Puppy Lessons in Leadership Series
Hiring New Employees
Meet Duke, our eight-month-old puppy and newly appointed Chief Barketing Officer here at IntagHire. He’s been with our team for just six weeks, and let me tell you, the early days were rough. R-U-F-F, if you will.
But now? He’s officially potty trained, settling into a routine, sleeping a solid seven hours (praise be!), and bouncing back from a few puppy illnesses like the champion he is. Watching his journey got me thinking about something I see with clients all the time: bringing on Duke was remarkably similar to hiring a new employee for a small business.
The First Few Weeks: All Hands on Deck
Those initial days with Duke were exactly what every small business owner experiences with a new hire. It’s all hands on deck. There’s chaos, a few messes (literal and figurative), and plenty of “is this going to work?” moments.
You’re questioning everything. Did we make the right choice? Are they going to fit in? Will they actually be able to do the job? With Duke, I was wondering if he’d ever stop having accidents in the house or if he’d always view my favorite shoes as chew toys.
Sound familiar? That’s because the onboarding experience for puppies and people follows the same pattern. There’s an adjustment period where everyone is figuring out the rules, the expectations, and how to work together.
The Magic Happens Around Week Four or Five
Here’s what I’ve learned from years of helping companies with their hiring: something magical happens around week four or five. They start finding their rhythm, showing their personality, and actually contributing to the team.
Duke hit this milestone right on schedule. He figured out the routine, started responding to commands, and yes, began barking at every delivery driver like it’s in his actual job description. Which, honestly, it kind of is now.
New employees go through the same transformation. Those first few weeks might feel overwhelming for everyone involved, but then they start to settle in. They begin understanding the company culture, their role becomes clearer, and they start adding real value to the team.
The Curiosity Phase: Chewing on Ideas
Of course, Duke is still chewing on everything. Every stick in the yard, every toy, every idea that crosses his puppy brain. Just like a new team member, he’s curious, exploring everything, occasionally getting into trouble, but also showing flashes of brilliance.
This exploration phase is actually healthy. New employees should be asking questions, trying different approaches, and yes, sometimes making mistakes. It’s how they learn your systems and find ways to improve them.
The key is channeling that curiosity productively, just like we’re doing with Duke’s enthusiasm for, well, everything.
The Ongoing Coaching Reality
Here’s where the analogy gets really interesting: we’re still due for a few refresher training sessions with Duke. He’s recently discovered a passion for chasing geckos and eating them. (Not exactly the behavior we’re looking for from our Chief Barketing Officer.)
It’s a good reminder that even when someone is settling in well, there’s always room for coaching. Whether it’s redirecting energy or fine-tuning instincts, ongoing training makes all the difference in turning potential into performance.
This is where a lot of small businesses drop the ball. They think once someone makes it through the first month, the hard work is done. But just like Duke needs continued guidance on what’s appropriate gecko behavior, your new hires need ongoing support to reach their full potential.
The Patience Payoff
The truth is, hiring is a messy process. Whether you’re bringing home a puppy or bringing on a new team member, it requires patience, consistency, and faith that the investment will pay off.
But when you stick with it, when you provide the right environment and support, you end up with someone (or some puppy) who brings real value to your organization. Duke may still be learning the finer points of professional conduct, but he’s already made our workplace more fun and, somehow, more productive. What more could you ask for from a new employee?!
What This Means for Your Next Hire
The next time you’re feeling frustrated with a new employee’s adjustment period, remember Duke. Remember that great hires, like great puppies, need time to show you who they really are.
Give them the structure they need, the patience they deserve, and the ongoing coaching that helps them thrive. Because sometimes the best team members are the ones who need a little extra time to find their rhythm.
And who knows? They might just become your next Chief Barketing Officer.