{"id":4253,"date":"2019-02-26T04:46:17","date_gmt":"2019-02-26T09:46:17","guid":{"rendered":"https:\/\/www.successories.com\/blog\/?p=4253"},"modified":"2019-07-18T11:39:35","modified_gmt":"2019-07-18T15:39:35","slug":"what-to-do-when-a-new-hire-underwhelms","status":"publish","type":"post","link":"https:\/\/www.successories.com\/blog\/what-to-do-when-a-new-hire-underwhelms\/","title":{"rendered":"What To Do When A New Hire&#8217;s Don&#8217;t Work Out"},"content":{"rendered":"\n<p>No matter how robust your hiring process is, sometimes it happens.\u00a0 You go through the applicants as carefully as you can, you ask pointed, hard-hitting interview questions and then, the employee you ultimately select just doesn\u2019t quite measure up for one reason or another.\u00a0 What do you do then?\u00a0 <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Tips on making new employees successful<\/h2>\n\n\n\n<p>New colleagues and things to learn, along different daily tasks make starting a new job an exciting time for most \u201cjust hired\u201d employees, unfortunately this doesn\u2019t last. This high level of excitement and engagement that makes a new employee seem like the perfect pick for a company is often referred to as the \u201choneymoon period\u201d and when it\u2019s over these same energetic people come down with a \u201changover\u201d.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Identifying Employee&#8217;s Issue Root Causes<\/strong><\/h3>\n\n\n\n<p>Although your first impulse might be to fire the new hire as\nquickly as possible and move on, this is seldom the optimal move.&nbsp; After all, there was something you obviously\nliked about the employee in question, even if they proved not to be a perfect\nfit once hired.&nbsp; Given that, the first\nstep is to do a deep dive and come to some understanding of exactly why they\u2019re\nnot working out.<\/p>\n\n\n\n<p>This could be for any number of reasons.&nbsp; Maybe your job description doesn\u2019t align well\nwith the actual responsibilities of the job.&nbsp;\nMaybe it\u2019s a training issue.&nbsp; It\ncould be a problem with the employee\u2019s personality not meshing well with the\ncorporate culture.&nbsp; Whatever the case,\nthere\u2019s always one or more specific reasons and the faster you gain a firm\nunderstanding of what those reasons are, the faster you can make intelligent decisions\nabout how to proceed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Addressing Employee Training Issues<\/strong><\/h3>\n\n\n\n<p>Training issues take two basic forms.&nbsp; Either the new employee is proving incapable\nof learning the material you\u2019re training on, or there\u2019s a problem with the\nmaterial itself, or its presentation.&nbsp;\nYou can\u2019t automatically assume that just because other employees have\nsuccessfully navigated your training program, everyone will have an equal\nmeasure of success on that front.<\/p>\n\n\n\n<p>There are actually seven different types of learning that <a href=\"https:\/\/www.successories.com\/articles\/what-is-employee-engagement\">employees can engage<\/a> in.&nbsp; These are:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Visual<\/li><li>Aural<\/li><li>Verbal<\/li><li>Physical<\/li><li>Logical<\/li><li>Social<\/li><li>And Solitary<\/li><\/ul>\n\n\n\n<p>If your training is geared toward one, or just a handful of\nthese, you may be making it more difficult for some of your employees to learn\nwhatever material you\u2019re presenting them.&nbsp;\nIn this case, you should take steps to expand the way you teach your\ntraining materials, so you make it easier for more types of learners to master\nthe skills needed to work for you.<\/p>\n\n\n\n<p>Making changes to the way your company conducts training\nisn\u2019t cheap or easy.&nbsp; It takes a\nconsiderable investment in both time and resources, but truthfully, if your\ncurrent training program is very narrowly focused to just one or two different\ntypes of learning, then you\u2019re actually hurting your firm\u2019s growth\nopportunities.<\/p>\n\n\n\n<p>It\u2019s almost certain that your training methodology has\ndriven off at least a few new hires who are simply more accustomed to learning\nin a way that you\u2019re not teaching, which means that you\u2019re not actually hiring\nthe best and the brightest.&nbsp; You\u2019re\ngetting the best hires you can, given the inherent limitations of your training\nprogram.&nbsp; That\u2019s definitely not a great\nposition to be in.<\/p>\n\n\n\n<p>On the flip side though, you can create a powerful strategic\nadvantage for your business by ensuring that your training department caters to\na wide range of learning styles.&nbsp; After\nall, if you\u2019re doing it and your competitors aren\u2019t, the best employees are\ngoing to gravitate to your firm.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Adjust Expectations\n(Yours And Theirs)<\/strong><\/h3>\n\n\n\n<p>If it proves to be the case that there was a mismatch\nbetween the job description and the actual job duties, the employee you hired\nmay not be as ideal a fit as you first imagined.&nbsp; That\u2019s not the employee\u2019s fault.&nbsp; They responded to the job description you\npresented them with.<\/p>\n\n\n\n<p>In this case, it\u2019s important to sit down right away and have\na frank, honest conversation with the employee in question.<\/p>\n\n\n\n<p>Once they know what the actual job is, they might not want\nit.&nbsp; If they do, understand that it may\ntake them some additional time to get up to speed, which brings us to the next\npoint:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Give New Employees More Time<\/strong><\/h3>\n\n\n\n<p>The simple reality is that some people are fast learners and\nothers aren\u2019t.&nbsp; Sometimes, you show a\nperson how to do something once or twice and they\u2019ve got it, while others\nrequire more repetition and\/or the application of different learning strategies\nbefore it sinks in.<\/p>\n\n\n\n<p>That\u2019s okay.&nbsp; While\nyou certainly want to get any new hire up to speed as quickly as possible, this\nhas to be weighed against the needs of your new employee.&nbsp; Remember too that even if the training\nprocess takes a little longer than you expected, it\u2019s still going to be vastly\ncheaper to take that extra time, rather than simply fire them in frustration\nand start over.<\/p>\n\n\n\n<p>This, of course, is especially true if there\u2019s a mismatch\nbetween the job description you posted and the actual job duties, as we talked\nabout in the last section.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Cultural and\nPersonality Clashes<\/strong><\/h3>\n\n\n\n<p>This is perhaps the most difficult issue to address and may\nwell necessitate early termination.&nbsp; In\nall honesty though, this is something that should have been caught during the\ninterview process.&nbsp; Sadly, these types of\nissues are among the most difficult to deal with and will, in many, if not most\ncases, have to result in the termination of your new hire.<\/p>\n\n\n\n<p>If this happens, it\u2019s a sure sign that you should review\nyour interviewing process.&nbsp; It could\neasily be the case that one set of eyes just isn\u2019t enough here.&nbsp; To ensure a good personality and cultural\nfit, it\u2019s often advantageous to have a peer interview in addition to a one on\none with you and with the manager over the department the new hire will be\nworking in.<\/p>\n\n\n\n<p>Yes, this requires more legwork from you and people you\nemploy, but it also goes a long way toward ensuring that the person you\nultimately select for your position will mesh well with the other people you\u2019ve\nalready got working for you and won\u2019t be the spark of a clash between their\npersonality and your company\u2019s culture.<\/p>\n\n\n\n<p>There are more issues than just these of course, but our hope is that this article will give you plenty to think about if you\u2019re currently dealing with a situation where a new hire just isn\u2019t living up to your expectations for some reason.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What to do When the New Employee Honeymoon Ends<\/h2>\n\n\n\n<p>The disappointment many new employees feel with their job usually sets in after they\u2019ve been there a year, though for some people it can hit after 6 months. It starts when they realize that the job is not living up to their heightened expectations, and now the work place is starting to feel a little stale. The <a href=\"https:\/\/www.successories.com\/fun-motivational-gifts\/1\">employee&#8217;s motivation<\/a> and productivity hits a slump. A study in the Journal of Applied Psychology found that feelings of disappointment were stronger in employees that truly loved their new job. This has managers wondering what they can do to keep their employees engaged.<\/p>\n\n\n\n<p><strong>There are several factors that can contribute to this growing trend.<\/strong> One of the most commonly cited is that new employees tend to look at their leaders through \u201crose tinted glasses\u201d, seldom noticing any flaws with their managers or the work place in general. This optimistic view only last during the period when employees and leaders are getting acquainted, and still focused on building a comfortable relationship. Once this is established, new employees often have a more realistic view of their leaders and the workplace. In employees this can lead to disengagement and dissatisfaction.<\/p>\n\n\n\n<p>Professor of organizational psychology at the University of Western Australia Mark Griffin believes that this data might be mixed. While he admits that an employee will become less engaged at a new job after a year, in most cases it is not as much as they were at their previous place of employment. Professor Griffin found that most people that leave an unsatisfying job for a better opportunity did experience a slight decrease in engagement after 12 months, but they were still happier than they were previously.<\/p>\n\n\n\n<p><strong>There were two minor exceptions in his study.<\/strong> One included the small group of employees that were never happy at any job, and were constantly switching every few years or less. The second exception involves those that felt like they were leaving for a better company, only to find out that they weren\u2019t as happy.<\/p>\n\n\n\n<p>Author of Hardwiring Experience Quint Struder states that the impact of the \u201changover period\u201d can be soften. He recommends that managers ask their new employees the following five questions at 30 and 90 day intervals. They are,<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li>Are we (as a company) like you thought it would be?<\/li><li>What is going well for you at work?<\/li><li>Are there any employees that have been especially helpful?<\/li><li>Did you do anything at your previous job that could be beneficial here?<\/li><li>Do you know of anyone that might be a valuable asset to the team?<\/li><\/ol>\n\n\n\n<p>Even if managers do not like their employees answers it is always better to know of any problems before the \u201changover\u201d starts to really set in.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>No matter how robust your hiring process is, sometimes it happens.\u00a0 You go through the applicants as carefully as you can, you ask pointed, hard-hitting interview questions and then, the employee you ultimately select just doesn\u2019t quite measure up for one reason or another.\u00a0 What do you do then?\u00a0 Tips on making new employees successful [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12,657,6,8,751],"tags":[796,935,787],"class_list":["post-4253","post","type-post","status-publish","format-standard","hentry","category-employee-motivation-2","category-leadership-2","category-motivation","category-office-life","category-productivity-tips","tag-796","tag-935","tag-787"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What To Do When A New Hires Don&#039;t Workout | Successories<\/title>\n<meta name=\"description\" content=\"During interviews, you asked all the right questions; so what happened? What to do when new employees fail? Helpful tips for when new hires don&#039;t work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.successories.com\/blog\/what-to-do-when-a-new-hire-underwhelms\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What To Do When A New Hires Don&#039;t Workout | Successories\" \/>\n<meta property=\"og:description\" content=\"During interviews, you asked all the right questions; so what happened? What to do when new employees fail? 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