How Do I Talk to a New Team Member Who’s Enthusiastic but Overstepping? | Marketing Q&A

This is a great question and a very common situation, especially with new teammates who are eager to prove themselves.

First, it’s important to recognize and appreciate the enthusiasm — it’s a valuable trait! But without proper guidance, even the best intentions can lead to misunderstandings or friction.

Here’s how you can approach the conversation, from the mindset of a coach helping to hone and improve a member of the team.

Start with empathy and positive reinforcement

Let him know you appreciate his drive and willingness to contribute. Reinforce that his energy is a big asset to the team.

Set clear expectations and boundaries

Explain the team structure and clarify roles. Make sure he understands that while initiative is welcome, delegating tasks needs to go through the proper channels. Or, in the case where you’ve asked him to ask another teammate to perform a task, his communication needs to be clear that he is forwarding it at your request.

Provide context and education

Sometimes new employees don’t yet know the full scope or history of how things work. Offering this context will help him see the bigger picture before making decisions.

Teach about delivery

Sometimes it’s not what you say, it’s how you say it, especially if it’s via text or email where no tone of voice or facial expressions can clarify. This soft skill isn’t always taught in college, so having discussions around this can be beneficial.

Encourage questions and open communication

Create a safe space for him to ask if he’s unsure about something, so he doesn’t feel he has to “guess” what to do next.

Check in regularly

Early in the tenure of any new employee, frequent check-ins can catch misunderstandings before they become bigger issues. I always pre-schedule recurring brief check-ins with new team members that serve as ongoing coaching sessions.

If you handle this thoughtfully, you keep his enthusiasm alive while helping him grow into a collaborative and respected long-term team member.

A Few Quick Tips

• Frame feedback as opportunities for growth, not criticism.
• Ask the employee any ideas they have on how to better tackle the issue, versus simply speaking at them about what to do. Then they have more ownership in the solution.
• Give them time to come up with a solution; it does not usually have to be right on the spot. Reflection is beneficial.
• Use specific examples to illustrate the impact of overstepping.
• Pair your conversation with a clear outline of next steps or responsibilities.
• Invite other team members to share insights through some formal and informal peer mentoring to build his internal network (and at the same time, hone their own leadership skills).

Vicky