Hiring your first employee, or filling a role for the very first time, is an exciting milestone for any business. It’s a sign that your workload, customer base, or ambitions have grown to the point where you can’t (and shouldn’t) do it all yourself.

As one would expect, along with the excitement comes a challenge: setting realistic expectations for what this person can achieve, especially in their early days. Without clear and achievable expectations, you risk frustration on both sides. Don’t fall into the trap of “We’ll see how it goes/ where this takes us.”

Here’s how to approach hiring your first employee in a new role.

Be Clear on the Role’s Purpose

Before you even start advertising, ask yourself:

• What’s the primary reason this role exists?
• What problem is it solving or workload is it relieving?
• How will you measure whether it’s working?

This will stop you from expecting one person to be a “fix-all” and help you focus on their core contribution.

Start with Achievable Goals

A new hire won’t walk in knowing your processes, your clients, or your quirks. Even experienced candidates need time to learn the ropes. Set small, measurable goals for the first three to six months, things that help them integrate into your business and gradually take on more responsibility.

Avoid the ‘Everything Person’ Trap

It’s tempting, we get it, especially in a small business, to hand over any task that comes up. While some flexibility is great, giving someone a constantly shifting list of unrelated duties can lead to confusion and burnout.

Stick closely to the role’s core functions, and only expand once they’ve settled in.

Understand the Learning Curve

Even the right candidate will need training and context. Build in time for them to shadow you or a colleague, learn systems, and ask questions. The better their onboarding, the sooner they can contribute at full capacity. Most importantly – don’t leave them hanging. Dedicate time for the new employee and don’t expect them to read your mind.

Provide Feedback Early and Often

Don’t wait for a formal review to talk about performance. Short, regular check-ins help you catch misunderstandings early and keep things on track. It also reassures your new hire that they’re moving in the right direction.

Hiring for a role for the first time is a big step… but it’s also a learning process for you as a manager. By setting clear, realistic expectations and allowing space for your new hire to grow into the role, you’ll build a stronger working relationship and a more productive team.

Share this article with a friend or colleague.