If you see someone doing something wrong at the workplace, you have a moral obligation to speak up. If you were the new hire and you were doing things wrong, would you prefer if people kept quiet to your face and (cowardly) told your boss instead? Or would you prefer if people gave you the capacity building feedback that helps ensure your success?
You don’t have to be a manager to tell someone, “you shouldn’t have done A because of X, Y, and Z” or “that isn’t how we work around here, next time do xxx”. How in the world is letting these things fester for days or week any better for anyone than telling him what he's doing wrong?
- Fix problems while they are small.
- Take ownership of problems.
- Have the courage to speak honestly with candor.
These are the values of a great workplace.
What's stopping you from taking this guy to lunch and telling him everything you're thinking about his performance? That would be a start. Your duty isn't to keep your head down and "survive"; it's to build a great company. If people are hurting your organization you should stand up and stay something. So first, take him aside and compassionately let him everything that's on your mind about this performance. He needs to hear it. Tell him the way he's going about things isn't how we work around here. Give him plenty of time to respond.
By not speaking up, you're making things worse than they need to be. Be humble. Be helpful. Do it immediately. Do it in person.
You may be surprised at how effective straight talk can be in improving relationships and solving problems when it comes from the right place.
The "new hire" is portrayed as a bozo, so I think people's natural reaction is to suppress empathy and compassion for him. But what if that bozo was you, your wife or brother, or a good friend? Maybe the guy got hired because there wasn't enough budget for a more senior person, but the manager thought with a bit more time and help from the team he should gain competency. Why deny him that opportunity?
How I could say this to my boss?
What's so hard about just saying it? If things don't improve by all means talk to your boss or his boss or whoever else on your team needs to know. I don't understand these people who say, "leave the managing to the managers". At my organization, anyone can weigh in on anything--regardless of their role. The worst thing you can do is not say anything and to just allow the company to waste more time and more money because someone failed to hire a star for this role. You don't need "hard" power to influence people. You have more power over this situation than you realize. Use you influencing power to step up and do the right thing. If you were the owner of this organization, how would you want the team to behave in this situation?
resources: See Kim Scott's book, "Radical Candor", or just watch her talk here.