The first week went off without a hitch, and you’re basking in the warm glow of yet another terrific hire. Obviously that tiny doubt that wedged itself in the front corner of your mind meant nothing because things have worked out A-Okay.
Week two zooms by in similar fashion and you forge ahead with the next hiring decision. Then it happens; the department manager where the new guy works flags you down as week three commences. “Uh, we need to talk … about Employee X.”
Over lunch, you learn that tiny doubt you dismissed at the end of week one, has lodged in the department manager’s mind. But it’s no longer tiny. You’re appetite vanishes as the story unfolds. “He’s a great guy. I’m just not sure he’s the right guy for the job,” he concludes. “I guess time will tell.”
You decide to be pro-active and not wait for the customary 30 day new hire check-in. Okay, while we’re being honest… that new hire check-in isn’t as customary as it should be. Time flies by and if things appear to be going well, too often it simply doesn’t happen.
You meet that week with the department manager and Employee X who expresses some concerns of his own. He’s struggled to meet expectations that he wasn’t aware were part of this position. Several inconsistencies emerged as his training shifted between several people within the department, and he feels as if he’s floundering. “I really want this to work out,” he shares candidly.
Well, that makes three of you.
An honest, detailed conversation takes place. The inconsistencies in the department will be addressed, the specific job expectations are discussed and tweaked. Relief and hope mingle as a follow-up meeting is scheduled for next week.
Will things work out? Hopefully, yes. The dread that consumed you when the department manager shared his concerns has been replaced by cautious hope. The strategy of early intervention and honest conversation could very well save this hire. You’ll definitely make brief early check-ins as well as official 30 days check-ins a priority from now on.
It happens to every business owner and hiring manager at some point. They face the very real possibility that they hired the wrong person. For a myriad of reasons, often no one person’s fault, not every hire results in a satisfactory working relationship. The good news is some situations can be turned around with early intervention and strategic steps to address areas of concern. The bad news: not every scenario will have a happy ending. The truth is that some hiring situations will end in termination.
It’s of utmost importance to be well versed in the termination laws governing your state before you find yourself in the position of having to dismiss an employee. Knowing the legal ramifications will insure you handle terminations properly, so as not to leave yourself vulnerable to legal action at a later date.
As the largest independent and locally owned and operated staffing company in the St. Louis metropolitan area, the B. Loehr name has been synonymous with excellence in the employment industry since 1898. Our focus has always been, and always will be, on getting it right–the first time! Contact us today for assistance with all your hiring needs.