Why do you need to hire in the first place?
Any employer employs for the same reason: they are trying to solve an issue. When it comes to hiring, the best manager considers three factors: if the individual has the ability to perform the job, whether the person is motivated to accomplish the job, and whether the person fits in well with the existing team. People are frequently hired only on the basis of their résumé. Just because someone possesses the necessary talents does not guarantee that they will desire to perform the role that has been created by someone else. This is why it is vital to determine whether the candidate is motivated to do the job he or she is applying for during the interview process. It's also crucial to know if the candidate will get along with the rest of the team. Personality, work style, and skill background are all factors to consider. The great manager understands that recruiting the right person is critical not just for completing the new work, but also for increasing the productivity of the existing team.
Who is to blame for an employee's success?
It may surprise you to learn that the employee is not solely accountable for their achievement! When a new employee performs well, organizations are ready to credit them, and they are just as quick to blame the individual when things go wrong. The hired person's success is determined by the entire system. A demanding micro-manager, for example, will obtain less performance from the same worker who could be doing just fine working for a smarter boss. The majority of people do not wake up and determine that today is a good day to fail at work. Most people go to work with the hope, expectation, and conviction that they will perform their best and have a fruitful day. The ideal manager understands that a person's success is determined by the system in which they work. When something goes wrong, the ideal manager will look into the system right away to figure out what went wrong. Let's imagine a bank expects its customer care representatives to open at least 5 new accounts each day at their desks in the main customer waiting area. This bank decides to discipline one employee for continuously opening only one account every day over the previous week. The employee feels upset, especially when he or she knows there isn't much riding on him or her. The best manager scrutinizes the system for flaws. Following an examination, the best manager discovers that a number of variables may have contributed to a bad week. A news report outlining some ethical concerns in the bank's operations might have harmed the bank's credibility. Or there was a new bank down the street that was giving away free iPods to any new customer who opened an account. The finest managers consult with their employees to see what new ideas and strategies should be implemented. There isn't any blame to be distributed.
How do you assess the absorption of new hires?
Most of the time, other than the probationary review, there is little formal monitoring of whether a person is working out once they are recruited. The finest manager understands that the best approach to measure is to ask a new employee how things are going on a regular basis, whether they are happy with their work, and if their objectives are clear. The best manager is interested in learning what the new employee requires to succeed. The best manager examines the system to see if it is helping the new employee and if the new employee has positive interactions with his or her coworkers. The best manager might examine whether a new employee's full potential was realized. The greatest manager will really inquire if the new employee's expectations are being met in the role. While these measurements are subjective, the fact that both parties are involved in the evaluation is crucial.
What should you do if things don't go as planned?
Of course, things will go wrong from time to time. Many companies act immediately to dismiss the employee. This should only be used as a last resort. Firing someone has a number of negative consequences for the company. First and foremost, morale suffers among those who remain; this same role is frequently rehired within a year at 2-3 times the expense. Instead, the ideal manager strives to figure out what went wrong and whether it can be fixed. If this is not the case, a two-way conversation is held and a plan is agreed upon. This strategy could include retraining, a job rotation, or a period of time during which the employee is given time to interview and pursue other options within the company. These individuals are given top importance by the organization. Unfortunately, many firms use the redeployment pool as a shortcut to abandonment and termination.
What is the best method to let go in a humanistic way?
There will be occasions when people must be let go. The manner in which this occurs is critical. Many companies hire outplacement businesses to help them with this. When an employee arrives at work in the morning, he or she encounters a stranger... Then, 60 minutes later, someone else cleans up the workplace and transports the personal belongings of the employees to the parking lot. Many people are treated as criminals before they are released. The finest manager talks with the person who will be affected in person and answers all concerns after discussing the grounds for the dismissal. The ideal manager discusses the following steps, which include outplacement aid for a period of many months to assist the employee in finding new employment. The best manager understands that this will boost the organization's credibility. Existing employees are informed when people are fired in an inhumane manner. Instead of getting on with their task, they'll be preoccupied with whether or not they'll be next. As a result, individuals operate in a fearful and reactive manner. Existing employees know that if things don't work out, they will be supported in finding something else when they are let go in humane ways. The finest manager understands that this is the best strategy for an individual and the most moral approach for a society.
Summary of learning and next actions
The best manager understands that the system is what determines the members' behavior and performance. What is your company's procedure for hiring, reviewing, and terminating employees? Does this make sense to you? What parts are in need of replacement and why? The organization will have a healthy system where people want to work just by asking these questions.
Nathanson, Craig
Craig Nathanson is a coaching expert who works with people over forty and is the author of "How to discover the RIGHT work during hard times: A new approach to your life and career after 40."
