โ ๏ธ ๐ฌ๐ผ๐'๐ฟ๐ฒ ๐ป๐ผ๐ ๐ฟ๐๐ป๐ป๐ถ๐ป๐ด ๐ฎ ๐ต๐๐ฏ๐ฟ๐ถ๐ฑ ๐บ๐ผ๐ฑ๐ฒ๐น. ๐ฌ๐ผ๐'๐ฟ๐ฒ ๐ฟ๐๐ป๐ป๐ถ๐ป๐ด ๐ฎ ๐ด๐๐ฒ๐๐๐ถ๐ป๐ด ๐ด๐ฎ๐บ๐ฒ.
And your new hires are paying the price for it.
So, youโve got a hybrid policy.
It looks good on paper.
Flexibility. Trust. Autonomy.
But someone new joins the businessโฆ
And they barely speak.
Theyโre camera-off.
Theyโre not picking anything up.
And 3 months later - youโre
โmanaging performance.โBut what you never did was manage the environment.
Hereโs what youโre missing:โณ Theyโre working from a noisy shared flat, or their childhood bedroom
โณ They donโt know who to go to for help
โณ No one taught them how to build work relationships online
โณ They havenโt been shown what good looks like - just told โyouโll pick it upโ
But youโre calling it flexibility.
One of our tech clients came to us frustrated.
They had onboarded three graduate hires remotely.
All three were showing signs of disengagement -
Late responses.
Missed instructions.
No initiative.
One had already been flagged for performance concerns.
But the manager admitted:
โIโve never actually met them properly.โ
They werenโt facing a performance issue.
They were facing an invisibility issue.
So we got involved.
Hereโs what we did:โณ Rebuilt their onboarding to prioritise connection, not just compliance
โณ Assigned a buddy + visible team sponsor from day one
โณ Added structured check-ins daily in week 1, then weekly
โณ Introduced soft-signal monitoring for disengagement triggers
โณ Trained line managers on proactive communication and virtual inclusion
The result?โ๏ธ The flagged employee hit all targets within 6 weeks
โ๏ธ Manager confidence restored across all new starters
โ๏ธ Onboarding satisfaction scores jumped by 44%
โ๏ธ Hybrid retention improved quarter-on-quarter
โ๏ธ And the company rewrote how it supports junior remote staff, with purpose
This isnโt about blaming young people for
โnot getting it.โItโs about fixing the system they walk into.
If your hybrid model doesnโt account for personal realities, then itโs not flexibility.
Itโs just neglect with a nicer name.
We donโt fix problems once they blow up.
We stop them happening in the first place - as your all-inclusive HR department for less than minimum wage.
If you're ready to get to the root of the issues without handing out red cards all the time, then I'd love to speak.
Letโs fix the structure before you lose the talent.
Book a chat into my diary:https://lnkd.in/eSXgRSX5โป๏ธ REPOST to help your network lead with intention
โถ๏ธ Follow Tina S. Rahman for blunt HR and leadership truths
๐ฃ Get the People Pathway Blueprintโyour complete DIY toolkit from hire to exit
https://lnkd.in/eguiG_pUA great article by
People Management magazine by
Katie Jacobs
