You may think you selected the ideal candidate for your business or organization, but they may not perform to your expectations.
They have an excellent resume, and you immediately think, "This is the person I was looking for!" In actuality, only 19% of new employees are regarded as successful. You might be in a pickle if you've ever gone through this. Due to the high cost of hiring new employees, this is a problematic situation.
We do not recommend replacing the hire before attempting a number of different methods to improve their performance. Before making a final decision, we at AIESEC provide them with spaces for capacity-building, mentorship, and coaching. However, AIESEC does have a different culture than the business world. We both do work with people, though. Therefore, it's best to think about a few factors before making a choice:
Start by examining the new hire's performance issues. Perhaps they were unable to keep up with the workload, the responsibility was too great for such a new employee, or they had a strained relationship with their coworkers. There are no correct or incorrect responses.
AIESEC empowers its leaders to have ongoing one-on-one conversations because it is an organization that values empathy. It's an opportunity to comprehend our members' current situation and to support their development as leaders throughout their organizational phase. The members are given the freedom to think about their objectives, principles, and personal "why" in order to understand their roles better and perform better as a result.
Many people find hearing the phrase "we need to talk" terrifying. Nobody wants to have awkward conversations. However, the benefit justifies leaving your comfort zone. Being open-minded and vulnerable in this setting is crucial. You can determine for yourself whether the employee is open to improvement or not during this discussion of ideas and criticism.
We never allow our members to become too averse to criticism. We expect our members to be self-aware and develop by providing honest yet insightful feedback. Members can provide feedback to their team leaders as well. Being an open person and, in fact, an open leader is a journey.
Although hiring someone new is an expensive investment, keeping a bad employee can be more costly. Poor hiring practices or employees may have a negative financial impact on your business as well as negatively impact employee morale and productivity at work, among other things that you don't want to occur in your business or organization.
The other employee might also be impacted, which would prompt them to begin looking for new employment. Because of this, after making an effort to evaluate and alleviate the situation, you must decide whether it is worthwhile to keep them or whether it would be better to let them go.
Keep in mind that every decision about the company's performance must be taken into account, even those regarding poor hires. Remember that poor hires aren't necessarily bad. Whether you are acting ethically or not, they may be a great barometer for your business.
Consider hiring talent with AIESEC if you want to lessen the likelihood of making a bad hire. Before the interview with your company, we selected candidates from a large pool of young, talented students and recent graduates. Visit our page for more details.