With every new candidate recruited, HR can only hope that the new hire will fit‚ with both their team and the organisation overall. However, more often than people might think, that simply doesn’t happen.
In an article for iMedia Connection, US-based business writer Tricia Despres wrote that while candidates can make promises and good impressions in a job interview‚ until they are actually on the job no one can be sure how things will work out‚ π. However, for the sake of your company and its work, there are six signs that a hire isn’t working out that are simply too detrimental to ignore, she said.
- Too little teamwork: The cohesiveness between a team of employees has never been more crucial than it is today. It’s vital that managers not only pick out the right employee but also somehow ensure that the person will be able to mix with random people of all ages and backgrounds.
- Too little work of any kind: Teamwork is vital. But so is productivity. And a lack of it is a good reason to show an employee the door, particularly seeing as how strapped many organisations are for resources these days.
- Too little enthusiasm: A lack of enthusiasm is often evident in the way in which an employee tackles new projects. If you start getting more and more shrugs and negative responses, that’s a sure sign that things are not working as you had once hoped.
- Too little communication: The simple ability to communicate has never been held in as high of regard as it is in today’s connected world. Whether it’s an employee who can’t effectively communicate face to face in a business meeting or a recent hire who can’t respond to an important text in a timely matter, a lack of communication is definitely a bright red flag waving vigorously in the wind.
- Too much complaining: No one likes to listen to a constant complainer, especially in the workplace. Certain people raise the alarm on nearly everything, but experts say that complaints are often just used as a barrier to getting out of the work at hand. Letting complaining go on for too long means it will get out of hand quickly. But look closely at patterns rather than isolated incidents. And put a stop to random stories and ongoing complaints asap.
- Too much drain on morale: Once employees lose their motivation for the job at hand, there is a good chance they will start sucking the motivation out of everyone else. Employees often feed off one another’s emotions. Therefore eliminating a negative influence within your team is crucial, and doing so can help to create a united voice that will ultimately save the team.
- Pulling the trigger: Even if you have reasons to dismiss, don’t act too quickly. Obviously, there are multiple legal reasons for this. But it is also important to consider whether the problem is actually the employee’s fault. Make sure to ascertain whether the rest of the team has done what it could to make the relationship work.
Sourced from www.hcamag.com (06/11/2012)
When dismissing an employee you need to have firmly in mind the following criteria that are set down by the Fair Work Commission on what they look for when it comes to unfair dismissal.
A dismissal may be considered unfair if:
- you were dismissed, and
- your dismissal was harsh, unjust, or unreasonable, and
- your dismissal was not a case of genuine redundancy, and
- if you were employed by a small business, your dismissal was not consistent with the Small Business Fair Dismissal Code.
It is important to understand that the Commission will not investigate the circumstances of the dismissal. If a former employee makes an unfair dismissal claim and a hearing is held they will need to provide evidence to the Commission to show that the dismissal was unfair. As an employer, you will need to show the step that you took to show that it was not unfair nor was it harsh, unjust or unreasonable. This is where Fresh HR Insights can step in.
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