As a manager, you do your best to add top talent to your team. However, like others in similar positions, there will be times when you make a bad hiring choice.
Recognizing when you make a bad hiring choice and taking action is essential. You can talk with your new hire about the source of the issue and work to resolve it. This helps maintain productivity and employee morale for your St. Paul company.
Follow these guidelines for what to do when you make a bad hiring choice:
Determine Why Your Hiring Choice Is Bad
Some of the most common signs that you made a bad hiring choice include the following:
- Your new hire does not show up for work on time.
- They are unable to fulfill the job duties and responsibilities.
- Your new hire consistently struggles to reach their key performance indicators (KPIs).
- They do not take responsibility for their actions.
- Peers and supervisors provide negative feedback about your new hire.
Talk with Your Bad Hire
Privately speak with your bad hire to determine why things are not working out. Some of the most common reasons include the following:
- Ineffective organization or time management
- Lacking the skills required for the role
- Unrealistic expectations about the position
- Unwillingness to implement constructive feedback
- A personality that does not blend with your company’s culture
Determine the Source of the Issue
Figure out whether the issue can be resolved. For instance, you might explain the importance of being on time for work and returning after breaks. Or, you could provide additional training or offer to meet a few times per week for coaching.
Consider Training Your Bad Hire
You may not have made a completely bad hiring choice if the employee fits with your company’s culture. If so, you might be better off training them instead of spending more time and money to hire another employee.
You might train your new hire to develop the skills required for the position they have. Or, you might see whether they would be a better fit in a different position within your organization.
If you decide to keep your new hire, specify your expectations. You may use a detailed performance improvement plan with measurable goals and a timeline to reach them.
Document your coaching, progress discussions, and disciplinary actions involving your new hire. Show that you made an effort to help them be successful in the role.
Know When to Replace Your Bad Hire
You may need to let your bad hire go if keeping them does not benefit your company. Common examples include:
- Your new hire misrepresented their skills.
- They do not work well with others.
- Your new hire does not follow company policies.
- Investing in the employee would require more time and money than is realistic.
Remain professional when letting your new hire go. If they were not employed long enough to justify a severance package, consider providing resources to help them find a job elsewhere.
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