Those of us that manage a team or own a business hire people and eventually at some point, we will all make a bad hiring decision. Sometimes we’re lucky to be able to hire people around us that we’ve known and worked with; are tried and true. However, chances are that this won’t happen all the time or for everyone, and we’re left with trusting the interview and selection process to help us hire the right person for the company, team, and the job. Truth is, that can sometimes be hit or miss and not always clear right away that we’ve hit the mark. That’s why it’s critical to do these five things before cutting someone loose.
- Ask yourself if you gave your new hire enough time to settle in and learn the role. There isn’t a prescribed amount of how much time you should give new employees as it truly does depend on the company, the role, situation, the job, etc. However, ending a person’s job a week or two in is probably hasty unless they’ve done something pretty heinous. If you need an idea for a timeframe, anywhere from one-to-three months seems typical.
- Take a look at how the person was onboarded. Did your new employee receive enough information, training, and help along the way? Were they set up for success or were there things that could have been done better to help them integrate into the role, team, and the company?
- Review the feedback sessions. When things started to go awry, how did you handle it? Did you ask your new hire how things were going and if they had any issues or challenges? Did you listen to what they had to say? Did you give good, constructive feedback often and in a timely manner? Sometimes managers don’t spend enough time talking and listening to their employees when understanding what’s going on. Helping to course correct right away versus letting a problem fester is in anyone’s best interest.
Stay tuned for part two of this article, which will go over the final two things you should do before letting your new hire go.