Stop Throwing New Employees Into the Deep End

Stop Throwing New Employees Into the Deep End

Why shadowing isn't an onboarding strategy, and what great organizations do instead.

A few months ago, I was talking with a leader from one of the most respected dealerships in our industry.

They have an outstanding culture. Great leadership. Talented people. A strong reputation. The kind of organization most people would point to as an example of success.

During our conversation, I asked a simple question.

"Can I see your onboarding program?"

There was a pause.

Then came an honest answer.

"We really don't have one."

What they described wasn't unusual. In fact, it's what I hear from organizations throughout the contract interiors industry.

New employees complete their HR paperwork. They receive their laptop. They meet the team. Then they're told to spend the next few weeks shadowing experienced employees.

The expectation is simple.

"You'll pick it up."

The problem is...

That's not an onboarding program. It's a learning activity. And those are two very different things.

Shadowing Is Valuable. It Just Isn't Enough.

Before I go any further, let me be clear. I believe in shadowing.

Some of the most valuable lessons I've learned throughout my career came from watching experienced professionals interact with customers, solve problems, and navigate difficult situations.

Shadowing absolutely has a place. But shadowing was never meant to carry the entire weight of onboarding.

Think about what we're asking experienced employees to do. We're expecting them to perform their own jobs while simultaneously teaching someone who knows very little about our industry.

We're asking them to remember every concept a new employee needs to understand. We're assuming they naturally know how to teach. And we're hoping every new hire receives a consistent experience.

That's a lot to expect.

The Shadowing Myth

One of the biggest myths in business is the belief that because someone is exceptional at their job, they'll automatically be exceptional at teaching others.

Those are two completely different skill sets.

Some of the best salespeople I've ever known struggled to explain why they made certain decisions. 

Experienced project managers often solve problems instinctively because they've seen them hundreds of times.

Customer service professionals answer questions without even realizing how much knowledge they're drawing from.

Experience becomes automatic. Teaching requires intention.

Without structure, new employees often receive bits and pieces of information based entirely on what happens to come up during the day.

Important concepts are missed. Questions go unasked because the new employee doesn't even know what they don't know. And learning becomes inconsistent.

The Hidden Cost

When organizations rely exclusively on shadowing, something else happens. The experienced employee slows down. Their productivity decreases because they're constantly stopping to answer questions. The new employee feels guilty for interrupting them.

Managers spend time filling in knowledge gaps that could have been addressed earlier. Everyone works harder. Very little works better.

I've seen this happen over and over again. Not because people don't care. Quite the opposite. They care deeply. They're simply doing the best they can without a structured way to transfer knowledge.

You Can't Learn an Industry by Accident

The contract interiors industry is remarkably complex.

There are manufacturers. Dealers. Independent reps. Design firms. End users. Pricing structures. Contracts. Specifications. Installation. Project management. Customer experience. Industry associations. Market segments.

It's unrealistic to expect someone to absorb all of that simply by following another person around for a few weeks.

Learning an industry like ours requires intention. It requires context. Most importantly, it requires understanding why things work the way they do, not simply memorizing what to do.

That's where confidence begins.

Imagine a Different First Month

Now imagine a different experience.

Imagine a new employee spends their first few weeks building a solid foundation. They learn the contract interiors ecosystem. They understand the terminology. They begin to grasp pricing fundamentals. They understand the roles of manufacturers, dealers, independent reps, designers, and end users. They gain confidence before they're expected to contribute.

Now imagine they begin shadowing.

The conversations change. Instead of asking, "What does that acronym mean?" They're asking, "Why did you recommend that solution?" Instead of trying to keep up with basic terminology, they're learning judgment.

That's where experienced professionals create the most value.

Better Onboarding Doesn't Replace Shadowing

It makes shadowing dramatically better. The experienced employee spends less time explaining fundamentals and more time sharing wisdom.

The new employee asks better questions. Learns faster. Builds confidence sooner.

Everyone wins.

The Opportunity for Our Industry

One of the things I admire most about the contract interiors industry is how willing people are to help one another. Experienced professionals genuinely want new people to succeed.

But generosity alone isn't a strategy.

As our industry continues to evolve, we need onboarding programs that are as intentional as the businesses we're building.

That's one of the reasons I created CORE Foundations.

Not to replace your onboarding program.

To make it better.

CORE Foundations provides the industry foundation that so many organizations struggle to teach consistently, allowing your leaders and experienced employees to focus on what they do best, sharing the judgment, insight, and real-world experience that only years in the industry can provide.

When that happens, everyone grows faster.

And here's what I've learned after nearly three decades in this industry: The organizations that develop people intentionally will always outperform those that simply hope people figure it out.

Because great onboarding doesn't happen by accident.

It's built with purpose.