Your new team member still needs help
Example situation
During routine customer updates, a new team member keeps asking for help. You expected independent work by now but have yet to observe a complete attempt.
Our recommendation
Observe where help is needed on a routine task and compare that with your explanations and demonstrations. Resolve access or expectation problems, coach the specific skill, and agree on the next attempt with less assistance.
If you are the manager
Set expectations for independent work from the role's tasks, complexity, and opportunities to practice. Inspect an attempt together: “Show me how you find the account information and decide what belongs in the update.” Ask them to explain where they need help.
Did they receive access? Did someone demonstrate the task? Have they attempted it themselves, or watched a colleague complete it? If experienced people are slow on the same step, examine the conditions.
Demonstrate how you select the information, explaining your decisions, then have them prepare the next update. Give feedback against the agreed standard and arrange help where the task requires it.
When they complete a part accurately, acknowledge it immediately and assign them that part of the next task. Keep the task assigned to them during reviews. Check whether they need less assistance on comparable work and whether the support plan fits the role's requirements.
If you are the team member
Show your attempt: “I can find the account history, but I cannot tell which changes belong in the customer update. Can you show me how you choose?”
Confirm which tasks you should handle alone and when to ask for review. After coaching, try the relevant part yourself and compare it with the example. Explain what you can now complete and what still needs support.
The responsibility behind this situation
New Employee Guide Deliver one small winLast Updated: