Hiring employees can be a pain in the you know what. So much so that often hiring decisions are made in haste, simply to have a warm body in place. This can lead to the “Better Than Nothing” (BTN) syndrome.
And it’s understandable…
When you’re short on resources and long on deadlines to get work done, having a “warm body” seems like a good idea. But just settling for the first person that responds to your job at can do more harm than good.
For example, when you finally have a chance to see over the mound of paperwork that previously occupied your desk, you are now inundated by a pile of phone messages from customers complaining about something your new hire said or did. After some investigation, you realize that your new employee is guilty of not following some established policies and procedures for filling customer orders. But, you didn’t have a chance to provide proper training because you were too busy…Ouch!!!
Now you’re spending all your time doing damage control.
Although your new hire was BTN and they interviewed well, you never bothered to follow up on their work history. Had you done so, you would have discovered that they don’t actually have the skills that you need. Remember, “Everything that glitters is not gold, and not all gold glitters.”
So you need to terminate your new employee and start all over again. But, you are a bit reluctant because you just overheard your new hire tell another employee that they may have injured their back while moving some boxes at the office. If the terminate now you may not only be on the hook for a workers compensation claim, but a claim for retaliation as well.
So what do you do?
Take some time to manage the employee in the position your hired them for. Fill in the training gaps you missed when they were initially hired. And most important, document everything along the way. In doing so, you’ll have enough job-related reasons to justify whether they should stay or go.
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