seem related to personal difficulties, a learning difference, or another unforeseen barrier, your HR team can provide additional resources or accommodations. This ensures you’re both compliant with workplace policies and providing equitable support.

7. Monitor Progress

Schedule a follow-up check-in to review her performance and discuss any lingering challenges. If there’s improvement, acknowledge it and build on that momentum. If not, it may be time to reassess her fit for the role.

Final Thoughts

Approaching this with clarity, kindness, and a genuine commitment to her success will help both of you navigate this situation more effectively. Regardless of the outcome, you’ll have taken the steps to address the issue directly while upholding your standards for the team.

Best wishes,

Yogesh