Here’s What To Do If You’ve Made a Bad Hire
When you’re in a position that involves hiring employees, there will be times when you make a bad hire. Whether the employee isn’t a good fit for company culture, lacks the drive to succeed in the role, or presents other challenges, the costs of keeping the employee are substantial. Therefore, you need to do what you can to remedy the situation as quickly as possible. Here are some steps you can take if you think you’ve make a bad hire.
The longer you wait to make changes, the harder it’ll be. If you don’t take action, you’ll end up bearing additional costs and lost time. Observe the employee to determine why they’re not a great fit for the position. Ask the employee’s manager and colleagues for feedback on the employee’s performance. Keep a written list of what you observe or hear. In addition, make copies of paperwork or take pictures of poorly finished work.
They may be not trying their hardest. Also, the employee could be letting personal issues interfere with their concentration. In addition, the employee may need more training. Try to determine the reasons why the employee is not performing at the expected level.
Assign a New Role
If the employee has a positive attitude and is open to additional training, they might perform at the expected level. Ensure you provide immediate, ongoing feedback so the employee knows where they excel and in which areas they need to improve. Also, provide clear steps the employee can take to reach the expected performance level. Furthermore, reward them for proper behavior.
Document every conversation you have with the employee and their manager and co-workers to show patterns of behavior. If issues become serious enough and violate your company’s rules or employee handbook, consider writing up the employee. Because you documented previous conversations about the issue, you’ll have evidence supporting your decision. Ensure the employee’s manager or an HR member is present and signs off on all documentation when you write up the employee. You’ll potentially avoid further issues down the road if you end up letting the employee go.
Help the Employee Transition
Provide severance pay, health insurance and other perks if possible. Provide a great reference for the work the employee completed well. In addition, introduce them to other employers who may benefit from their skills and experience. Furthermore, assure the employee their contributions are appreciated.
Our Talent Acquisition Team can help you find the right fit for a broad range of highly skilled accounting, finance, business and IT professionals in the Boston area. Contact us today to learn more.
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