The LadyKiller
Senior Don Juan
- Joined
- Oct 5, 2011
- Messages
- 409
- Reaction score
- 25
About a month ago, my company hired a new employee at my position. The boss wants to promote me, but needs people who can do my current job before that can happen. The new employee has a good work ethic - he arrives on time, works hard, but is struggling to accomplish basic tasks. On days when I am with the new employee, things ultimately turn out ok because I become a safety net and will catch any mistakes before they are submitted, while also showing the new employee the right way to do the task. On the days I am not working with him, however, there are some big-time struggles. One of my supervisors told me it takes him an hour to complete tasks that should take 5 minutes. Puzzling, because I've trained the employee on those tasks multiple times.
Today, my boss asked me to send him a written evaluation of the new employee by the end of the week. According to a supervisor and some of my other coworkers, he falls back into mistakes he shouldn't be making when I, the safety net, am not there to steer him in the right direction. Because of the frequency of errors, my boss isn't sure the new employee will make it.
On one hand, I want the new employee to succeed. He has good character traits, had experience in the field and our company is looking to increase its workforce. On the other hand, his performance is underwhelming. We knew overall knowledge of what we cover would be a weakness, but not to the extent that it would cripple his ability to complete a simple task (to be clear, he does succeed in some areas of the job, but fails miserably in others). I've never been in management, and my superiors have seen many more people come and go, giving them a better overall sense of judgement. From purely a performance standpoint, how much time do you give a new coworker to sink or swim?
Today, my boss asked me to send him a written evaluation of the new employee by the end of the week. According to a supervisor and some of my other coworkers, he falls back into mistakes he shouldn't be making when I, the safety net, am not there to steer him in the right direction. Because of the frequency of errors, my boss isn't sure the new employee will make it.
On one hand, I want the new employee to succeed. He has good character traits, had experience in the field and our company is looking to increase its workforce. On the other hand, his performance is underwhelming. We knew overall knowledge of what we cover would be a weakness, but not to the extent that it would cripple his ability to complete a simple task (to be clear, he does succeed in some areas of the job, but fails miserably in others). I've never been in management, and my superiors have seen many more people come and go, giving them a better overall sense of judgement. From purely a performance standpoint, how much time do you give a new coworker to sink or swim?