You chose your top candidate because he or she seemed well poised for success in your available position. When you laid the candidate’s credentials down side-by-side with the requirements and demands of the job, the two appeared to be well-aligned. You had no way of knowing that things wouldn’t go very well; you used your best judgment and all the information available to you at the time, and you made the decision you believed to be correct.
But at this point, some cracks are starting to appear. Your new employee is struggling with some key aspects of the role, and you aren’t sure what the future holds. What should you do next? Here are some tips and considerations to keep in mind.
Don’t let the employee go into hiding.
It’s perfectly natural for an employee to respond to this conundrum by retreating and reducing his or her profile. In this situation, most of us would likely step out of the spotlight and regroup while we figure out what to do next. But don’t let this happen. Make time each day — even for just five minutes — to talk to the employee in a face-to-face capacity. It doesn’t matter what you talk about, but don’t allow them to scuttle in and out of the office like a ghost.
Don’t let them run away.
The employee may be contemplating an exit or searching for a new job, but if they walk out immediately after walking in, you’re the one who stands to lose. Replacing a new employee can be difficult and more expensive than you think. So instead, encourage them to channel their efforts into turning things around. You chose them for a reason, so focus on the talents, accomplishments or skills that attracted you in the first place. Work together with the employee and try to leverage those skills.
It doesn’t matter whose fault this is, and blaming the employee for misrepresentation is both unhelpful and probably unjustified. Blaming yourself is also not a valuable exercise. Instead, turn your attention to next steps. If you genuinely like this employee and believe you see potential in him or her, consider other options, including a transfer, a shift in the nature of the job, a coaching plan, or a training session. You have plenty of options at your disposal. Chose one—or several.
Assign a mentor.
Can you identify someone in the workplace who can set an example for the new employee and light the path? If possible, connect the two in a mentor/mentee relationship. At the very least, encourage your new employee to model the person and follow her example and her lead. Sometimes struggling employees simply need a way to visualize success.
Work with a Top Management Recruiter in Scottsdale
Rebuild the employee’s confidence and do what you can to help them get back on track. Stay positive! Turn to the team at the ACCENT Hiring Group and work with the best management recruiters in Scottsdale to find the best talent to bring to your organization.