When Jobs Don’t Meet Expectations: An HR Guide to Recovery from Unmet Expectations

4 of July, 2023

Have you ever hired someone for a role, only to find out a few weeks in that it’s just not working out? Maybe their skills aren’t quite what you expected or the job responsibilities don’t actually match what they thought they were signing up for, as a simple case of unmet expectations.

As an HR manager or business owner, it’s frustrating to invest time and resources into recruiting and onboarding, only to end up back at square one. The good news is, it doesn’t have to be the end of the road. There are a few key things you can do to course correct, meet expectations, and get the role back on track.

Recognizing the Signs: How to Tell When a New Hire’s Expectations Aren’t Being Met

If that new hire isn’t thriving like you expected, it’s time to take action. As an HR manager, you need to determine if their job isn’t meeting expectations and make things right.

Look for signs like:

• Decreased productivity or motivation. Are they struggling to keep up or lacking their usual enthusiasm?
• Trouble adjusting to the role or company culture. Do they seem confused about their responsibilities or like they don’t quite “fit in”?
• Expressing dissatisfaction. Have they complained that the job isn’t what they expected or said they’re unhappy with some aspect of the work or environment?
• Increased absenteeism or tardiness. Are they frequently calling in sick or showing up late? This could indicate low morale or a lack of engagement.

If you spot these red flags, sit down with the employee and get to the root of the problem. Be open to feedback and make a plan to get their experience back on track. Whether that means adjusting responsibilities, improving onboarding, or other solutions, take action right away. The last thing you want is a new hire that never meets their potential.

The Costs of Unmet Expectations: Why Acting Fast Matters

When new hires find their job isn’t what they expected, it hurts productivity and morale. As an HR pro, act fast to get things back on track.

• Unmet expectations lead to dissatisfaction and higher turnover, costing you time and money. According to Sesame data, replacing an employee can cost over $10,000!
• Morale suffers when people feel misled. Resentment builds, and work quality declines. Address issues now before small problems become big headaches.

Have an honest conversation. Explain the situation and listen to their concerns. Look for compromise and common ground. Maybe certain tasks aren’t feasible but others can be restructured. Be flexible – their input matters!

If the role can’t be salvaged, help them find a better fit. Your support during transition means a lot. And don’t forget the lessons learned: Revise job listings and interview practices to prevent future letdowns.

While it’s not ideal, unmet expectations happen. With empathy, communication, and a willingness to adapt, you can get back on the right track. Your employees and bottom line will thank you!

Have an Open Conversation: How to Address the Issue Directly and Professionally With the Employee

Have an Open Conversation

The best way to address an employee’s unmet expectations is through direct, professional, and empathetic communication. Schedule a meeting and:

• Explain that you’ve noticed they seem dissatisfied in their new role. Ask open-ended questions to understand their concerns fully. Listen without judgment.
• Discuss the job description and priorities again to clarify any misunderstandings. Explain the company’s goals and values to help them see the bigger picture.
• Ask what you and the company can do to support them. Be willing to compromise when possible. Additional training or mentorship may help them feel more comfortable in the position.
• Provide constructive feedback on their performance and specific ways they can improve. Offer to re-evaluate in 30 to 60 days.
• If after attempting to address their concerns, you find the role is truly not the right fit, discuss a transition plan. It’s best for both parties to find a position better suited to their strengths and priorities.

With open communication, you have the best chance of turning an unmet expectation into an opportunity. The key is to be proactive, fully understand the issues, and try to find solutions that work for everyone. But also be willing to accept that sometimes a role is just not meant to be. Handling the situation professionally will still reflect well on you as an employer.

Provide Additional Training and Set Clear Expectations: How to Get the Employee Back on Track

Provide Additional Training

Once you’ve identified any gaps between an employee’s expectations and the realities of the role, provide extra training to address them. Schedule one-on-one or group sessions to go over key responsibilities in more depth. Have the employee shadow a high-performing team member. Set up mentorship with someone in a similar position. These types of on-the-job learning opportunities can be highly valuable.

• Clearly define all requirements and expectations. Review the job listing and have an open conversation about what success looks like in the role. Set concrete goals and metrics for the first few months.
• Give regular feedback and coaching. Meet weekly or biweekly at first to check in on progress, see if there are any lingering questions or concerns, and determine if further training is needed. Your attention and support can help get things back on track.
• Consider a probationary period. For a new employee, establish an initial trial period, like 3 to 6 months. This allows both parties to evaluate if the role is the right fit before committing long-term. Be open to parting ways if needed.

With additional training, clearly set expectations, close guidance, and the potential for an initial probationary period, you can work to align an employee’s understanding of the job with the actual day-to-day responsibilities.

The key is open communication and a willingness to invest in their success. If after trying the above steps there is still a mismatch, it may be time to re-evaluate the hiring decision. But in many cases, a little extra effort and the right resources can get a new employee up to speed and engaged.

Make Changes to Avoid Future Issues: How HR Can Set the Right Expectations From the Beginning

Set Clear Expectations

As an HR manager, it’s your job to make sure new hires know exactly what they’re getting into. During the interview process, be transparent about the role and company culture. Discuss the day-to-day work, priorities, and challenges. Ask candidates if they have any questions or concerns about what the job entails. It’s better to address issues upfront rather than deal with disappointment and resentment down the road.

Once you’ve made a hiring decision, stay in close contact. Send an offer letter that clearly outlines the job responsibilities, compensation, benefits, start date, and probationary period. Walk the new employee through what they can expect in their first weeks and months. Check in regularly to see if they have any other questions or require any additional resources or training to thrive in their role.

Leaving things ambiguous or making assumptions is a recipe for disaster. By being open, honest and available, you set the right expectations and build the foundation for a successful working relationship. The more informed and supported an employee feels, the less likely they are to become disillusioned or decide the job isn’t right for them.

As HR professionals, we owe it to our organizations and employees to get this part right. You can improve your onboarding, internal communication and keep track of your employees with Sesame HR, the software tailor made to help your company. Try it for free now!