When bringing a new member onto your team, we always have high hopes that the person will work out best. We envision them being a leader, taking over their responsibilities easily, getting along well with their co-workers, being a collaborator, and the list goes on.
Yet, sometimes we hire people who seemed to have all that we were looking for, but when they get started in the position something is just off. At times, it’s hard to put your finger on what it is exactly.
When you just can’t figure it out, check out these 7 signs that you’ve made a hiring mishap:
- The person insists that they know how to do the position and tasks at hand, yet aren’t making progress on projects.
- They aren’t integrating with the team and starting to create a bond with the other people in the office.
- You don’t see an effort to be fully engaged in meetings and collaborative efforts.
- You notice frequent or common mistakes, and they continue, even after being addressed.
- Attendance, lateness and obvious disrespect for the office culture.
- The person is attached to an old way of doing things and not open to integrating the ways of the new company and position.
- They don’t ask any questions and aren’t curious about the position and the details of their responsibilities.
Hiring mistakes can happen when we hire in a hurry or are desperate to fill a position, but they can also happen when we haven’t properly screened the person and ensured they were a good fit for the job and the culture. On occasion, a wrong hire is also someone who just slips through the cracks by being an exceptional interviewee, gets rave reviews from references, and yet still under performs.
Regardless of the reason of how the wrong new hire made it into the office, it’s important to know what to do to next.
First, assess whether it’s the right person, but the wrong position. Second, have a candid conversation with the individual. Third, fire sooner than later. Hanging on to an employee costs more in time and resources than letting the person go.
It’s inevitable. Every company has had to do it. It’s what you do afterwards that really matters to your team. It’s critical that you work to keep morale high after you’ve fired an employee – especially if the fire was unexpected by your team.
Here are 3 ways to restore morale after you’ve fired an employee.
- Be transparent. Be honest about the reason for firing, within guidelines of protecting the employee. Transparency is important in retaining trust and keeping morale when an employee is fired, let go, or laid off.
- Communicate. Whatever you do – don’t hide behind the fire. Meaning don’t act like it didn’t happen, and don’t downplay the seriousness of the event. Employees often fear for their own job security after someone is fired or let go.
- Educate. In order to do both #2 and #3 above you’ll need to educate your team on what’s expected of them. The more informed they are about your expectations – the more they can safely assess their own stability and performance.
After some time has passed be sure to utilize other morale building strategies such as team-builders, company events, and other rewards for employees who are doing a good job or going above and beyond their expected roles.
And always remember – reward positive behavior before reprimanding negative. It reinforces what you want to see happen within your team, over what you don’t want your employees doing.
The saying, “hire slow and fire fast” stems from the affects a bad employee has on a company. Whether you are seeing the affects or not – a bad employee really is costing you more than you think.
And if you’ve ever been a co-worker or a colleague of someone who is long overdue to be released from their duties, then you know exactly what we are speaking of.
Let’s face it – firing is tough. It’s hard. It’s uncomfortable, and no one likes to do it. But it must be done. Not only for the sake of the company – but for the entire staff as well.
Here’s where your bad employee may be costing you.
- Productivity. It’s unlikely that a bad employee is productive. It’s more likely that they are not only unproductive, but also destructive. They typically have terrible customer service, miss deadlines, and dismiss company protocols and policies. Missed productivity costs companies countless dollars in revenue, even if your bad employee isn’t selling a thing.
- Virus/Germs. Just like a bad cold will spread through the office virtually overnight, a bad employees attitude will infect those around them. Even your greatest employees may get caught up in the “office virus.” These employees are often referred to as energy vampires, as they can literally suck the life out of your staff. While this may sound harsh, it’s true. Don’t let one bad employee take out your team.
- Morale. Just like cancer spreads through the body, or a bad strawberry will mold the rest of the container. Don’t let one bad employee steal your office morale. The bad employee is likely negative, under producing, and causing others to decrease their morale right along with them. Company culture is one tough cookie to replace – if you let this bad employee go too far – you’ll easily lose control.
Regardless of what affects you have seen from your bad employee – there’s only one thing you can do – fire fast. And next time, hire slow.