{ "media_type": "text", "post_content": "Managing a new hire who is rubbing colleagues the wrong way; delegating to superiors (rather than asking) and pinging outside working hours. What’s the best way to give feedback on these soft skills? This was already addressed but this person isn’t exactly breaking rules, just rude tone and wants things done on their time.", "post_id": "607f57a199d25500249e79dd", "reply_count": 4, "vote_count": 6, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech", "feed_type": "crowd" }

Managing a new hire who is rubbing colleagues the wrong way; delegating to superiors (rather than asking) and pinging outside working hours. What’s the best way to give feedback on these soft skills? This was already addressed but this person isn’t exactly breaking rules, just rude tone and wants things done on their time.

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Oof. 1+1 to check in on how things are going. Have a general conversation, find out what they're struggling with and enjoying. You might find opportunities within what they're talking about to suggest "easier approaches" to something and then sort of tack on the smaller things at the end of the meeting like - by the way our policy here is to stick within working hours but appreciate the spirit.

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If they're being rude, then they don't need to be treated with kid gloves. You can say hey I'm noticing a few things here's what they are that's not how we interact as a team, you might not have known that and now you know.

smart

I see this happen a lot with new hires trying to “make a name for themselves.” The best thing to do is be direct, speak from facts and not feelings, and offer them a mentor or some of your time to work on tone and communication. If you frame this as a development goal for them, you get better results than trying to nudge them gently.

It's Refreshing to read this. It's usually the other way round.

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