When you’re going through the hiring process, you do everything you can to make sure that every new employee is highly qualified, highly motivated, and a good fit for your company. But despite all of your best efforts, there will be the occasional employee who just doesn’t work out for any one of a number of reasons.
Like any unpleasant situation, a bad hire is best handled by acting proactively and nipping the issue in the bud. Here are several things to consider when wondering how to deal with a regrettable hiring decision.
Find out what’s really going on.
If you’re lucky, you can zero in on the issue with your employee. Is the employee unsatisfied with the work? Is he or she having personal or family issues? Are they addicted to drugs and/or alcohol? Is their physical or mental health an issue? If they’re a transplant or transfer, are they having a difficult time dealing with homesickness or settling into their new life? Or are they just a poor fit within your company’s structure or culture?
Can the employee be salvaged?
Once you’ve identified the issue, you may be able to take appropriate steps to rectify the situation. Determine what kind of support and how much of it your employee needs, and help put them in contact with the required resources. It’s almost always preferable and more cost-effective to solve an issue rather than terminate an employee, disrupt your business, and hire and train someone new for the position.
How will this affect your company?
Sometimes, a bad hire will occupy a key position in your company, especially in a small business where workers are highly interdependent. Compare the upheaval of terminating the employee immediately with the continued negative effects of employing this person. Also consider the employee’s standing within the company and their value as a worker. Your strategy for firing a popular but unproductive worker might require a different approach than dealing with an unpopular, disruptive achiever.
Consider the legal ramifications.
With these unpleasant situations, there is occasionally the potential for legal action. A litigious-minded ex-employee with grounds for a wrongful termination suit could end up costing your company big time.
Conversely, remember that retaining an employee can also lead to legal issues. Taking no action while an employee, even a popular, highly effective one, commits sexual harassment or makes a workplace hostile for one or more fellow employees can open you up to even bigger financial and reputational damages.
There’s no way to ensure that every hire will be a perfect fit, but partnering with an experienced, knowledgeable staffing company is the best way to reduce the risk of a bad hire. Talk to us today to see how we can help you improve your hiring policy.