You’ve used valuable time, money and resources to find an employee and onboard them, only to realize you made a bad hire. This is every employer’s worst nightmare. A bad hire is expensive to keep and get rid of. However, the quicker you accept the fact that things aren’t working out, the quicker you can move forward and make a better hire next time.
Can It be Turned Around?
Quickly assess the cause for the employee’s failings to determine if it’s worth the time and money to turn things around. Did they misrepresent their skills during the interview? Did you fail to properly onboard them and show them the ropes? With some guidance and training, will they be able to quickly right the ship? Implement a form of progressive discipline to put the employee on notice that they are in the hot seat and to give them a chance to fix things swiftly.
Cut Your Losses
If you determined that things can’t be fixed, cut your losses with the employee as soon as possible. Don’t delay the inevitable by hoping the employee eventually gets it together. Doing so just drags the whole firm down. The morale of the other employees can also be potentially compromised if they constantly have to work with someone who isn’t cutting it.
Firings are unpleasant for all parties involved. They also have the potential to be messy and result in legal action. Make sure you are protected by documenting what the employee has done wrong and what steps you took as a form of corrective action
Reassess Hiring Process
Assess your hiring process to see what you can do to curb the likelihood of you making a bad hire in the future. Do you need to ask better interview questions? Do a more thorough reference check? Give some thought as to what you could’ve done to prevent the bad hire and make sure you implement those changes moving forward.