The 10 Most Frequent Reasons Why New Hires Do Not Perform
50% of your success with new employees is dictated by your effectiveness in getting them to perform as fast as possible – not just for productivity/viability purposes, but also for morale purposes. If new employees do not perform, they soon find the best excuses to blame it on the company and on you. Your first responsibility is to help them get productive A.S.A.P.
Below are the 10 most frequent reasons for poor performance on the job (in descending order of importance). Handle these and you increase the odds of success with new employees by 1,000%:
1) No clear job description.
It always starts here. They don’t know what they are supposed to do and why. Fix this by first creating a clear job description. Use the questions and recommendations presented in our training kit “Hire Master“. You can also find a lot of job description samples on the Internet.
2) No idea of what the job purpose is.
They must know the reason why they should do what you are asking them to do; otherwise you soon end up with very unmotivated personnel. And ensure the purpose of a job is not to “just” to make the boss rich.
3) No idea of expected end results.
Your job description should be, first of all, performance-based. You do not pay them to do things but to achieve something. This is probably the grossest mistake observed in more than 80% of job descriptions: they lead people to develop “busy-ness,” rather than real business.
4) No clear performance monitoring.
Obviously, if you can’t measure what you are trying to achieve, you will waste a lot of time and energy trying to achieve it. How do you measure performance for a specific job? If you can’t answer that question, do not expect an employee to come up with the answer either!
5) Lack of know-how.
Too many employers and managers judge their new employees within their first few weeks on the job. If they don’t show results fast, they are categorized as low performers. Yet, it is a proven fact that you can multiply an employee’s productivity and performance by 20 to 50% in less than a couple of months. How? By helping them improve their competencies. In fact, most new employees will judge their direct manager on that exact point: “How much is my boss willing to share his know-how with me?”
6) No performance review.
People need direction. They need to know that they are on the right track. Only a very few (less than 10%) will naturally perform by themselves, without your help and your support. A performance review is a great opportunity to communicate openly with an employee about his or her concerns or difficulties.
7) No recognition for the job done.
It may seem childish, but your employees need a special type of fuel and that is called appreciation. It does not require daily hugs; it only requires that you make them feel important because they are. And they will want to do more to the degree that you appreciate what they do.
8) Personal problems.
An employee may be distracted by some personal, job-unrelated problems. Does this mean that you should get involved? Well, if you want them to perform, you can’t ignore the fact that we all have our personal problems; it sometimes helps to know that someone else will listen! Ignoring your employees’ personal problems is like ignoring that your car is running out of gas: you won’t go very far with an empty tank.
9) The employee does not fit with the job.
If that happened too often in the past, you definitely did the right thing when you ended up on this blow. Check out the Hire Master Training Kit for fast implementation.
10) The employee would not fit with any job.
Well, that is what happens when you apply blind, emotional hiring. To avoid it, purchase our Hire Master Training Kit; AND use the Recru-Tec Pre-Employment Test to avoid hiring those who could destroy your business faster than fire.
(original source from nofailhiring.com)
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