Why Your New Hires Suck (And It’s Probably Your Fault)

When your team isn’t clear on what success looks like, it usually means expectations weren’t defined early on. Whether it’s a new hire just starting out or a long-time employee unsure about how to move up, we’ve seen how unclear expectations can lead to frustration—for everyone. In this episode, we’re talking about how to create clear, realistic pathways for growth, accountability, and performance, without overcomplicating the process.We’re kicking off Q2 with a real talk about what owners and managers need to think about when hiring and promoting talent—especially when summer hires and Gen Z workers start entering the mix. Whether you’re running a crew, a shop, or a service company, you can’t afford to wing it when it comes to accountability.In this episode, we break down a system that have helped our clients build: four tiers of general labor, each with its own clear set of expectations and pay scale. We talk about why it’s OK for people to stay at level one, how to structure promotions so they actually mean something, and what to do when someone stops pulling their weight.We also get into the mindset shift needed for employees and business owners alike: how to use clarity as a tool, why results should drive pay (not favoritism), and how to make sure your team understands the path forward—if they want to take it. Spoiler: not everyone will. And that’s fine.If you’ve been stuck between trying to raise the ceiling vs. raising the floor in your business, this episode is for you. It’s all about building something sustainable—and that starts with setting expectations that actually work.HighlightsThe difference between task-based vs. results-based expectationsWhy Gen Z employees need clarity—and how to give it to themThe tier system one company uses to guide hiring, raises, and accountabilityHow to make room for workers who don’t want to “move up”Why it’s okay to demote employees (and how to do it the right way)What it really means if your team isn’t referring people to work with youIf this episode gave you something to think about, do us a favor—subscribe, rate, and review on Apple Podcasts. And hey, share it with another owner or manager who could use some no-BS hiring advice.General Labor Position AgreementsConnect with us:Check out the Blue Collar BS website.Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy