How do you rescue a bad hire?
We’ve all been there. Your new employee isn’t jelling with the team. They seem to lack the hustle necessary to be a productive team member. They’ve been late a time or two. Or worse, you just don’t like them.
What do you do? Well, here are 3 steps.
1: Give them an early review.
Give the new employee a review within their first 14 days, 30 days at the latest. If necessary, re-align the company’s ethos with the employee’s expectations and let them know where they can improve. Let them know what a “good” employee looks like.
2: Assign them a mentor.
Make sure that employee has a trusted mentor who can communicate your “way” of doing business. Make sure that mentor is objective and inspiring. Entrust the mentor to train the employee and get regular check-ups with both. That way the “bad” employee has someone to go to at all times.
3: Communicate what a “good” employee is.
The mistake I see so many employers make is that they are constantly reacting to their employees. Instead, make it clear what a good employee is. Make a list if need be. A good employee gets to work on time, places patients’/customers’ needs above their own, helps out in other stations during down times…whatever. Leave no doubt in your questionable employee what success looks like.
Not every employee is a good hire and not every employee can be rescued. But, there is no need to waste your time or constantly let employees go. These 3 steps are time-tested and might make a difference in your office/business/practice.
Gordon Duncan is the CEO of ProSight Success, a resource and consulting group working to make businesses and practices more enjoyable, profitable, and efficient.
Gordon Duncan is an award-winning educator, salesman, teacher, manager, and writer. He has taught in the public school system, lobbied for school's accreditation, managed eye clinics, led sales' teams, and also publishes books on theology, church, and culture.