Do you know the big warning signs an employee won’t work out? We’ve looked at the telltale signs an employee is about to quit, but this is about being proactive and picking up on signals a person just will not make it in your company. The signs range from subtle to borderline obvious, if you know what to spot.
Big Warning Signs an Employee Won’t Work Out
Most human resources professionals know the first 3 months or 90 days will determine if a new hire will stay with an enterprise for the long-term. That’s precisely why so many corporations have a 90 day probationary period. And it’s not just about statistics, it’s about cost, as well. A company will spend approximately 1.25 to 1.4 times an employee’s annual income to hire and train a new team member, according to MIT’s Sloan School of Management.
If you’ve ever hired the wrong person – or inherited someone else’s bad hire – you know the costs of hiring mistakes: huge amounts of time and energy spent addressing the problem, as well as the opportunity cost of not having the right person in the role. But while you can’t avoid all hiring mistakes, there are warning signs that you can watch for during your hiring process to help you make better hires. —QuickBase.com
That’s an astounding figure and one that isn’t cheap. Now, you might attribute a new hire not working out because of their lack in possessing a particular skill set but the data doesn’t back this assumption up. It’s actually more about personality than it is experience. To put it another way, imagine a new employee with just the right skill set joining your organization. But, he or she doesn’t work and play well with others. You get the point immediately when put in this context. So, it really is all about their approach and disposition. This means it’s critical to know when a new hire won’t work out. Otherwise, you’ll likely be caught up in stopping bad team member behaviors. Here are the biggest warning signs to look for:
- He or she can do it all. When you hire someone, it’s due to their expertise in one area and their demonstrable ability to deliver. But beware someone who promises to do it all because he or she won’t be a team player. Rather, they’ll attempt to do everything and as a result, nothing will get done.
- He or she has demands. There’s nothing unusual about a new hire wanting certain things. But stipulations tied directly to performance are a red flag. If you hear a list of demands before offering the position, you shouldn’t expect that person to be any less obtuse. If you do capitulate, you’ll be the one who pays the price.
- He or she wants influence. If you experience a new hire interacting with only the higher-ups in the company, there’s a reason he or she isn’t getting to know anyone else. It’s beneath them to talk to people in the company who can’t “do” anything for he or she. That is, cannot further his or her career or standing.
- He or she is always aiming at new goal. While there is nothing wrong with a go-getter attitude, those who constantly work on a new goal for their benefit alone will be poison to your organization inevitably. You’ll see it play out time and again, so look for this behavior early on.
- He or she isn’t open to going the extra mile. If he or she places stipulations on their performance, particularly by stating a preference to stick to their role only, it’s going to be a problem that plagues your whole company. People who aren’t willing to do a little more will be a burden on you and your team.
How do you know when an employee won’t be a good fit? What signs tell you a new hire will not last long? What behaviors can others notice about this? Please share your thoughts and experiences!